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      Black & Veatch

      Engaged Employer

      Black & Veatch reviews

      HR asked me to post this - Engineer Black & Veatch Employee Review

      3.0
      Feb 24, 2023
      Engineer
      Recommend
      CEO approval
      Business Outlook

      Pros

      I'm not typically one to voice my opinions, but this morning I woke up to a teams announcement from HR asking me to review BV. Apparently the negative reviews of our new CEO have really gotten under his skin enough that he asked the company to say nice things on glassdoor. Likely because he can't silence the feedback on third party sites like he does with our internal communications. The audacity to ask us to do this is compounded by the fact that the CEO just had an opportunity to own his mistakes in the town hall yesterday, but instead told us to "put it behind us". Additionally, despite a record breaking year, and effectively cutting our salary by mandated RTO, they still didn't provide raises that match inflation. So here are the pros: The people, projects, and diversity of experience a BV are unparalleled in the industry. This can be a wonderful company to grow your career if you are a motivated professional. As someone who has spent their career with one foot in construction and the other in design, there has been no better place for me. That being said, this company has clearly pivoted away from the people focused company I loved. Working here is clearly now only transactional, so be sure working here is worth your time. Ask others what they make and make sure you are being paid fairly if you decide to apply/stay.

      Cons

      I didn't have many cons before the recent CEO transition and subsequent decrees mandating return to office. Despite record breaking years with working remotely, and the promises that this new CEO stated on camera during his inaugural company address, we get hit with mandated RTO just before Christmas. It just feels so from the playbook of global politics...promise one thing, do another. The world is tired. So the cons are few, but unfortunately large: 1. This company doesn't care about you so look out for yourself. 2. Leadership is comfortable reversing policies that impact your life decisions without any warning or dialogue with their "employee owners". 3. Offices are now full of people who don't want to be there, and who still talk to their globally located coworkers via TEAMS calls. What a great culture.

      avatar
      Black & Veatch Response
      3y
      Thank you for leaving your personal review with us. As a company we do not require professionals to leave reviews on Glassdoor; however, we often have professionals reach out directly to their personal connections and smaller group affiliations encouraging them to leave reviews about what it’s like to work at Black & Veatch. Our employees have thoughts, opinions, and stories to share, and all reviews help inform how we can continue to evolve for the better. We understand that the hybrid work environment has been an adjustment, but we strongly believe it will be impactful to our employee-owned business now and for future generations. We appreciate you taking the time to share your thoughts.

      Explore other reviews about Black & Veatch

      5.0
      Jun 3, 2026
      Staff engineer
      Recommend
      CEO approval
      Business Outlook

      Pros

      Great team to work with in SCADA

      Cons

      Nothing to specify.. so far everything is good

      avatar
      Black & Veatch Response
      1mo
      Thank you for leaving a review! We appreciate the feedback!
      1.0
      Jul 2, 2026
      It leader
      Recommend
      CEO approval
      Business Outlook

      Pros

      Fair starting compensation, the team I lead is very dedicated, the onboarding process is very smooth, there are opportunities to mentor and be mentored.

      Cons

      The current performance management process is deeply flawed. Leaders collect ratings from managers and supervisors, then gather in a room with peers to “calibrate.” During this meeting, a predetermined percentage of employees must receive low ratings. At one point, someone referred to this as “forced ratings,” and the IT leader became visibly upset, insisting that it was not. However, I was present for the discussion: we lowered ratings, checked the spreadsheet, lowered more ratings, checked the spreadsheet again, and repeated this cycle until we hit the percentage the IT leader said had to be met. From conversations with peers outside of IT, this appears to be a common practice across the organization. Unfortunately, the approach often results in employees receiving ratings that do not accurately reflect their actual performance. These artificially lowered ratings directly affect merit increases and bonuses—even if the bonuses are relatively small—creating consequences that feel at best unfair. Regardless of what label is used, the experience felt undeniably forced.

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