Pros
ONLY for NYC is there a Saturday show up bonus however this is based off of a hourly rate for your salary aka the more you make the higher the bonus is. So if you are at the bottom of the totem pole and your team is making you work almost every weekend, it will maybe total to an extra $150 after taxes to work a 8 hour plus Saturday.
Cons
Pay: slightly more in comparison to the bigger players but not by much. Being offered back in 2021 Suffolk: 110k Turner: 110k JRM: 120k. There is no actual bonus, the ESOP (which every company is now doing) is a sham, and the yearly raises are the standard 2-5%. Dont expect them to cover gas or metro as they will instantly deflect to the FSA even if they place you on a project thats a 4-5 hour total commute. Pre-Con: I transferred over to an APM from a super as I saw no hope of it ever getting better as a superintendent. I was placed on a project and we were told we would receive some help in terms of buyout from the purchasing team however to save your project you are better off having your team do it themselves. The purchasing team does 0 review of the plans/spec, never updates the leveling sheets to be site specific despite being walked through dozens of times, and will blindly give contracts to problem subs solely because they enjoy talking to their estimators over the years. Labor: Whatever you see in regards to Consigli's self perform is non existent in NYC unless you are on a union job which there is not many. Laborers barely know how to push a broom let alone use a screw driver and there is more laborer drama versus what you are typically accustomed to. Superintendents: Coming to the company with about 5 years of experience of being a super who was running jobs for the last two years I came to Consigli with a title demotion as I was more focused on the pay versus the title. I quickly realized that across the entirety of the NYC office there are maybe 5 truly competent supers. The position is plagued by old heads who dont care, those who refuse to understand the drawings or read a scope sheet, and those who cannot push/handhold subs to save their life. It is the same for the PM's but there is no accountability from lead supers to their underlings to show up on time or actually do their job. Its insane to me how many supers are in NYC that have not been held to the fire to get their 62 hour card solely so they can avoid working a weekend. This is a problem at every company but more so at Consigli where no one wants to talk to everyone so supers will encounter an issue on site and you wont hear anything until the weekly team meeting where things could have been addressed then and their avoiding delays to the schedule Management/PM's/APM's: the majority barely know what a wall stud is and the level of not caring is insane. The laziness in managing their scopes or staying on top of material orders is astonishing. Barely any will walk in the field and it is a constant CYA mentality as most believe if they send their own team an email it will cover them. Miraculously if any of the "work from home" you will fail to see an email, RFI, or submittal from any of them and cant reach them on the phone Hiring/Recruiting: constantly it is advertised that they are in need of competent help because they are growing but unless you are a senior super or exec none of your referrals will get hired on. They rely on a personality test to vet the applicant and if you dont score the certain personality type that they want then you wont get hired. Consigli NYC's new hires out of college are all nerds who do not belong in the industry and dont understand that the job they hired on for requires more than an 8 hour day at times. Some experienced hires are great but the majority should have been vetted out at the interview process as there was always an abundance of red flags upon first conversation. Social/Team Building: I worked for a company whose business model was sending project teams across the country no matter where the job is. Somehow at that company they held more events to meld people from different projects/areas together to get to know one another. Consigli NYC is actually the biggest joke when it comes to putting any attempt of getting the office together to do a social event and for some reason there are more on the weekends vs the weekdays. The yearly holiday party you are lucky to even get food and you are basically shelling out your own money for drinks with how cheap and poorly planned they are. In 3 years of being with this office aside from the holiday parties there were maybe 3 happy hours planned to get everyone together. Super's License: With the DOB rules changing and now allowing only 1 super per job there was obviously a huge push to get as many supers licensed as possible. They will always harp on how everyone needed it to allow jobs to run but there was never any conversation about how the supers who are taking on more risk would be protected or given a raise. It makes 0 sense that you are taking more risk and giving the company the ability to legally run the project but then receive nothing back from the company in terms of compensation. Training: Aside from if you are fresh out of college and know nothing, the training is basically non existent. No trainings on major building components or curtain walls. Just the same mockup or how to manage the anticipated cost reports. You can train people on how to track money but if you arent training your younger developing staff on more complex scopes of work you are only setting them up for failure in the future. They are promoting kids 3 years out of college with 0 foundation, concrete, facade, roofing experience to super solely because they have been there for 3 years and have done 2 interior jobs, good luck when they go to a real project.
