HNTB reviews

Very High percentage of officers to staff (over 14%) TOJ requirements are over 92% for engineers and over 96% for field staff. Upper management's continued focus on Design Build contracts at the expense of other key disciplines is detrimental to the overall health of the firm. HNTB used to have a bonus program for the rank and file that could be initiated by the mid-level managers but that was eliminated 4 years ago when the bottom line became more important than the job satisfaction of the people. Office supplies have to be approved by upper management before they can be ordered. Several mid-level managers have left the firm in frustration and even the President of the company was let go for voicing his displeasure to the BoD.

Company touts it's "sophisticated" approaches to various elements of business but reality is that many of the company's processes are antiquated and outdated. Externally, the firm seems very progressive and elevated but internally, there a lot of inefficiencies and challenges to doing business that a focus on modernization would improve. The company isn't very good at leveraging resources across geographies yet encourages work sharing and touts it's network of resources. If you're in a growing office, it can be very difficult to workshare and engage firm wide resources due to the organizational metrics that are locally focused. The company's marketing teams are poorly organized which makes it difficult if you're in a sales role. There is no bonus structure or incentivized rewards back to the employee owners. Most ESOP companies offer some type of profit sharing to their high performers and HNTB is silent on this.