Being in the right studio is very important - Interior Designer Rockwell Group Employee Review

4.0
Jun 12, 2019
Recommend
CEO approval
Business Outlook

Pros

I have had a great experience working at Rockwell Group. I think mainly because I was at the right studio. I have heard that depends on which studio you ended up with, your life could be very different. I was lucky enough to be placed in a studio with a very open minded studio leader who genuienly cares about people in his studio. The result of having a great studio leader is that majority of the people in the studio he hired are very respectful, kind, creative, and easy to work with. The resources in Rockwell Group is a great asset for employees. They have a magnificient library, resourceful librarian, autoCAD guru, in-house IT team, in-house printing techinician, well connected PR team, helpful HR team, and lovely receptionists. All these support really make your life easier.

Cons

Hours are long in Rockwell Group. There are a lot of projects but not enough people. Most people will have 2-4 on going projects on their hands. Althought people don't have to stay late everyday, whenever there is a deadline, most team will start to stay late till 9pm-12am a week before the deadline. Senior designers stay late more often than junior and intermediate because they have more projects on hand.

Explore other reviews about Rockwell Group

5.0
Jul 10, 2026
Recommend
CEO approval
Business Outlook

Pros

I was given immediate opportunities to work on multiple projects even as an intern. Felt a part of the team from day one. Highly recommend applying to Rockwell Group. Also, a pro is that the office is dog-friendly!

Cons

No cons by any means. Learned so much there.

2.0
Apr 21, 2026
Anonymous employee
Recommend
CEO approval
Business Outlook

Pros

Interesting and high-visibility projects. The company has strong industry recognition and a reputable brand.

Cons

No matter how much effort you put in, studio leadership often has little visibility into individual contributions. Significant time investment—even sustained 100-hour workweeks over multiple months—does not lead to recognition or compensation. Work quality alone is not enough. Recognition tends to depend more on self-promotion and communication than on actual output. As a result, contributions can go unnoticed or be misattributed. There are also concerns around accountability. In some cases, senior staff disengage during critical deadlines yet still receive credit for completed work. This creates an uneven and discouraging environment for those carrying the workload. The culture appears to prioritize internal politics over merit. Attempts to raise concerns through HR have not led to meaningful change. When individuals who contribute to revenue are protected despite toxic behavior, it leaves others to absorb the negative impact. Overall, this dynamic leads to burnout, lack of recognition, and limited trust in leadership processes.

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