Heart of Florida United Way - Anonymous employee United Way Employee Review

2.0
Oct 6, 2017
Anonymous employee
Recommend
CEO approval
Business Outlook

Pros

- 211 staff work their tales off to ensure people have the resources they need - great service - lots of opportunities to network and build strong connections with other agencies in the community - fun opportunities to get involved in community - 35 hour work weeks (until you have to work all weekend)

Cons

- pay is significantly low - they nearly starve their employees (low to mid level) and everyone knows it -leadership (VPs) over- compensated (most are close to or at six figures) check out their 990 for more. It's imbalanced to what their campaign, investing in results, administrative, 211..etc employees earn - directors (not all) are quite the micro-managers and rude/mean to their staff this includes (211, VRC, EHS) I witnessed someone being publicly yelled at and belittled by 211 Director - (inappropriate) - campaign staff are poorly compensated for all that they do - Directors want you to work hard but they don't do squat (work load is placed on entry level staff) in fact they pretend that they are so busy going to conferences, luncheons, "networking" but they really don't do much - these trips are a paid vacays for them - Inappropriate interactions between men and women in the office (sexual harassment) - no comp time for working late or weekends

Explore other reviews about United Way

5.0
Apr 10, 2026
Recommend
CEO approval
Business Outlook

Pros

People were very nice and cooperative

Cons

Not any that I would speak of

2.0
Jun 18, 2026
Anonymous employee
Recommend
CEO approval
Business Outlook

Pros

The mission is meaningful and the work itself can be deeply rewarding. Colleagues are talented, dedicated, and genuinely care about the community they serve. For the right person, that camaraderie carries a lot of weight.

Cons

Over the past two years, this organization has undergone significant and painful change. A revolving door of senior leadership, including the abrupt loss of key executives, created instability that trickled down to every level of staff. Layoffs followed, and then a steady stream of voluntary departures that leadership appeared either unable or unwilling to address meaningfully. Under new leadership, nearly every quality-of-life benefit that made nonprofit-level salaries feel worth it has been reduced or eliminated: fewer sick days, increased healthcare costs, loss of Summer Fridays, loss of Thanksgiving week, and a shift to more required in-office days. The cumulative effect is an organization that asks a great deal of its staff, in salary sacrifice and mission commitment, while systematically withdrawing what made that trade-off feel fair.

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