Golder Associates Reviews

Updated Jul 2, 2020

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3.3
64%
Recommend to a Friend
70%
Approve of CEO
Golder Associates President and CEO Hisham Mahmoud (no image)
Hisham Mahmoud
176 Ratings
Pros
Cons
  • "Breach work life balance and focus on mental health but non existent in practice(in 27 reviews)

  • "the company is becoming more interested in shareholder returns then competitively compensating junior staff(in 26 reviews)

More Pros and Cons
  1. "Great Place to Work"

    5.0
    • Work/Life Balance
    • Culture & Values
    • Career Opportunities
    • Compensation and Benefits
    • Senior Management
    Current Employee - Engineer 
    Recommends
    Positive Outlook
    Approves of CEO

    I have been working at Golder Associates full-time

    Pros

    Office environment is chill. The people who work here care about each other.

    Cons

    Burn out is easy if work load not self managed

  2. "Starting career"

    4.0
    Current Employee - Geologist in Victoria, TX

    I have been working at Golder Associates full-time

    Pros

    Really great people to work with.

    Cons

    Haven't worked there long so no cons at the moment.

  3. "cool projects, bad benefits"

    3.0
    • Work/Life Balance
    • Culture & Values
    • Career Opportunities
    • Compensation and Benefits
    • Senior Management
    Former Employee - Engineer in Lakewood, CO
    Doesn't Recommend

    I worked at Golder Associates full-time for more than 5 years

    Pros

    Lots of room for growth and career development, good technical resources, friendly and relaxed environment, nice coworkers

    Cons

    most junior-mid level staff with +2-3 yrs work experience are well underpaid in comparison with the market average. Terrible health insurance plans.

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  4. "Consulting"

    4.0
    Current Employee - Associate 
    Recommends
    Neutral Outlook

    I have been working at Golder Associates full-time

    Pros

    Great company, lots of opportunity, and interesting projects.

    Cons

    Inconsistent stock performance. Needs better collaboration.

  5. "Good company to work for"

    4.0
    • Work/Life Balance
    • Culture & Values
    • Career Opportunities
    • Compensation and Benefits
    • Senior Management
    Former Employee - Engineer 
    Recommends
    Neutral Outlook
    Approves of CEO

    I worked at Golder Associates full-time

    Pros

    Benefits and pay are mostly competitive. People are friendly. Company seems to have good overall values and value their employees

    Cons

    Communication with senior staff is limited and can be challenging

  6. "Junior staff take heed: your time and energy is of little value to your supervisors."

    1.0
    • Work/Life Balance
    • Culture & Values
    • Career Opportunities
    • Compensation and Benefits
    • Senior Management
    Former Employee - Engineer in Manchester, NH
    Doesn't Recommend
    Neutral Outlook
    Disapproves of CEO

    I worked at Golder Associates full-time for more than a year

    Pros

    Field experience, health and safety focus, many different projects to get one's feet wet within consulting, global company allows (or forces with little notice, pick your favorite) you to travel. The junior staff are all incredibly nice and pleasant to work with. Mid-level staff changes like the weather but are generally the most competent in the company and are good mentors. Great news: when you quit, they pay out your overtime hours.

