Kimley-Horn and Associates Jobs & Careers

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30+ days ago

Landscape Architect

Kimley-Horn and Associates, Inc. Reston, VA

civil engineering and land planning firms. We are searching for a landscape architect for our Reston, VA office.…

11 days ago

Landscape Architect

Kimley-Horn and Associates Raleigh, NC

Kimley-Horn's Landscape Architecture team is looking for an entry-level graduate to join our Raleigh, NC office. Interested candidates must have a… Glassdoor

2 days ago

Landscape Architect – new

Kimley-Horn and Associates, Inc. United States

civil engineering and land planning firms. We are searching for a landscape architect for our Reston, VA office.… Glassdoor

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Kimley-Horn and Associates Reviews

161 Reviews
161 Reviews
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Kimley-Horn and Associates President John C. Atz
John C. Atz
122 Ratings

    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


    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.


    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