Jones & Carter
- Comp & Benefits
- Work/Life Balance
- Senior Management
- Culture & Values
- Career Opportunities
I have been working at Jones & Carter full-time (more than a year)Pros
- Lots of responsibility and experience available.
- Solid and growing client base in land development. Get to work on big projects immediately.
- Lots of internal resources for young engineers. Experts in different disciplines/departments (land development, hydraulics and hydrology, water/wastewater, utility districts, construction, surveying, etc.). Full service Civil firm. Open door policy.
- Land development engineers get to coordinate with lots of external agencies (cities, counties, etc.), other consultants (architecture, structural, MEP, landscape, etc.), and clients when ready.
- Lots of upward mobility available to capable young engineers.
- Company is growing quickly but responsibly. Turnover is mainly the poor employees, or a mismanaged employee.
- Company is looking to make organizational improvements along with its growth plan.
- Younger management and partners are gaining more control of the company.
- Company pays and encourages overtime.
- Half-day Fridays (makes weekend trips easier, or ability to run errands, or an easy day to earn overtime pay)
- Sports leagues, golf tournaments, and brewery events scheduled throughout the year. All organized by young engineers. Management always needs convincing but they are open to good ideas for company events.
- 2 weeks Paid Time Off (PTO) for first year. 3 weeks PTO for your 2nd year.Cons
- Fairly flat pay structure across disciplines/departments.
- Gossip is prevalent in some departments. (I suspect this is common in offices of this size. Houston office is about 180 people.)
- Website redesign and other marketing efforts have been slow to change. Renovation of Houston main office has been a very slow process. (Both items have been postponed repeatedly. Both are in design phase right now though.)
- Slow to advance technologically on things like invoicing, archiving, and other clerical project management tasks. (Efforts to improve are being made though.)
- Inconsistent culture between departments due to management and recruiting discrepancies.Advice to ManagementAdvice
- Hire staff to assist the partners and senior management with efforts like the website redesign and office renovation. Management is too busy to get the job done alone. These things cannot continue to be postponed.
- Step up caliber of recruiting, hire more talented/competitive employees in all departments.
- Continue to improve training, maybe send young engineers to project management seminars in 2nd/3rd year.
- Hire a CEO (The previous CEO resigned at the end of 2013. The company's founder retired in 2013 as well.)
- Improve management consistency across departments.
- Offer more flexible office hours across departments. (Currently, some managers do, others do not.)
- Increase pay to support staff to improve caliber of work and efficiency of engineers (administrative staff, CAD drafters, etc.).
- Continue to remove poisonous gossip at the source. Require employees to carry themselves at a higher standard.RecommendsPositive OutlookNo opinion of CEO
Getting an Interview
Getting an Interview
- Application Details
I applied through an employee referral. The process took 2 weeks – interviewed at Jones & Carter in December 2010.Interview Details
I received a call from a former co-worker and decided to submit my resume. I was brought in the office for an initial interview with my future manager and a few corporate members. After the initial interview, a second interview was held with a future co-worker and a different office location manager.Interview Questions
Accepted OfferPositive ExperienceAverage Interview
- What was once thing you wish you could change from your previous employer and how would you change it? And Why did you not accept our original offer 4 years ago? Answer Question
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