XQ Reviews

The organization is entirely centered around the whims of the CEO, who has no experience running an organization and it shows. Ten years in, there is no impact to speak of beyond cherry-picked data points about individual schools (and anyone who cares to look will see they've been talking about the same 1-2 schools for a decade). This is a very well-funded organization and they operate accordingly. There is...just...so much waste. It's painful to think what it could do with even minimally effective leadership. Unfortunately, that isn't the case. There is no clear mission, no strategy, no operational discipline, and no desire to do better. Decisions are made, then reversed, then reversed again. Staff are gaslit, blamed, and thrown under the bus. Consultants are brought on to stop the bleeding—an impossible task because the problems are internal. Turnover is through the roof and retaliation is swift should employees attempt to speak out or stand up for themselves. I saw several employees leave meetings in tears during my time there—always because of treatment by the CEO. The irony is almost farcical: an organization dedicated to high school run by people who act like they're still in high school. Because of Emerson's reputation and above-market compensation, the organization is able to attract some of the most talented people in their respective fields. These people are subsequently dismissed, disrespected, and talked down to until they decide it's no longer worth it. Many who stay swallow their pride to pay the bills or bide their time until they find something else. The board is a vanity project—either incompetent or complicit. There's no pleading ignorance here. Complaints have piled up for years. Turnover is a running joke. The culture is everything your leadership 101 course told you not to do. And there is no oversight to speak of. I've never experienced anything like XQ. It would be funny if it wasn't all so tragic. Read positive reviews with a grain of salt. They're almost certainly planted by leadership. The "mediocrity doesn't cut it" narrative is a straw man to distract from a long record of organizational dysfunction.

I wish I had read the Glassdoor reviews before accepting this role. I remember being genuinely excited to join XQ and to be part of an organization that's part of Emerson Collective. At the time, it felt like a dream opportunity — the pay and benefits were strong, but what attracted me most was the mission and what I believed would be a thoughtful, values-driven environment. Unfortunately, almost immediately after starting, I sensed that something was off. The environment often felt tense, and it seemed like many people were walking on eggshells. There were frequent whispers, side comments, and a general undercurrent of fear and dysfunction that made it difficult to feel secure or supported. In my experience, the workplace culture was chaotic and unhealthy. I witnessed colleagues being spoken to in ways that felt demeaning and disrespectful, and it often seemed like leadership was aware of these dynamics but failed to meaningfully address them. I also experienced communication that felt confusing, dismissive, and at times gaslighting. What made the experience especially disappointing was how disconnected the internal culture felt from the organization’s stated mission. I came in believing deeply in the work, but my time there was incredibly taxing and had a negative impact on my well-being. I hope future candidates do their research, ask direct questions about culture and leadership, and pay close attention to the patterns described by former employees. For me, this was a deeply disappointing experience and one I would caution others to consider carefully before accepting a role.