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Blood Cancer United

Engaged Employer

Campaign Manager - Campaign Manager Blood Cancer United Employee Review

2.0
Aug 5, 2016
Recommend
CEO approval
Business Outlook

Pros

The mission of LLS is what drives me through the job every day. Being able to interact with walk teams and my amazing volunteers. They are the ones who lift me up and give the job meaning. The advancement of cancer research and Dr. Lou's work is incredibly inspiring.

Cons

Unfortunately, the mission can only take the employees so far. I took a major pay cut in hopes for a better quality of life and a job that really gave meaning. Non-profit work should be fun, ESPECIALLY AT LLS because of the work that's being done, but it's not because there's a major disconnect between national and the chapters. National is amazing and chapter leadership is not. The "leadership" in the chapter have no experience on how to lead people, they just simply delegate, down grade, and do everything in they power to burn you out. The women I work with are gossip queens and it's overall, a toxic work environment. Leadership was not honest with me about this position when I interviewed.... The quality of life has been about the same from my last job if not a bit worse with the long evening hours and weekend work for little to no pay. I have had friends ask me if I could refer them on to work at LLS and I've had to be honest and tell them "you do not want to work here, based on my experience. I would hate to set you up for failure." It's a shame because LLS could be so much better!!

Explore other reviews about Blood Cancer United

5.0
May 9, 2026
Anonymous employee
Recommend
CEO approval
Business Outlook

Pros

Mission of organization Mission Leadership Pay commensurate with experience

Cons

Non-mission leadership is struggling a bit, but will hopefully find their way.

1.0
Jun 21, 2026
Recommend
CEO approval
Business Outlook

Pros

Flexible hours (but with the implementation of meeting metrics, poor schedule). Great time off and benefits.

Cons

The mission is inspiring, but employee well-being often feels secondary to organizational demands. Chronic understaffing, high turnover, and frequent organizational changes create an environment where employees are expected to take on responsibilities far beyond their job descriptions. Workloads can become unsustainable, particularly during campaign seasons, leading to burnout and low morale. Goals and budget expectations are often aggressive and may not reflect local market realities or available resources. Employees are held accountable for outcomes that can be heavily influenced by factors outside of their control, while support and staffing do not always keep pace with expectations. Communication and transparency from leadership could be improved. Decisions affecting employees are sometimes made without meaningful input from those doing the day-to-day work, and organizational restructuring can create uncertainty and instability. Many talented and passionate employees leave because they feel overworked, undervalued, and unsupported despite their dedication to the mission. While working at a regional office, there was strong lack of trust towards the national office from all of the employees.

4
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