This company is a machine devoid of a structure that supports, grows and provides opportunity to the nearly 100,000 employees. Instead, this is an organization that has grown through acquisition and, once acquiring a company, done nothing to ensure the harmonious integration of the various business assets. Instead, it becomes a virtual cage match of internal competition. Where two companies who once were competitors come together under the umbrella of AECOM, instead of joining the two organizations to leverage their combined strengths, they are forced to compete in the same market space, often with independent sales and marketing efforts (confusing as nothing else for customers) to win projects to survive. To the winner goes the spoils while the other organization is simply laid-off.
Additionally, never ever agree to a company credit card on behalf of AECOM. If you are to resign or be released from your employment at AECOM, heaven forbid you have outstanding business expenses on your card. While AECOM will confiscate the card and cut off access to monthly statements, your credit will still be exposed to penalties and creditors who should come calling on the business expenses you incurred. You see, AECOM will do nothing to settle those expenses on your behalf. Instead, they will allow the charges to compound and compound at the expense of your credit.
Finally, when your number comes up (usually towards the middle to end of the summer as AECOM is trying to make the books look as good as possible for their year-end), don't expect merit or personal contributions made over the duration of your employment to matter. Instead, expect that those making decisions regarding your employment will be looking at an org chart that you (or more likely your business unit as a placeholder) are represented on. The decision will be that AECOM isn't willing to invest some of the money they've made from your efforts to diversify, cross-train or relocate the resources represented on the that org chart piece of paper. You see, the goal is not to develop employees. They are trying to cover the mistakes of a mismanaged organization by reducing the payroll to balance their decreasing market share, largely because of an unwillingness to develop staff.
