The Nature Conservancy Employee Reviews

TNC has a collaborative work environment, and staff are always willing to help one another.

High expectations. Low pay. Hiring discrimination happening on diversity hires

Long hours with poor compensation. Salaried field staff are throttled at 35 hours/week. Fire staff make a fraction of what philanthropy staff make and accept significantly more risk. If you're a male seeking a new position within TNC, you're likely to get passed over for the gender diversity hire.

Decent place to cut your teeth at an introductory level. Once you move beyond that entry level position, its time to move on. Salaried field-going employees work way more than 35 hours/week. Fire staff make a fraction of what philanthropy employees make and accept way more risk.

I've seen a lot of questionable activities and some very good land deals.

Local level leadership is wonderful. State level? Never met 'em

The State Director is in over her head.

Large leadership team that meets continuously with little visible outcome. C-level of my dept knows the right words to say but only words, actions are not consistent. Gaslighting becoming a norm by leadership team in my department.

This leadership team reaches out to get ideas and seems to truly listen.

TNC is future thinking, and our leadership is unafraid to suggest new and unconventional ideas or partners to make a difference in conservation.

reality, ethics. finance, morality, everything.

Leadership needs to change period. The house has been on fire for more than five years. The last two have been back-to-back scandals.

Look at the staff they have chosen to lead regional offices. They are cliquish and stuck in very old mindsets. The eastern shore of Va leadership is one example. Our leader gossips about everyone behind their back and has created a lot of hostility against the rest of us and our work.

The leadership team in Virginia needs to look harder at their staff. Lacatell, in particular, has insulted would-be donors and partners. He brings no expertise, only attitude, to our work.

Pay is fair for an NGO.

401k match of 8% of salary

Very fair and above industry standard.

For a non-profit, pay seems very fair if not generous. A lot of effort goes into making sure pay is equitable.

We are offered health insurance (including vision and dental) and the opportunity to invest in a 401K. TNC matches my 401K investment 1:1 up to 8% of my salary.

Compensation representative of the job, an individual's skillset, and full medical coverage

Compensation representative of my skillset and hours worked. Pay-tier system so im not paid the same as an unskilled counterpart in the same position. Full medical benefits

I work way more hours than im compensated for. Skillset is not valued and I am paid the same entry-level employees with less qualifications. Overtime is regulated and is often paid out in "comp hours" at base rate

I am consistently asked to do more work than I feel I am being fairly compensated for.

Some staff receive bonuses, and others do not. It's very dependent on where you sit in the organization. Similar benefits like accrued leave are also negotiation dependent based on geography.

Inspiring, smart, driven, fun and motivated.

People want to support each other and get important work done. People collaborate well across disciplines.

We are hard working and committed to the mission of TNC. There are personality quirks on any team, but we are respectful of one another and support one another to make our projects a success.

Stop promoting the good 'ol boys club

Hire the right person for the job, not the right person for the statistic

Some co-workers are smart, dedicated, and talented. Others are back stabbing.

1 person usually does 60% of the work while the rest of the team slacks off. There is a toxic culture of competition between coworkers that is supported by the management staff!

Stop the cattiness and focus on the work. There are only a couple of 'bad apples' but they bring us all down.

The stated values are good (e.g., honesty, integrity beyond reproach), but they aren't always lived up to.

Shared commitment to mission and feeling of having impact.

People like to laugh and keep things light while also driving for success.

The acknowledgement that people think and work in different ways. Sometimes all those differences can be accommodated, sometimes not.

Most of the people who work for the organisation are very driven and committed to the mission.

Realistic workloads, improved people management, and less of a toady culture beholden to corporate donors.

Racial and gender based bias for career development opportunites! Senior management 100% supports affirmative action hiring rather than promoting based on experience, work ethic, or merit!

Change in leadership at the local level and having a process for staff feedback to higher ups

Thorough with cross cutting teams.

Informal interviews are better than formal interviews

The interview process encouraged creativity and tested applicants on a variety of skills, from writing to quick thinking to oral communication and strategy.

They took the time to review my application and respond. The in-person interview was long enough to make it worth the trip to another state. I met multiple people that I would be working with.

The interview process varies by team in who's engaged, but generally it's rapid and in a short timeframe.

Protecting land to save rare species.

Conserving land for future generations.

I came for the mission and have stayed for the people.

Making a difference in the world.

Knowing that my work makes a difference.

The organization is probably another scandal away from a well-deserved audit.

There is no one creating a positive, forward thinking work environment and strategy. It's a lot of independents working under one umbrella with way too many egos.