What is the hiring process like at WSP?

* flexibility * social activities and weekly breakfast.

* Unstable: restructuring happens so often no one knows who the contact person for anything is. The company goes on a hiring spree every time they hear of a potential project and then terminate people once they do not achieve the required profit. Hard work is not appreciated unless you make a party everytime you finish the smallest task. * discriminations: terminations are not based on performance but based on preference of the decision makers. promotions mostly happen only if your manager is at a power position in the company otherwise you're doomed. * Lack of proper structure and processes: the processes are very fluid based on who makes the best argument. exceptions are granted to some people and other at the exact same level and expertise are denied with no clear explanation. * Lack of transparency * people are often required to work unpaid overtime to keep their jobs. when overtime is charged it is immediately rejected because the project does not have budget. the management will try to make clients by offering free services and disregarding VOs on the expense of the staff.

Great management, benefits, growth , opportunities

Life balance, hiring process, junior staff

Felt very supported to grow and take on new opportunities that interested me, even though I was only there for a short period of time.

It's a big company, so the hiring process took a lot longer than it needed to, even once I was offered the position.

WSP is a good company with many benefits and opportunities to grow. I certainly would recommend it, especially for those seeking a first job.

The only problem with the company is that everything takes forever, especially the hiring process, even if someone from the company recommends you, it might take 6-8 months to get hired.

On time payment, organized work

They started adding things to the job process that made it too complicated

Conducive environment Diversity inclusion Good office infrastructure Hybrid working model post covid Lot of in office activities Most senior people from different foreign origins are great but the Indian leaders are just not up to the mark for an MNC

Most Managers are very untrained and unpolished for MNC culture Huge leadership gap Indian managers expect - slavery from team members No overtime pay Need to be a yes boss for incentives, promotions and salary hike Current employees are not utilised fully and yet they keep hiring new talents Poor Appraisal system only for show not a real appraisal

The role gave me the chance to lead and contribute significantly to a complex IT integration during an acquisition. The team I worked with during the acquisition process was professional.

Over six months, I collaborated with over 50 IT professionals to ensure a smooth transition. Despite my pivotal role, I was let go immediately after the work was completed. The stated reason for my termination was a "lack of work." However, I was never provided with a detailed job description, which makes it clear there was no long-term work planned for me. This suggests my role was intended solely to support the transition. Promises made during contract negotiations, such as raises and bonuses, were not honored, leaving me feeling misled. The team I worked with, while professional, was not supportive, making an already challenging transition even more difficult. The severance offered was far below acceptable standards, and even after legal intervention, it did not meet common-law expectations for someone in my role and with my tenure. Overall, the experience felt like a calculated effort to extract value during the transition, with no intention of retaining me afterward.

Lots of opportunities for fieldwork, and desktop reviews. The onboarding experience is great to get you started into the way the company operates and learning new processes and protocols. Lots of different training, and networking opportunities.

Low work periods are very low, high work periods are very high - something that happens throughout consultancy but takes some getting used to.

Big Brand, and a little competitive pay compared to other consulting companies

Favoritism by certain managers has a significant negative impact on fairness, morale, and career progression. Employees who are not part of preferred circles are disadvantaged, regardless of performance or competence. This creates an uneven work environment where trust in leadership is undermined. Despite raising three formal compliance complaints in good faith, no meaningful action was taken. This experience exposed a clear gap between the company’s stated Code of Conduct and how concerns are handled in reality. While complaints may be acknowledged, the process appears focused on documentation rather than resolution, leaving employees feeling unheard and unsupported. For meaningful improvement, the company needs to enforce its Code of Conduct consistently and hold managers accountable. When repeated compliance concerns result in no corrective action, it erodes confidence in internal processes and negatively affects employee engagement and retention.

When I’ve spoken to technical people they’re mostly all lovely, just severely over worked and can’t support you on bids so you’re left by yourself panicking

Professional review process is none existent, and the meetings are set up as a tick box exercise. No progression path clearly defined, while expecting staff to work at the level above with no remuneration (while saying they’re not ready for the promotion). When concerns are raised to senior management these are either brushed away and ignored, or you are told you could have done more (when this isn’t possible. Lack of motivation and passion across the board due to how management treat staff. A whole systematic change is needed to improve day to day roles of employees. Blame culture is rife. Induction is none existent.