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      The Asia Foundation

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      The Asia Foundation reviews

      Great freedom in program design, but funding risks exist - Country Representative The Asia Foundation Employee Review

      4.0
      27 May 2026
      Country representative
      Recommend
      CEO approval
      Business outlook

      Pros

      Highly de-centralized at the Country Office level, allowing great freedom for CRs to design and develop country profiles and programs. Good compensation and benefits Well respected in the region, known for solid research, quality reporting, excellent proposals

      Cons

      Heavily reliant on donor-funding, making it risky in a difficult funding environment. Due to the Country Office model, there can be a divide between expatriate and in-country team members in so far as leadership positions and compensation. Some confusion at times between the country offices and the thematic teams. When I was still there many of the leadership in San Francisco was older white men - not very reflective of the region - I believe that is/has been changing.

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      5.0
      22 Nov 2022
      Intern
      Recommend
      CEO approval
      Business outlook

      Pros

      Good NGO practices with local communities Great mentorship available for new hires

      Cons

      Fixed way of operating on projects

      3.0
      27 June 2025
      Anonymous employee
      Recommend
      CEO approval
      Business outlook

      Pros

      - Good work-life balance - Great opportunities to travel to country offices - Warm and friendly colleagues - Decent benefits

      Cons

      - Management is all over the place. Unclear what direction they are trying to set for the organization. The President, Laurel Miller, is not a strategic thinker, technical expert on the issues the Asia Foundation works on, or even a charismatic or effective fundraiser, so it's unclear what she's bringing to the table. - Lots of hierarchy. Even senior leadership struggles to get time with President and Exec. Leadership team. Lack of transparency behind decisions even to members of senior leadership is demotivating. - Promotion pathway is arbitrary, as there are no clear timelines or criteria for promotion, and promotion timelines vary considerably person to person. Many smart high-achieving young talent have left over the years because of this.

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