Arup reviews

Company profit share is based strictly on global profitability, an individual’s grade / job title, and base salary. This helps avoid favoritism issues at smaller firms, but also means staff who put in more effort than others aren’t rewarded financially aside from a possible promotion the next year. Promotions and pay adjustments only occur once per year. This is generally a good idea and helps ensure all raises occur with equal consideration of an entire team, but can also have a side effect of holding back high performing staff and staff that was under-hired initially. When senior leaders and managers do recommend promoting high-performing staff mid-year and make a business case for it, they are general not successful. It is an ongoing joke that by the time staff are promoted to leadership levels, most feel it was far past due for them.

Very high expectations that aren't always made clear. The focus on timesheets and profits is unusually high for a design firm, overtaking many other aspects of the job. It can be difficult to find clear direction or support from managers and colleagues. Poor life/ work balance and very intense work environment.