Careers In Nonprofits Reviews

Careers in Nonprofits is a medium-sized family business with all the problems that come with dysfunctional families. There’s a lot of bias in hiring decisions and promotions, and the President (the CEO’s husband) clearly prefers to hire unqualified men over women with more experience, especially for sales roles. There’s also this weird double standard where most of the executive-level people have projects (podcasts, books, personal vanity projects) yet if you freelanced or consulted in the past you’re viewed with a high-level of scrutiny. Don’t expect to be here too long unless you’re a guy or one of the chosen-favorites.

Promised ability to reach a 6-Figure income. However, given the commission structure that is impossible to obtain with the number of recruiters on staff. Must meet at least a $10K gross profit weekly to see any kind of commission. Which means you have to hustle to ensure what few roles you get to fill are filled. 6-figure goals were achievable only under the old model/commission structure and when there were fewer than 5 recruiters. Average base pay varying $50K-$60; there’s no rhyme or reason as to who gets what other than their judge of how that is ‘awarded’ which often reflects a degree favoritism based on likability during the interview. Black women on staff received considerably less pay than their counterparts for the same role with equal or greater previous work experience. All of senior leadership and ‘legacy’ staff were fresh out of college with little to no previous work experience. This means that YOU will be the test dummy for any new policies and changes which often times are rolled out with no consideration of how it affects employees in the long run. Or even fully understanding it themselves. Which they don’t. Just how to enforce them. Owner openly admits to wanting to fire her way to the right staff and that the only way to gain favor is by meeting metrics, which only benefit her. Leadership fears and worships her. Leadership also micromanages you until metrics are met or exceeded. Disciplinary policy makes zero sense other than supporting the owner’s model to fire you after two quarters of not meeting metrics. Legacy staff flexes their prominence openly. No definable path for career advancement. Career development opportunities are janky zoom meetings run by leadership whose only experience has ever been this company or information on recruiting they have googled online–no credit being properly cited. Far too many daily meetings regurgitating the same information that can easily be accessed via the ATS system and activity tracker. This means you spend a considerable amount of time wasting your time. None of software systems ‘talk’ to each other which means there is a TON of admin work you have to do. Mega cult vibes. The company motto is “I love my job”. No one really does (except the ‘legacy’ staff) but operates in a state of constant fear to secure their own income. If you are unhappy they will suggest you leave…often. I did, thank GOD! Rules are often made on the fly. They absolutely love love love love love to fire people. It’s their favorite thing. In my almost year of employment I saw nearly 20 people let go—one being their top producer who conveniently was a black woman who voiced an opinion. They have no understanding or concept of how to nurture a diverse team of professionals unless you are easily scared and manipulated. Which means no one is bold enough to challenge authority. They just comply for the sake of a paycheck. The internal workings are not a true reflection of the nonprofit market that is serviced. Overall very toxic work politics and practices. 100% of the job can be done remote. But…they need to justify the expensive real estate in major US cities so you are required to be on-site under a hybrid model. I guarantee you will want to have an employment lawyer on deck your entire time here. And, it is strongly advised. Zero incentives or perks.