Grand Canyon Education
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Grand Canyon Education Work-Life Balance & Wellbeing
This page was generated by Built In using publicly available information and AI-based analysis of common questions about the company. It has not been reviewed or approved by the company.
What's the work-life balance like at Grand Canyon Education?
Strengths in remote flexibility, time off access, and manageable workloads for specific roles coexist with intense pace, long-hour expectations, and perceived pay–workload gaps in frontline, metrics-driven functions. Together, these dynamics suggest work-life outcomes hinge on role and seasonality, with balance more attainable in adjunct and some corporate teams than in enrollment-focused positions.
Positive Themes About Grand Canyon Education
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Remote or Hybrid Flexibility: Hybrid and remote options, flexible schedules, and occasional half-day Fridays in some teams help employees manage personal commitments. Certain roles highlight remote arrangements and structured in-office days as enablers of balance.
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Time Off Access: Generous paid time off and holiday breaks are positioned to support recovery and balance. Employees call out PTO and holidays as helpful for recharging between busier cycles.
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Workload Manageability: Adjunct and some back-office roles describe workloads as easy to manage or time-consuming but attainable. Predictable academic cycles and SOP-driven operations can keep volume manageable outside peak periods.
Considerations About Grand Canyon Education
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Time Pressure: Work pace is frequently described as extremely fast with strict call expectations and enrollment targets, especially in admissions and account executive roles. High-volume dialing and metric-heavy environments intensify daily pressure.
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Always-On Culture: Expectations to be available for long hours, including evenings or occasional Saturdays during enrollment peaks, are cited in frontline roles. Long days (e.g., availability from 8–8) and spillover into personal time can occur around start-date surges.
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Compensation-Workload Mismatch: Pay is considered insufficient by some relative to demanding quotas and volume, with claims of being extremely underpaid for the work. Understaffing and high expectations can make the effort feel disproportionate to compensation.
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