XQ Reviews

Incredibly talented and mission-driven colleagues. Strong compensation and excellent benefits. There are many smart, hardworking people across the organization who genuinely care about the work and the communities the mission is meant to serve.

I joined XQ because I deeply believed in the mission of transforming high school education and creating more equitable outcomes for young people. The organization attracts incredibly talented, passionate people who genuinely care about students and systems change. There are moments where the work feels meaningful and inspiring — especially when engaging directly with educators, students, and communities. Unfortunately, the internal culture often undermines that mission. The organization struggles with alignment, communication, and operational clarity, much of which stems from leadership instability and a culture driven by unpredictability rather than strategy. Staff are frequently left walking on eggshells around executive leadership, with morale and decision-making heavily influenced by shifting moods, inconsistent direction, and reactionary management practices. Power is highly centralized at the top, and there are clear inequities in whose voices are trusted, valued, or given influence within the organization. There is a performative culture of urgency and optics, but rarely the infrastructure, planning, or accountability needed to sustain the work in a healthy or effective way. It was not uncommon for senior staff to spend hours waiting for meetings to begin due to executive lateness or cancellations. When meetings did happen, they could stretch for hours without clear outcomes, often marked by circular conversations, contradictory direction, and last-minute pivots that created unnecessary confusion and stress for teams already operating at capacity. There were also instances where staff were privately and publicly embarrassed, dismissed, or undermined in ways that felt unprofessional and demoralizing. Instead of fostering trust and collaboration, the environment often relied on fear, hierarchy, and proximity to leadership. There is also a noticeable tendency toward top-down decision-making, even in areas where staff expertise should be trusted. Feedback loops are inconsistent, and employees can find themselves blamed for structural or leadership-level gaps outside of their control. The most frustrating part is that the mission itself matters deeply, and there are brilliant people across the organization trying to make meaningful change. But without healthier leadership practices, operational clarity, and a culture rooted in respect and accountability, burnout and turnover feel inevitable.