HYDE ENGINEERING + CONSULTING Reviews

Thank you so much for your feedback! We are so pleased that you enjoy your work at Hyde and working with your colleagues – we think they are pretty fantastic as well. Our true differentiator is the quality of our staff. We do great work together and have fun at the same time!

You are absolutely correct that we are in the process of establishing a new training software system that is going to make it very easy to find quick, comprehensive answers to technical questions as well as provide access to our subject matter experts. This system will allow us to collaborate quickly and efficiently, even from our mobile devices. We’re very excited to roll this out to staff, though it’s an immense project and will be accomplished in segments. In the meanwhile, continue to ask your fellow team members, managers, site leads and executives at the company. We are all committed to supporting one another with the technical knowledge needed to complete our work.

With regard to the need for defined career path and opportunities for growth and advancement, Hyde operations and human resource teams are developing a detailed career map with associated training and development. We highly encourage you to schedule a meeting with your manager to discuss the opportunities available and let him/her know the direction you’d like to take with your career.... MoreLess

Thank you for your feedback regarding your employment experience with Hyde.

It is very unfortunate you felt the company did not support you. Just as in any consulting firm, we do expect our billable staff to attain high levels of billability as this is how the company generates revenue. We expect that exempt, salaried employees may occasionally be required to work more than 40 hours a week, which is a generally accepted standard for employees with this classification. We firmly believe in a respectful work environment and make all efforts to uphold respect between our employees and clients at all times. Your feedback reminds us that we must continue to reinforce this value across the organization.

The majority of our employees perform their work on client sites. To address the potential lack of support or disengagement from the larger company culture, we have promoted employees into staff manager roles to reduce the number of direct reports per manager and to encourage more support for our employees and facilitate communication. If your experience was the opposite, we certainly wish you had communicated with us sooner, as we encourage and expect our employees to advocate for themselves.

We are glad that you referenced our new Employee Stock Ownership Plan, launched in 2017. The vesting schedule matches our 401k schedule and encourages employees to commit to the organization for a period of time and contribute to the overall company performance. Ownership shares are given to the employees each year with no contribution required on their part. This provides all employees the opportunity to own a part of the company and benefit directly from their own efforts, and of course this is magnified over time. We wish you success in your future endeavors.

Simon Forder
CEO... MoreLess

Thanks for your response! I agree with your feedback regarding project lead time and our current bench situation. Over the years, particularly working as a field engineer, there were times in which I had little notice to prepare for my next project. As the Director of US Operations, it is important to me that we manage our business as proactively as possible and provide as much lead time to those that will be traveling to project sites. We are working to improve this process with better resource tracking and reporting. Our goal is to communicate with our engineers 4-6 weeks prior to the end of their project and provide transparency and advanced notice as to where their next project will be.

Managing bench time is a current objective of the Operations Committee. With better resource tracking, we hope to minimize bench time. For those who are on the bench, we are creating a bench program that promotes knowledge sharing within the organization. The thought is that bench time will be used to highlight project deliverables, develop and share lessons learned, create internal training, mentor staff, engage in business development activities, and other pro-social organizational behaviors. We are working on rolling out a finalized program by the end of the year.

Again, thank you for your feedback as this helps us grow as an organization. We hope our current initiatives will help improve these identified areas.... MoreLess

Having worked in the staffing industry, I agree that there is one area where we are similar to a staffing company: the work that we support varies project to project. Meaning that you may support a commissioning project at a client location for 6 months and then support a cleaning validation project for another client for 12 months.

What sets us apart from staffing companies is that you are a full-time of employee of Hyde E+C. Our full-time employees start with 4 weeks of paid-time off, receive full medical/vision/dental benefits, 401K and tuition reimbursement. We are actively working to improve our career development lattice. I care about supporting our career development initiatives, and it matters to me that we develop our staff. I encourage you to reach out to me directly with any additional questions or feedback.

As with any company, you need to assess fit when interviewing, just as we do. In the consulting arena, expertise and project duration can potentially limit growth for employees from a project perspective. We believe growth and development always begins with candid conversation between the employee and their manager. We encourage our employees to take the initiative in this area, to seek out their manager to meet and discuss personal and professional goals and track progress on those toward a formal annual appraisal.

No organization is perfect and as we continue to manage rapid growth, there is more probability for issues in communication to arise. Hyde management is committed to stay on top of this challenge to ensure we maintain our core values and keep our staff our first priority, as our employees are truly our differentiator and only “product,” and we believe that our staff are the best of the best.... MoreLess

Thank you for your feedback! Maintaining the "family feel" is important to our culture as we grow.

With the creation of the Staff Manager role, we are hoping that this will provide some additional opportunity for those interested in management.... MoreLess

Thank you very much for your feedback. It is very unfortunate that this was your experience with Hyde. We are actively working to address many of the areas you have mentioned such as individual career development, stronger and deeper management support across the organization, comprehensive project management infrastructure and focus on retention.

In various regions, our average tenure is 10+ years, which is quite extraordinary, but that is not the case in all areas. We highly encourage any employee to share their concerns with their manager, Human Resources, or any other executive, directly. Your feedback on this platform is very important to Hyde, but communication with your manager would have been very helpful. We want Hyde to be a rewarding and satisfying place to work and if it misses the mark completely for individuals, our organization may not be the best fit.

Our commitment is to hear, acknowledge and work on issues across the organization so that we can be the best service provider to our clients and a rewarding and enjoyable place to work for our employees. We wish you well in your future endeavors!... MoreLess