Great office culture, dysfunctional everything else. Would not recommend - Anonymous employee ZERO Prostate Cancer Employee Review

For ease of reading I've structured this section into the course of events you will likely experience at ZERO. GETTING HIRED: The hiring process is complicated and long. I once witnessed a sixth-round interview for a non-management position (the candidate did not get hired). At one point the process involves a Myers-Briggs personality test. One of the personality types does get hired significantly more often than the others. Additionally, by the time I left, the single largest team at ZERO was almost entirely comprised of young skinny white women with shoulder-length hair. MANAGE OR BE MANAGED: Excellent managers at ZERO do exist, but ZERO does not particularly reward good management or punish bad management. One former coworker continually asked for feedback, only to be vaguely told that they were doing a good job, and then was fired for not meeting expectations. Another former coworker was also denied feedback, only to overhear two managers ranting about her in a closed office. On the extreme flip side of that, one of the Vice Presidents found it appropriate to repeatedly say "Your jobs may not be here next year" to her employees as a motivational tool. If you do not immediately excel in a role, you will not be offered chances to improve. Several positions have the title of "manager" but are not given the power to actually manage anyone, not even interns. (Side note on the interns: they are not paid, which is legal for a nonprofit. Even outside of that, however, ZERO does not provide a valuable experience for interns. The most egregious example was when one intern, still a teenager at the time, was asked to perform physical labor at a dumpsite on an extremely hot summer day. The stench and the filth were so foul that he had to throw away his shoes.) On the other hand, there are some whose jobs appear solely to be to "manage", as there is no clarity on what they otherwise do in a day-to-day setting. These managers generally know less about their department than their underlings. GETTING ALONG: When I was at ZERO, I had a wonderful bunch of coworkers that I loved. Not many of them are still at the organization. However, I imagine the office continues to be friendly, casual, and gossipy. BEING PROMOTED: At some point in your career at ZERO you may find yourself receiving a change in title without a change in responsibilities, powers, or money. REMOTE VS OFFICE: Despite a beautiful new office, ZERO is increasingly trending towards having remote workers. The office can get lonely sometimes with all the people working from their homes in other states. The people in office are expected to pack, ship, check files and inventory, and run various other errands for remote workers, even if those are not their jobs. The top two executives for the organization also work remotely. I've been told that this an unusual set-up. With about 40% of the workforce working remotely, it can be difficult to keep track of what others in your organization actually do from day to day. Remote workers have complained of feeling alienated from the main office, so the feeling must go both ways. GETTING FIRED: I would put the turnover at this 20-25 person organization at about 25%. This is about a half/half combination of firings and resignations. Firings are swift, opaque, and demoralizing. They are rarely executed for reasons other staff members find satisfactory or even understandable. One position was eliminated, later to be replaced by a consulting firm whose vice president was a member of ZERO's board of directors. Another time, a person in a critical patient support role was fired for not being sufficiently transparent over her doubts over a marketing initiative. My final verdict is to get in, take notes for your memoir, enjoy your vacation time, and get out.