Exponent

  www.exponent.com
  www.exponent.com

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Exponent Reviews

58 Reviews
3.3
58 Reviews
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Exponent President, CEO, and Director Paul R. Johnston
Paul R. Johnston
30 Ratings
  1.  

    Great learning experience, but a rapid decline in the engineering and technical culture.

    • Comp & Benefits
    • Work/Life Balance
    • Senior Management
    • Culture & Values
    • Career Opportunities
    Former Employee - Anonymous Employee
    Former Employee - Anonymous Employee

    I worked at Exponent full-time (more than 5 years)

    Pros

    The workplace is very dynamic and initially there is a lot to learn from colleagues. A lot of very smart people around and you get thrown right into work that has impact on the world. Very few places have such a collection of experts mixed in with freshly minted Ph.D.s

    Cons

    Over the last several years, the emphasis has become revenue even at a cost of a good technical product. Attrition on a manager and senior manager level has reached a point at which the institutional knowledge is disappearing and is not being back filled. This is also beginning to lead to a large number of associates leaving. Departures are being hastened by the lack of compensation commensurate with the experience and capabilities. People hired away get promoted much faster than at Exponent.

    There only two types of projects you can and should work on: litigation, and supporting "proactive business" (which is mind numbingly boring lab work). Any other project work is not going to lead to your promotion and growth.

    While a promotion to a manager level is fairly straight forward (and in no way implies ability to actually manage people), chances of being promoted higher at this point in time are very low. If you can bring in the revenue required to go up to a senior manager / principal level, you can form your own company and pay yourself more.

    There used to be a policy that no one should be reporting to someone who is less competent than they are. If that were still the case, there would be much fewer people left working at Exponent. The pride in technical quality of the work has long left the company.

    Advice to ManagementAdvice

    Change starts at the top. Hire outside consultants to review the work quality and management capabilities of the managers, senior managers, and principals, and weed out those that have been promoted well above their level of incompetence. Acknowledge that the growth rate stagnated and change the promotion and compensation structure to match.

    Doesn't Recommend
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    Disapproves of CEO

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