Wunderlich-Malec Engineering reviews

Senior management is seemingly “riding the automation wave” and not coming up with new strategies. Even with decent incentives, talent retention seems to be a struggle as several in management refuse to adapt to an ever changing industry. Massive lack of training. Expected to learn on the job. Most people with years of experience are burned out and some are completely unprofessional with their approach to mentorship.

The strength of WM’s franchise office model and end-market diversity is also its downfall under a rather segmented leadership organization and lack of cohesive business strategy from the top. An interesting franchise engineering firm model, where each office grows or falls on its own merits but has an esop kicker at year-end. Has a ways to go if the company wants to be an integrated operating company from our individual staff perspectives. Many franchise offices that are weaker in professional engineering services end up serving as basic on-site staffing agencies for end-clients which does pay the bills if the talent wants that type of career. No single company culture as there are over 30 franchise offices with their own manager. Outsourcing of engineering resources to other national office franchises does occur to keep billable hours above satisfactory allowance.