Expected Great Things but am Left Disappointed - Interior Designer Rockwell Group Employee Review

2.0
Dec 7, 2019
Recommend
CEO approval
Business Outlook

Pros

I first would like to state that the company is very siloed - each department or ‘studio’ works only with said studio (95% of the time). I am writing a review for studio G specifically. - amazing culture and team, one of the most talented and like-minded group of people I’ve ever had the pleasure to work with - convenient office location - really interesting projects and clients who want creative design limits pushed in all directions - dinner stipend when working OT

Cons

- poor upper management. There are a few who may be talented designers but as managers the perform very poorly. To be specific, there is rudeness, questionable time management and a general disregard for the happiness of those on their teams. Sadly, they continue to be promoted regardless of the studios’ clear disappointment with their performance in their integral roles - lack of transparency and inconsistent information communicated to staff top down - long hours, constant deadlines (this is expected but doesn’t help when it lies among the pile of other cons) - little access to daylight in many areas - no apparent existence of meaningful HR services (this is a company of about 250 employees and growing)

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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