Carollo Engineers reviews

Once you get to a certain point in your career in this there is a glass ceiling. If you aren't in the right "technical area" you will not get opportunities to lead projects or teams. PM's, office managers, client service managers almost all leadership is in the hands of process/environmental engineers. Not surprising given the focus of the company and great if you happen to be one. But if you aren't, it is extremely limiting to your career development. The same can be said for allocation of training resources etc. The attitude of management is that everyone but process is just a cost to the business that needs to be minimized. What they fail to realize is the value and expertise they have in those "support" group and how much more they could contribute to the company if they were run as business units and not as a function the business utilities. The company was reorganized a few years back in an attempt to create more opportunity than was available in the partner model. This was a a complete con. Just added more level of VP's, associates. Titles were handed out left and right that supposedly denote your level of authority. The decision making authority part was true, but most of these mid level managers VP's and associates are working ridiculous hours trying to get ahead and break through into the upper management. Upper management hasn't changed. There is still very little opportunity for advancement. The old partner group is still reaping the benefits of everyone's work. Bonuses and pay raises are pathetic, yet old " partners" are doing very well financially. What is really annoying is some of them don't even work particularly hard these days. Those individuals are milking the firm and waiting for retirement. The company management is extremely tight lipped about finances and distribution of earnings. But you don't have to look to hard before you figure out where all the profits are going. They do not reward hard work or personal growth in a meaningful way here. I plan on taking an opportunity elsewhere in the coming months.

Carollo rewards the "seller doer" model, with most of the partners (even if they are now called principals) having come from that mold. This is great if that model fits you best, but there is little opportunity to diversify or focus on strengths beyond that model. Leadership is very male focused. I don't believe this is so much because of sexism, as much as it is due to a very high level of conformity in values and work habits among the partners that makes it harder for diverse individuals to feel like a fit.