Good for starting career but don’t stay long - Anonymous employee Hatch Employee Review

2.0
Sep 22, 2021
Anonymous employee
Recommend
CEO approval
Business Outlook

Pros

- Hatch is good for starting and salary is average among industry for EITs. - Juniors can be exposed to various projects, good place for growth

Cons

- Salary rise is very slow, the biggest bump happens when turning into Peng. Unless you have an offer outside, you will never get a big bump. People with good connections to management more likely get a higher salary rise. - Some senior engineers have high salary but no guidance on juniors, even juniors do the most work. Sometimes have to fighting for hours. - Hard to keep life work balance, always deadlines and anything not related to work like meetings, trainings have to use own time. - Low salary for intermediate engineers compared to competitors, high expectations from managers. - Senior engineers always too busy to guide or talk to juniors.

Explore other reviews about Hatch

5.0
May 1, 2026
Recommend
CEO approval
Business Outlook

Pros

great work environment, very communicative and collaborative. Easy and open communication with PMs and upper leadership.

Cons

need to be proactive to get work, especially if you're new. lot of travel, pro or con depending on your outlook.

1
3.0
May 18, 2026
Recommend
CEO approval
Business Outlook

Pros

Exceptional project exposure across major U.S. transit, infrastructure, and energy pursuits — the portfolio and client roster are genuinely impressive and great for your professional brand The LTK Engineering Services acquisition brought in a strong, collaborative office culture that is noticeably more grounded and people-focused than the broader Hatch Ltd (Canadian entity) culture Strong brand recognition in the A/E/C space that opens doors with major public agencies

Cons

Hired under the Client Action Team structure, which led to significant instability — multiple management changes in a short period with little transparency or consistency Overlapping time zones and regional boundaries create constant coordination friction; the flat hierarchy sounds good on paper but breaks down quickly when accountability is unclear and no one owns decisions Zero flexibility on in-office requirements — no hybrid accommodation even when the nature of the work doesn't require it Promotions are not merit-based. Advancement appears tied to visibility metrics like road safety observations and office attendance rather than the quality or impact of your work — deeply frustrating for high performers

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