Intermediate Engineer - Engineer Hatch Employee Review

2.0
5 Aug 2015
Recommend
CEO approval
Business outlook

Pros

This used to be a strong company so the name still has a little cache to it. A few of the engineering groups are well positioned with competent senior staff.

Cons

No longer a strong competitor in the market place. Their reputation is sinking and they are struggling to get work in the Vancouver office. They have laid off much of their work force and many good people have left. The company shows very little class and respect for some of the workers that they lay off. There are many politics within the company and I didn't trust the ability of senior management to lead the company or my group. Some of the senior engineers were thrust into their position out of necessity and have no desire or idea of how to manage or develop their subordinates. My experience with this company was a very negative one and I know of many colleagues who share the same opinion. If you do decide to work here, be prepared to be displaced on a whim and for long term assignments in undesirable locations.

Explore other reviews about Hatch

5.0
1 May 2026
Recommend
CEO approval
Business outlook

Pros

great work environment, very communicative and collaborative. Easy and open communication with PMs and upper leadership.

Cons

need to be proactive to get work, especially if you're new. lot of travel, pro or con depending on your outlook.

1
3.0
18 May 2026
Recommend
CEO approval
Business outlook

Pros

Exceptional project exposure across major U.S. transit, infrastructure, and energy pursuits — the portfolio and client roster are genuinely impressive and great for your professional brand The LTK Engineering Services acquisition brought in a strong, collaborative office culture that is noticeably more grounded and people-focused than the broader Hatch Ltd (Canadian entity) culture Strong brand recognition in the A/E/C space that opens doors with major public agencies

Cons

Hired under the Client Action Team structure, which led to significant instability — multiple management changes in a short period with little transparency or consistency Overlapping time zones and regional boundaries create constant coordination friction; the flat hierarchy sounds good on paper but breaks down quickly when accountability is unclear and no one owns decisions Zero flexibility on in-office requirements — no hybrid accommodation even when the nature of the work doesn't require it Promotions are not merit-based. Advancement appears tied to visibility metrics like road safety observations and office attendance rather than the quality or impact of your work — deeply frustrating for high performers

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