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International Rescue Committee

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Systemic problems plagued the org - Anonymous employee International Rescue Committee Employee Review

1.0
May 8, 2025
Anonymous employee
Recommend
CEO approval
Business Outlook

Pros

There are no pros about the IRC

Cons

Incompetence and reactionary thinking is systemic in the management ranks. Because of that there is indifference in tackling the larger problems that face the org. Middle management is filled with lifers and yes people who don't have the capacity to think long term nor do any root cause analysis. Most people here are just really stupid egomaniacs with short sighted thinking. Your expertise, knowledge, and insight will constantly be dismissed and undermined in favor of what management wants and sees even if there is no progress being made. Change is nonexistent. The culture is too embedded. Social cliques exist, the politeness is performative and is devoid of substance. No is not taken well here and your colleagues will gaslight you into thinking you're rude to get around that. Your character will be assassinated to get you to fall in line. Your intelligence will be actively insulted until you are pummeled into submission.

Explore other reviews about International Rescue Committee

5.0
Mar 12, 2026
Recommend
CEO approval
Business Outlook

Pros

Had a wonderful time interacting with the students and coworkers. Really appreciate the work of the IRC in supporting migrants.

Cons

No Cons to speak of

2.0
Apr 22, 2026
Anonymous employee
Recommend
CEO approval
Business Outlook

Pros

You will meet some amazing and passionate people here who are truly there for the mission. Many came to this country as refugees and immigrants themselves and continue to devote their lives to helping others going through similar experiences. If you end up on the right team, it's an extremely rewarding job.

Cons

Unfortunately, the HQ upper management makes it a toxic place to work. VPs regularly undercut each other publicly (including at all-team meetings and gossiping negatively with staff), especially when potential job cuts were on the horizon. C-Suite didn't listen to staff concerns about upper management and didn't investigate major departures by dedicated staff who left due to poor management despite their dedication to the mission. Leaders picked favorites, ignoring work performance (excusing mediocre performance in some, having high standards for others), and preferred yes-men over staff who wanted to think more critically about the work. Projects were pushed too quickly, despite concerns that it could be detrimental to clients. Positions given to unqualified internal staff who wouldn't be interviewed for the role as external candidates. Senior leaders (director and above) are more focused on keeping their jobs than the mission and will use lower staff work for their own career growth/safety. DEI didn't seem to apply for senior leader roles, where there was little, if any, diversity.

4
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