Hill International Reviews

Pros

People and projects are some of the best in the industry.

Cons

Advancement may seem slow as a start.

Pros

You learn a lot from the people you work with. Future growth is available as you move from project to another. They try to keep their best staff around. Lots of training.

Cons

Sr. Management changes were frequent, sometimes putting less than the best qualified people in the right position. Its company politics like most other companies suffer from.

Advice to Senior Management

Not really

Pros

It's a financially stable company with work around the world. They have a good reputation for the services they provide and are highly respected in the industry. It's a big company with all the advantages and benefits that come with that.

Cons

If you don't work at the corporate headquarters in New Jersey, and you are not in the top management in your region, your work, no matter how well done or beneficial to the company can go unnoticed and unappreciated. This is a very corporate headquarters-centric company. If you work there or are in a top management position in a very productive region overseeing a lot of work, there is potential within the company. If not, well, don't count on advancement, or your job for that matter, no matter how well you do. The company is primarily owned and managed by one family and a group of others who've been with the company for some time. Their viewpoints are rather set in the way they've always done business.

Pros

Good communications system-ample interaction with entire company

Cons

Field management cominucation could be better

Advice to Senior Management

Keep up good work enviroment

Pros

A very well structured company. Inter-office communication is great and allows for a vast network of available resources in the workplace.

Cons

The communication between management and lower level employees is ineffective. If there were a little more communication about the purpose and importance of assignments it may help drive employees and make them more productive.

Advice to Senior Management

Communicate more with all employees giving feedback on a daily basis. There need to be open dialog about outcomes of each assignment and how succesful or unsuccessful they are.

Pros

- there is a good working atmosphere within middle management group
- it is an international company growing through acquisitions

Cons

- micro-management is company's predominant management style
- NYSE traded, but a family owned and run enterprise at heart, with all the good and bad that goes with that.
- lacks coherent marketing strategy

Advice to Senior Management

- Management is completely lacking in introspection and does not solicit or accept feedback or advice from within the organization

Pros

Possibility of international employment and decent benefits.

Cons

Poor communication from management and little support

Advice to Senior Management

Break up the good-ole-boy network and promote managers based on performance and skillset

Pros

Before the acquisition by Hill International is the only time period I can speak to. The company worked on a variety of interesting and high-profile projects that were great to be a part of. The benefits were good as well. Treated their clients supremely well. A strong history of successful projects - not all very well documented along the way however. Very closely lobbied intense personal and professional relationships to guarantee recurring business with the right government agencies and contractors. Very thorough professional staff who were its strongest points when it came to delivering on customer satisfaction and project approval.

Cons

Senior management was dysfunctional, turned a blind eye toward the disregard with which other managers treated their subordinates. Management was not very technology forward in adopting new ways of doing business, very behind the times in several regards. Old school style management that overlooked many opportunities to gain employee buy in to improve the general morale. Not very sophisticated managers. Frequently terminated people for little to no cause; hired people unsuitable for their roles who presented themselves as more capable than reality proved them to be; did not hold each individual to the same standards. Preferential treatment was plain to see.

Advice to Senior Management

Implement 360 reviews of managers and employees appropriately and implement improvement programs that people are held accountable to. Stop playing the "good ol' boy" network games, playing favoritism and start promoting greater gender equity among the staff, i.e., stop favoring women for higher positions simply because the company was founded by a woman. It was reverse sexism that was very 1980s and out of date and out of place.