Its an okay place to work if your happy with being in the same position for life. - Recensione dipendente - Power & Cogeneration Engineer presso Hatch

2,0
3 feb 2014
Consiglia
Gradimento del CEO
Pronostico commerciale

Vantaggi

Good employee benefits - probably good training but I never received any.

Svantaggi

Simply not a stimulating work environment - projects weren't that interesting, and was pretty much doing the same thing day in and day out. When I was in university, Hatch was one of those top employers that all the students looked up at. Now that I've worked at Hatch - I can't see why.

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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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