HNTB
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What It's Like to Work at HNTB
This page was generated by Built In using publicly available information and AI-based analysis of common questions about the company. It has not been reviewed or approved by the company.
What's it like to work at HNTB?
Strengths in comprehensive benefits, development opportunities, and supportive teams are accompanied by variability in management quality, workload spikes, and perceived fairness in advancement. Together, these dynamics suggest a generally positive employer reputation with meaningful office‑specific differences that warrant closer evaluation of local leadership and workload expectations.
Positive Themes About HNTB
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Benefits & Perks: Pay is considered competitive, and benefits are described as comprehensive, including a 401(k), paid time off, life insurance, tuition reimbursement, and an employee stock ownership plan. The ESOP is portrayed as central to the culture and strengthens alignment with long‑term success.
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Career Growth: Opportunities for learning and advancement are emphasized through real project responsibilities, mentoring for younger engineers, and programs that recognize technical leadership. Managers are said to assist in pursuing self‑directed career goals across significant infrastructure projects.
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Team Support: Colleagues are often seen as hardworking, supportive, and professional, with managers described as approachable. Interns and early‑career staff report meaningful responsibilities in a positive environment that fosters learning.
Considerations About HNTB
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Workload & Burnout: Work intensity can be high around major deliverables, and some roles report extended hours that encroach on personal time. Certain field and project management positions experience long workweeks and pressure tied to financial targets.
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Weak Management: Management effectiveness is inconsistent by office, with mentions of older managers resistant to change and uneven people management skills. Bureaucratic processes are noted and can slow decision‑making.
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Exclusion & Bias: Promotion dynamics in some areas are viewed as influenced by networking or a 'good ol' boys club' rather than strictly merit. This perception raises concerns about fairness and advancement in specific offices.
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