Compare American Institutes for Research vs MDRC BETA

See how MDRC vs. American Institutes for Research compare on employee ratings, job openings, CEO approval, business outlook and more.

Employee Ratings

Overall Rating
(full-time and part-time employees only)
3.2
(based on 388 reviews)
3.7
(based on 51 reviews)
Career Opportunities
2.9
3.5
Compensation & Benefits
3.5
4.0
Work-life balance
3.5
4.1
Senior Management
2.8
3.5
Culture & Values
3.5
4.1
CEO Approval
American Institutes for Research Ceo David Myers
65%David Myers
MDRC Ceo Virginia Knox
N/AVirginia Knox
% Recommend to a friend
52%
81%
Positive Business Outlook
46%
82%

Salaries

Salaries for similar jobs
Research Associate108 Salaries
$53,072/yr
Software Engineer18 Salaries
$86,215/yr
Intern - Hourly9 Salaries
$19/hr
Research Assistant16 Salaries
$48,517/yr
Programmer Analyst1 Salaries
$93,606/yr
Intern1 Salaries
$22/hr

What Employees Say

Pros
"Work life balance"(in 35 reviews)
"Good benefits"(in 30 reviews)
"Work life balance"(in 8 reviews)
"Smart people"(in 7 reviews)
Cons
"Work life balance"(in 49 reviews)
"Upper management"(in 16 reviews)
"Work life balance"(in 4 reviews)
"Junior staff"(in 4 reviews)
Featured Review

Current Employee - Infrastructure Staff

I have been working at American Institutes for Research full-time for more than a year

Pros

Flexible work arrangements. Ability to work from several different offices and easily reserve cool visitor offices with sit/stand desks.

Cons

My department is pretty lean so it can be challenging.

Advice to Management

Other leaders need to be more visible - The CEO is very visible and approachable but others also need to step up.

Current Employee - Anonymous Employee

I have been working at MDRC full-time for more than a year

Pros

I've been working at MDRC for a little while now and it's been a positive experience thus far. The organization has a great mission and my colleagues are all passionate about the work they do.... They've been intentional about having an inclusive environment set in place and strive to strengthen it by providing staff training and communications around topics of diversity, equity, and inclusion. There's also been a push for more consistent feedback to both staff and management across the organization aside from the norm of annual performance reviews.

Cons

Being too collaborative has also lead to any decision that needs to be made, on the slow side, as often times there may be too many cooks in the kitchen.

Advice to Management

-Continue to think about ways to improve upon internal communications in innovative ways -Continue to encourage staff involved in the hiring process' to cast a wide net, check potential unconscious... bias' and pursue candidates that represent the populations that we serve. It's a great way to give back to those communities! -Do pulse checks from staff via employee surveys to check on engagement and morale

Job Postings