Varies by office - Recensione dipendente - Dipendente anonimo presso Hatch

2,0
12 set 2016
Dipendente anonimo
Consiglia
Gradimento del CEO
Pronostico commerciale

Vantaggi

Global company, so if you enjoy packing up and living somewhere new for a year or two, there's opportunity for that. In times of slow down, good people are frequently given the opportunity to go to an office with a higher workload as a way to avoid layoffs. Vacation is better than the US average - you start with three weeks, which is VERY nice.

Svantaggi

The corporate culture in Canada really didn't translate to the US branches. Jobs are regularly underbid and it always feels that money is tight. Managers have a habit of taking out their frustrations on their employees. (One in particular was known to be so bad, that after a yelling session, other people from other departments would come over to check in on the unfortunate victim.)

Esplora altre recensioni su Hatch

5,0
1 mag 2026
Consiglia
Gradimento del CEO
Pronostico commerciale

Vantaggi

great work environment, very communicative and collaborative. Easy and open communication with PMs and upper leadership.

Svantaggi

need to be proactive to get work, especially if you're new. lot of travel, pro or con depending on your outlook.

1
3,0
18 mag 2026
Consiglia
Gradimento del CEO
Pronostico commerciale

Vantaggi

Exceptional project exposure across major U.S. transit, infrastructure, and energy pursuits — the portfolio and client roster are genuinely impressive and great for your professional brand The LTK Engineering Services acquisition brought in a strong, collaborative office culture that is noticeably more grounded and people-focused than the broader Hatch Ltd (Canadian entity) culture Strong brand recognition in the A/E/C space that opens doors with major public agencies

Svantaggi

Hired under the Client Action Team structure, which led to significant instability — multiple management changes in a short period with little transparency or consistency Overlapping time zones and regional boundaries create constant coordination friction; the flat hierarchy sounds good on paper but breaks down quickly when accountability is unclear and no one owns decisions Zero flexibility on in-office requirements — no hybrid accommodation even when the nature of the work doesn't require it Promotions are not merit-based. Advancement appears tied to visibility metrics like road safety observations and office attendance rather than the quality or impact of your work — deeply frustrating for high performers

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