Kimley-Horn and Associates Jobs & Careers

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10 days ago

Administrative Assistant

Kimley-Horn and Associates Cary, NC

Kimley-Horn and Associates, Inc. has been ranked seven times in Fortune’s “100 Best Companies to Work For.” Our employees know Kimley-Horn as a great… Glassdoor


18 days ago

Administrative Assistant

Kimley-Horn and Associates Miami, FL

typically include: •Answering incoming phone calls to the office •Assistance in producing plans, project manuals and reports (copying, printing… Glassdoor


30+ days ago

Administrative Assistant

Kimley-Horn and Associates Tallahassee, FL

typically include: •Answering incoming phone calls to the office •Assistance in producing plans, project manuals and reports (copying, printing… Glassdoor


2 days ago

Administrative Assistant – new

Kimley-Horn and Associates, Inc. United States

, and production assistants. General administrative support for the office including but… Glassdoor


Kimley-Horn and Associates Photos

Kimley-Horn and Associates Reviews

161 Reviews
4.6
161 Reviews
Rating Trends

Recommend to a friend
Approve of CEO
Kimley-Horn and Associates President John C. Atz
John C. Atz
122 Ratings
  1.  

    Good advancement opportunities but work/life balance is way off

    • Comp & Benefits
    • Work/Life Balance
    • Senior Management
    • Culture & Values
    • Career Opportunities
    Current Employee - Engineering Analyst
    Current Employee - Engineering Analyst

    I have been working at Kimley-Horn and Associates full-time for less than a year

    Pros

    Flat structure and a clear career path to eventual licensure and ownership. Great people left and right, management has their heads in the right place in training/mentorship programs, from top to bottom. Single profit center protects against loss of incentive due to local downturn or regional factors. Strong values and emphasis on training new hires. Always competing for top work and get experience on many different types of projects.

    Cons

    Work/life balance is a struggle. There's an unhealthy culture where new hires come in and mistakenly believe it is normal and expected to stay late every night, which continues the vicious cycle. The "5:30 walk of shame" is real and leaving on time can be very awkward. Many type-A's thrive in this and literally live for their work, but many, many more have burned out or quit once they had kids.

    401k matching and year-end profit sharing, nearly 20% of total compensation, is withheld from new hires until a year of employment. Not to mention, no overtime for full-time employees beyond what is required by law.

    Young professionals are required to put in ~10 hours/month on top of everything else to complete training programs that you cannot count towards your goal "utilization" performance metric. Completion of the programs are required for advancement.

    Advice to ManagementAdvice

    Don't be so stingy in rewarding young professionals who take on extra responsibilities. Some type of overtime compensation and 401k matching are pretty standard in the industry, delaying these will continue to drive away the talent you're investing time in to. The Glassdoor PR campaign, it's transparent and misleading, look at "Rating Trends" if you don't know what I'm talking about.

    Doesn't Recommend
    Positive Outlook
    No opinion of CEO