Too big, too bureaucratic to maneuver effectively in a rapidly changing market
Pros
Lots of opportunities in the immediate, to be used as a stepping stone for something else. Jacobs project work is great way to meet your next potential employer, but no serious consideration should be given to staying at JEG long term. Safety promotion can be obnoxious, especially when they insist on forcing all employees to take multiple driving tests whether they drive for the company or not, but you do get the sense that they do want everyone to give Safety priority in the whole life, not just at work. And that is great. Of course, ultimately, you come to realize that this only benefits them because a workforce that doesn't get injured doesn't cost them money. Also, within their wheelhouse areas, engineering, architecture and design, they do support some improvements/career furthering learning opportunities in the form of scholarships for school, tuition off-set, and certification sponsoring. Again, it's beneficial for them to have more licensed Architects, etc in the fold, so it ends up being a mutually beneficial experience.
Cons
Don't expect to grow within the company. Jacobs is awful at recognizing the talent they already have. They never seem to be done looking for new talent or new companies to acquire, but the talent they already have suffers for lack of guidance or development. They are also incredibly short-sighted. Decisions rarely go beyond the needs of the next big project. Time and again, people who are hired with verve find themselves with nothing to do and ultimately laid-off once the project they were hired for is completed. Again, it's possible you might come on for a three-year stint, and that's great. But more likely, you will be hired for a six month program and assigned to a manager who doesn't really see you as your whole skill set; just as the piece that fits the current puzzle. When the puzzle is finished, often, so are you. Also, management is rarely disciplined for their short-shortsightedness. They can hire and lay-off seemingly innumerable people with impunity. No one is ever pulled aside and required to qualify why they continue to staff their departments with the wrong people or why people who are hired for one job don't translate to others...we just keep hiring and firing. Management also doesn't seem to get much training. Engineering is especially rife with managers who have few people skills and even fewer leadership skills in positions of leadership. While I agree that someone who understands the functioning of a department is key to managing one, but there should be some sort of other qualification beyond having a degree in the desired area and having worked for several years in the industry.