    Cons

    Too long, didn't read: bad communication, punishment before communication, sexism, no understanding of disabilities, no respect for junior staff's time and energy, bad benefits, bad project management, awful Covid19 practices. - Project managers have no management skills. They almost never know what is going on within their own projects and never know what tasks they need done until the last possible second. So you may ask for work at 8:30 am, not have work all day, then suddenly have an INCREDIBLY URGENT task at 4:30 pm, which absolutely could have been given to you when you asked in the morning. - If senior staff doesn't like you they will stop giving you work. You will be blamed for your lack of billed time even though you rely entirely on people above you to generate billable work for you to do. The responsibility is put on you to mend relationships, even though the PM's are the ones who are breaking the relationships, and they will get raises at the same time. - You start as a technician in everything but in name. You will not have any design work, and you certainly will not make any decisions. Your time has no value to the PM's and they will call/text you at all hours, on weekends, etc. with less than 24 hours notice asking you to travel across the country, sometimes by car. - PM’s will get raises and promotions after bullying junior staff into quitting. - People who are ineffective at various parts of their jobs will be either promoted or punished, arbitrarily. This seems to fall on gender lines. If you are a loud woman, god forbid you do anything wrong at this company because everyone will suddenly hate you. If you're a loud man, you are a charming rascal and you will be promoted no problem. They will actively pair a loud man to watch over a loud woman to make sure she behaves herself, for example. - Men who do field work badly so they don't have to do field work by their own admission will get promoted. Men who take terrible notes and do poor office work by their own admission are also promoted. A number of women at the junior level who do incredible work got passed over for promotions so the men could be promoted. It's really not subtle. - Golder management has to pick a certain number of people to not get promotions/raises every year. If you under-perform even a little, they can cite this as their excuse not to give you a raise. In the area where I worked, the cost of living is simply too high and continues to rise. This practice of denying raises because the company makes them is unethical. - Complete lack of training for junior staff. They have a "training matrix," but it is mostly to cover their administrative bases, like how to fill out a timesheet, etc. There is no official training for how to do the daily tasks you do, and then they will blame you for under-performing on these tasks. - Culture: All junior staff talk about when they get together is how much they can't wait to get their next job and be able to leave. If that isn't telling, I don't know what is. - HR tries, but it is impossible to force a bunch of older people who have no knowledge of mental illness to change their communication strategies to help their employees understand their instructions better. - The concept of "Your time, as a junior staffer, is just as important as any other staffer and you should be treated with respect" appears to be a controversial opinion at this company. Encouraging people to establish boundaries results in a reprimand from management. - Their data storage system is basically nonexistent. They have 3 different ways they store data, none of it is standardized (they're trying and failing). It is very difficult to get work done because you can never find any document you are looking for and you spend an hour just trying to find it. - Their IT support is outsourced and it's incredibly annoying and everyone hates it. No other way to say it. - They say their health care benefits are competitive. They are not. They are, in fact, not good at all. If you have anything wrong with you at all, you will pay a lot of money. - No room for upward mobility because no one at the top will retire. (an industry-wide problem but it’s certainly not helping Golder) - It's an old boy's club. The male to female ratio at the principal level is pathetic, quite frankly. - Junior staff are scapegoats for mid and upper level staff to blame setbacks on. Junior staff was blamed for not having a full toolkit that is “required by Golder to have socket wrenches”, all while the official Golder checklist did NOT have socket wrenches on it. This is an oversight on mid and upper level, not junior. - No understanding of physical disabilities. If employees are hard of hearing and have trouble controlling their volume, they are punished rather than warned to keep their volume down. In general, this company has a "punish first, warn at same time so they can say they did it" policy when it comes to discipline. - PM's don't go to sites and never even know what's happening with them because of this. They are only required to go to sites once a year for auditing, and that only has to be 1 site. They pick the closest one by car, and it doesn't even have to be a site they are actively working on. - Communication. No conflict resolution skills, no ability to succinctly pass on basic instructions on the part of most PM's. You can talk to some of these PM's for 10 minutes and still not know what deliverable they want from you. - Reimbursement. Takes a month and you may be out of pocket $2k. If you're a young professional, that may be your entire line of credit. This includes hotels! No company account to pay for hotels. - Overtime. Holds 80 hours that you have worked in the system. Basically, you miss these 2 weeks of pay unless you quit. - Don't expect to get paid much until you make it to associate level. - Culture. PM's will say how much they love the people and how the culture is great. They don't know any of the newest junior staff. There isn't a culture, unless you count occasional wine tasting events and very infrequent happy hours. If you make friends with your coworkers, that is awesome for you, but they will probably leave in the next year or so. All of the ones who respect themselves and their labor do. - A warning to mid-level employees: you are expected to work over weekends and extra hours. As Golder does not bother to train their junior employees you will be cleaning up after their messes constantly. - Covid19. Junior employees continued to be sent in the field during shelter in place restrictions. This means employees could not practice social distancing because they spent hours in the same car together. They could not fly to sites so they drove for over 10 hours in the same car. This is unacceptable. It is also not surprising, as this company repeatedly demonstrates complete disregard for its junior staff. -Covid19. Many junior staff were furloughed or fired so that the senior staff could continue to receive paychecks. When you are reading this, you are probably taking advantage of all the vacancies as a result of this culling. Do so at your own peril.

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  7. Helpful (1)

    "Good to learn from but dont stay more than 5 years"

    2.0
    • Work/Life Balance
    • Culture & Values
    • Career Opportunities
    • Compensation and Benefits
    • Senior Management
    Former Employee - Engineer 
    Doesn't Recommend
    Neutral Outlook
    Disapproves of CEO

    I worked at Golder Associates full-time for more than 8 years

    Pros

    Good projects, talented practitioners to learn from, good field experience

    Cons

    Little support from managers and seniors, insurance is a burden for young families, highly political in some offices, wages are below industry standards causing global brain drain, company becoming more centralized with principals and associates not able to impact even local offices,

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  8. "N/A"

    4.0
    Former Employee - Business Development Manager 

    I worked at Golder Associates full-time

    Pros

    Team work , work life balance

    Cons

    Low pay ever changing teams

  9. "Good company"

    4.0
    Current Employee - Staff Engineer 

    I have been working at Golder Associates full-time

    Pros

    Lovely People, interesting projects, very intelligent co-workers

    Cons

    Pay is below industry standard

  10. Helpful (1)

    "Female perspective"

    3.0
    • Work/Life Balance
    • Culture & Values
    • Career Opportunities
    • Compensation and Benefits
    • Senior Management
    Former Employee - Senior Consultant in Detroit, MI
    Recommends
    Neutral Outlook
    No opinion of CEO

    I worked at Golder Associates full-time for more than 8 years

    Pros

    Great people and a wide range of areas to practice

    Cons

    The seller/doer scenario with the high chargeability expectations. Limits the ability of a Senior Consultant to mentor young professionals fully.

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Found 592 reviews