Jacobs reviews

Incompetent management chases employees out the door while incompetent recruiting fails to attract new talent, all while Jacobs is taking away benefits and forcing all to endure their clunky transition from Blue Canopy to Jacobs. With all of the clashes and distractions between management and employees, the customers are the ones who really pay the price. Management puts employees second to last and customers dead last. They would rather deliver nothing and spend their time creating reports that show how valuable their work is than actually give the customer what they're asking for, even when their employees want to deliver it. Managers undermine their employees ability to be effective, and rather than giving clients what they're asking for they want their employees to give them what the managers think they need, often against client wishes, which puts the employees in an awkward position. Meanwhile the only thing management really wants of employees is for them to shut up, keep seats warm, and bill...even when they're not at work. When a problematic employee is hired, often against the recommendation of all of that employees interviewers, rather than management managing the employees performance and leading them to improvement, they lash out at any employee who speaks out with issues about them doing things like damaging client systems or fraudulently billing the client. While they protect the problematic employees expecting nothing of them, they ride heavily on the employees who are willing to do work to compensate for their problematic teammates. They employ incompetent management at the cost of employees well-being until they can't anymore. In one such case they protected a manager who had countless complaints against him from employees and other managers. In the end they only fired him after they found out he was violating his non-compete and possibly stealing proprietary information. It's a pattern of protecting the people who aren't performing at the cost of the well-being of those employees who are, the client, and even the company for that matter. I would have said their PTO plan lagged behind competitors in the Cyber Security space, but that was when they offered 15 days PTO annually for the first three years and then 20 days annually after that. With the Jacobs acquisition though, they've moved that from 3 years to 5 years, and made it not only effective for new hires but also for current employees who had been there for years.

--We went from having a woman CEO who cared about diversity to nearly all-male leadership. --There is/was no communication about what is happening. People are anxious, demoralized, and unhappy. --Some of the people put into very high-level positions are horrible leaders. Dysfunctional, dictatorial, and uncollaborative. They are not creating a positive, fun workplace at all. --In recent years, the things CH2M HILl cared about in the past--sustainability, diversity, positive morale, creating a fun and motivating workplace--were dumped because of poor management and lack of investment in these values. Jacobs supposedly acquired CH2M because they thought we were a culture fit, but I've seen no genuine investment in these attributes...in fact, they are being further eroded. --CH2M had a big emphasis on "selling the company store." Jacobs, being so big, is like 3-4 smaller companies. The silos are hard and impenetrable. It is not one company--instead it's 3 separate companies, and everyone does their own thing.