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Fluor Reviews

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Recommend to a friend
Approve of CEO
Fluor CEO David T. Seaton
David T. Seaton
239 Ratings
  • senior manager

    • Work/Life Balance
    • Culture & Values
    • Career Opportunities
    • Comp & Benefits
    • Senior Management
    Current Employee - Senior Manager in Dallas, TX
    Current Employee - Senior Manager in Dallas, TX
    Doesn't Recommend
    Neutral Outlook
    No opinion of CEO

    I have been working at Fluor full-time (More than 5 years)


    hours aren't awful if you draw the line at what you will do. benefits are decent with good 401(k) match. there are a lot of good people in middle management.


    truly inept senior management with absolutely no vision whatsoever. EMT (executive management team) is a holdover from Fluor's days as a privately held company to reward friends and family, it is not an appropriate structure for a large public company. some in management seem to realize this but are afraid to rock the boat. mostly only old, white, republican men are invited "into the club", most have been with the company 30+ years, and many achieve this status as a sycophant with staying power and little real skill. EMT are the only employees with real incentive/long-term compensation such as stock grants/options and significant bonus compensation unless you started right out of college (or are recruited at a senior level), forget about real long-term market compensation. there is no innovation in management: standard solution is to offshore to low cost locations in India and Philippines. period. investment in technology and new solutions is minimal. there are very few women and people of color in senior positions. management's efforts to increase diversity and address demographic challenges facing the company are insincere and hollow. lack of long-term compensation for those at lower levels exacerbates the demographic challenges facing this company. TOWP (time off with pay) sounds good upon first consideration but is actually less than many other companies. 1-4 years of seniority provides 25 days, but holidays + vacation + sick time come from that bank. considering the standard 10 holidays at most companies, that is 15 days of PTO (sick/vacation/personal time). this increases to 30 days at 5 years. no other increases occur until much later. it's mediocre at best.

    Advice to Management

    encourage real change and growth; empower those who actually want to do this. Seaton is a nice guy but neither strategic nor a visionary. he is also incapable of effecting real, meaningful change.

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