Great job but they need to address burnout - Architectural Designer/Project Manager Rockwell Group Employee Review

3.0
Jul 11, 2020
Recommend
CEO approval
Business Outlook

Pros

There are many bright minds and talented people. Hiring in my studio was taken very seriously. If you have a good attitude, like working hard, have an opinion and are willing to share it then you will do very well at Rockwell. There is a lot of room for growth if you are a talented green designer - you will be dropped in the deep end and learn to swim. I respected my studio leader as he trusted his staff and would encourage PM's to make executive decisions where appropriate. He was big picture, generally he trusted his staff to execute the vision. Not last of all, really great projects and a genuine attempt to question the status quo at all steps in the design process.

Cons

Burnout. No (or hardly any) time in lieu for overtime worked, even when working 50-60hr weeks for months on end. It's only a good job for a few years, until you have extracted as much as you can from the job before it becomes unbearable. There is an imbalance between experienced and green staff, leading to lots of mistakes as a result of poor drawing sets. Good drawings and technical knowledge was simply not valued (yet still expected from the higher ups).

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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