Clark Construction Group reviews

- Out-of-touch leadership that is closed-minded about adapting the company (or pushing the industry) to be more attractive to the current workforce (ie perfunctory DEI efforts, lack of flexible working options, minimum PTO/holidays, inconvenient office locations, etc). - Unreasonable work/life balance expectations and the seniors leaders are entirely disinterested in hearing employees' input on how to make their lives more manageable (zero remote work allowed, discouraging of paternity leave, butts in seats from 8-5, etc). - Your experience really depends on your project/department and boss. Some are great at training, mentoring, and advocating for you. Some are truly horrible and they don't always get weeded out, especially if they're considered "valuable" to the company for business reasons. - For levels above entry-level, compensation is significantly below market, especially in corporate roles. Decisions on compensation, raises, bonuses (if your'e lucky enough to get one), and promotions are entirely in a black box and inconsistent. You don't know what you're going to get and they make you feel greedy if you try to negotiate or advocate for yourself. They also get mad if you talk about your compensation with fellow employees. - Those that are most successful at the company tend to be alpha-male work horses (with a few, highly publicized exceptions). If you are more reserved, less self-promoting, not willing to give up your life for work, and/or not a straight white male, you will have a harder time reaching above the senior manager level. Senior leaders would strongly disagree with that statement and argue that promotions and leadership development are merit-based. However, if you look at the make-up of Executives and up, you'll find a very different diversity profile than that of entry level employees. This is due to cultural and systemic challenges less "traditional" employees face and leadership's willful ignorance of their very real issues and experiences.