Freedom House
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Freedom House Reviews

37 Reviews
37 Reviews
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David J. Kramer
21 Ratings
  • 2 people found this helpful  

    Great opportunities for the focused

    • Comp & Benefits
    • Work/Life Balance
    • Senior Management
    • Culture & Values
    • Career Opportunities
    Current Employee - Program Officer in Washington, DC
    Current Employee - Program Officer in Washington, DC

    I have been working at Freedom House full-time (more than a year)


    The executives, senior and junior staff are committed to democracy, freedom, and human rights, and thankfully, care enough about the organization to stay on and focus on the important task of making it a freer world for all.

    My interactions with HR, IT, Finance, and Ops have always been extremely positive and professional. I respect their policies and don’t ask that they bend rules in my behalf, which unfortunately, is quite common within the organization.


    FH has made some poor decisions in the last few years. Some directors have brought in some senior level POs with huge egos who have thought they were the smartest kids on the block and yet expect to be mollycoddled. They seem oblivious to how exhausting it must be for directors who have to hand-hold them. They blame execs and senior management for all the problems in the organization but don’t think their lack of in-depth knowledge and experience of the regions, and deficient-proposal writing skills are in any way a considerable part of the problem. They believe FH is a bad place to work, don't leave because they can't find other jobs, and then complain about how bad the organization is - after 2-3 years. There have been a few cases of favoritism. Directors have on occasion had to take on staff imposed on them by execs, including their assistants.

    Most junior staff are extremely hardworking, knowledgeable, smart, eager to learn, and humble. A persistent problem at FH is senior staff’s fear of asking a few junior staff to grow up or leave. Unfortunately, the directors with the audacity to do so are seen as bad directors. Some senior staff and execs cringe and quiver and avoid dealing with these junior staff, instead, they refer problems which they should resolve to other execs. They place a greater premium on being liked by junior staff than telling them what they really think of them and their mediocre contribution to fundraising.

    My director emphasized the importance of fundraising when I joined the team. It’s mind-boggling that this is cited as a failure of the organization instead of our own failure. Our programs don’t raise funds yet some of us ask our directors for higher pay.

    The angst toward publications is startling. Freedom House is well-known for its publications, definitely not the programs. Program staff in DC relish telling others in the field what to do, when, and how. This is particularly infuriating when you realize how little they know of the regions. For some junior staff, their claim to field experience is a few weeks backpacking in some “foreign” country before returning home to start paying off their student loan debt. They don’t seem to particularly care about democracy or freedom in other countries. Most just want to jump-start their careers.

    Advice to ManagementAdvice

    There are quite a few program staff who have their hearts in the right place. They are quiet, keep their heads down, work hard, don't play politics or back-stab, and got where they are today purely on merit - reward them!

    Stop picking favorites - it's wrong and they'd leave and tell the world how weak (rightly or wrongly) you are anyway.

    That some of the senior staff and execs have risen above the fray is to be respected. However, the incoming president should be more business minded and willing to hold everyone accountable, especially the so-called "superstars" who blame everyone else for their failures.

    Grow publications - they are credible, the staff are hardworking and respected professionals, and the execs are superb!

    Neutral Outlook
    Approves of CEO

Freedom House Interviews

Interview Experience

Interview Experience


Getting an Interview

Getting an Interview


Interview Difficulty


Interview Difficulty




    Clinical Coordinator Interview

    Anonymous Employee
    Anonymous Employee
    Application Details

    I applied in-person – interviewed at Freedom House.

    Interview Details

    Poor interview etiquette. Kept waiting. No follow up. More interested in telling about own accomplishments than in explaining about the position. Manners were non-existent. The interviewer took a lengthy phone call while in the middle of the interview process that was clearly not urgent.

    Interview Questions
    No Offer
    Negative Experience
    Average Interview

Freedom House Awards & Accolades

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Additional Info

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Headquarters New York, 061
Size 16 to 50 Employees
Founded Unknown
Type Company - Private
Industry Non-Profit
Revenue $1 to $5 million (USD) per year

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Freedom House

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