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Rasmussen University

Is this your company?

A bunch of amateurs - Anonymous employee Rasmussen University Employee Review

1.0
Dec 3, 2014
Anonymous employee
Recommend
CEO approval
Business outlook

Pros

Can work from home as adjunct instructor.

Cons

Very unorganized. Poor compensation. You make approx $6 an hour when you add up all your time teaching and managing the course. The person who hired me told me I was going to make a certain amount, the HR person then told me $200 less and when the contract came through it had been cut another $100. But I wanted it on my resume. BAD decision. The course I'm teaching is poorly written and I'm embarrassed to teach it. We have grading protocols for assignments we're supposed to follow but supervisors do not support your decisions. Students will complain about any lost point and take up your time arguing with no ramifications for them. The students are below average. They are pushy and rude. Students expect 100% just for turning in assignments. The instructors before me did not fail the slackers so half of them shouldn't be in my class. But Rasmussen takes the money and pushes everyone through. AND too many students per course!! Management answers e-mails with slogans and jargon, and then forwards your e-mail to 10 people instead of answering your question. Ubiquitous use of the phrase "REACH OUT". A bunch of parrots all day long "Let me reach out to so-and-so about that" or "I'm going to have you reach out to...". Stupidity. Never again will I work here. Two of my supervisors quit mid-term and this info wasn't passed on so I spent weeks trying to communicate with someone who had been fired!!!

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5.0
Jan 22, 2026
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CEO approval
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Pros

Very supportive and professional team

Cons

Change of Company LMS caused small stirrups during integration

2.0
Feb 25, 2026
Recommend
CEO approval
Business outlook

Pros

Work from home, benefits, pay

Cons

Heavy sales pressure in a role framed as “student support.” The position is fundamentally numbers-driven. Daily conversations often feel transactional rather than student-centered, which can create ethical tension if you genuinely care about outcomes. • Micromanagement and metric surveillance. Frequent monitoring of calls, documentation audits, enrollment targets, and performance reviews can feel excessive and stressful, especially for experienced professionals. • Shifting expectations and inconsistent standards. Metrics, processes, and priorities change frequently. What was acceptable performance one month may not be enough the next. • Post-acquisition culture shift. Long-term employees report that the environment changed significantly after the company was bought. Increased structure and tighter controls have reduced autonomy. • Limited autonomy in a remote role. Although remote, the flexibility can feel limited due to scheduled meetings, call quotas, and constant KPI tracking. • Emotional toll of selling education. It can be difficult to reconcile enrollment targets with concerns about student debt, readiness, or fit. • High turnover. Many team members leave within a short period, which affects morale and continuity. • Anxiety-inducing performance culture.

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