Comprehensive Review - Executive Director CCS Fundraising Employee Review

Onboarding and starting salary: As a professional services firm, CCS should really have a more well-developed and standardized onboarding system. Some people go spend a few days being trained at headquarters, some participate in a few conferences calls with HR, and different people are given different information at the start of their tenure with CCS. Management is also cheap when it comes to job offers. Most employers will try to lowball you, which is a given, but it's to the extreme at CCS. They will offer a highly educated professional the equivalent of a non-profit starting salary and try to act like it is generous -- they are also not privy to anyone who has the audacity to negotiate. Management -- Management is all over the board. Again, it is a given that different managers will have different styles, but there is really no standard mode of operation here. One manager will tell you such and such procedures is "standard firm practice," and on your next project, a different manager will tell you that so-called "standard practice" is a horrible idea. Managers aren't really chosen on management ability, but rather because they were a favorite of upper management, or have stuck around the firm for a decade. As noted above, managers are extremely cheap with starting offers, and through the years as you try to negotiate a reasonable salary, they will fight you tooth and nail over $2,000, while the principals rake in a pretty penny every year. Senior management is largely the prodigy of the company's founders who continue to do business with an old boys' club mindset. Salary and Benefits: I've made it pretty clear that the pay for most is low, and management makes negotiating difficult. As an added note, there is usually an EOY email that goes out telling all employees that the company broke sales records this year (!!!), but despite that, there is absolutely no opportunity for a bonus. One has to assume a few people are really enjoying all those record sales. The maternity leave policy at CCS is archaic, and anyone with less than three years' experience gets two weeks of vacation time per year, which accumulates over the course of the year. Healthcare is a pretty standard employee contribution. Relocation: Unlike a consulting firm that uses best practices, directors at CCS are required to relocate for each and every client project. This could mean moving across the country or even to a different country. CCS does not subsidize any travel home (unless you have spent an entire year on a project, then you get a single trip per year). Projects last anywhere from a few weeks to a few years. So, if you are trying to have any semblance of a personal life, this is obviously a huge con. You would think with so many people moving around all the time, HR would be poised to provide support in finding housing, etc. That is not the case. They tell you how much money you will get and that is it. The "startup fee" is barely enough to cover a week in a hotel (they claim it is also supposed to cover a security deposit), so you need to be prepared to start work on your project immediately while also finding an apartment within a week if you don't want to be paying out of pocket for a hotel. You also have to be prepared to pony up a security deposit in each and every location to which CCS sends you (which can range from one month to three months of rent). Technology: In essence, CCS does not provide a laptop or cell phone. They will give you a loan to buy a laptop, then take the loan payment out of your paycheck each month. So, you are buying your own computer then using your personal computer for work. The client is supposedly supposed to be provide a computer, but if you have worked with nonprofits, you know that their computers are usually archaic and slow, really inhibiting productivity. CCS puts your personal cell phone number on your business card without even asking if you are ok with it. They will require use of your cell phone, and make it nearly impossible with their cell phone policy to get any type of reimbursement. Work/life balance and hours: Constant relocation obviously makes work/life balance nearly impossible unless you are independently wealthy and can fly yourself home every weekend. In addition, some projects will require that you work 10-14 hour days, plus weekends, while on others, you will be bored out of your mind. Management always stresses that you be the first person in the client office and the last one out, though that really has no bearing on someone's productivity or efficiency. Professional Development: CCS has a very ill developed and poorly presented "distance learning program." The courses themselves are developed at about a college freshman level, and there is no clear criteria for becoming an instructor. If you are assigned to a project team, take advantage of the chance to learn from your more experienced team members. This is the only chance you'll get at somewhat formal training, networking, and skill development. If you are on a project alone, you'll have limited interaction with your manager, will meet few colleagues depending on location, and will have limited opportunities to grow professionally. Advancement: It is clear to nearly everyone at the firm that there are favorites, and there are not-favorites. If you're a favorite and willing to work at a sub-par firm for a number of years, you'll have great advancement opportunity. CCS often feels like an old boys' club, with men advancing at lightning speed compared to women, even though there are far more female directors. Again, there is no real criteria for advancement and seems to be a very objective process. Overall: CCS's main objective is to work people for as hard as possible for pretty low pay. They hire driven people who are willing to "pay their dues" for career advancement. However, most people find that with literally zero perks, almost little professional development opportunity, and relatively low pay, it is just not worth it.