Proceed now to your Inbox and activate your account by clicking on the containing DOI-Link. You will be forwarded to website of the distributor, where you have to enter your e-mail address to receive your unlock code. Follow steps 1- 4 as mentioned within the Registration form:ġ.) Click on the Button „Internet “. To initiate the installation-process open the folder and execute the program by double-clicking on the program-icon. It’s clearly the hill they want to die on.Download the installer and extract the. That’s why turnover is SO high! You would think they would get a clue after a while, but nope. That’s why you are losing amazing people who’ve been there for years. But more importantly, they let these toxic people who are terrible at their jobs STAY in those roles for years, making excuse after excuse for them. First, they don’t hire or promote good leaders. Many of these management employees are still in their jobs!!! That, in a nutshell is what HDR is so horrible at. That was 100% due to both the local and regional management. Talk about pathetic! Droves and droves of people left the organization in the time that I was there. They make horrible decisions, then blame the resulting problems on the lowest level tier of employees. If you want to like every aspect of your job (the people, the work, the location, the benefits, etc.), then you'll definitely be able to find something NOT to like, and then will have a hard time making it to the 5-year sweet spot.īeing an employee who owns part of the company is fantastic! There are lots of people within HDR that are completely awesome to work with! Management is absolutely atrocious in the Pacific Northwest. I think for people who genuinely just want to pick a job and stick with it, HDR would be great. So the middle-career people who've been with HDR for 5+ years love it, while I observed that younger-career professionals were a revolving door, coming and going every 2 years. Every young professional felt we weren't being compensated fairly given the high cost of living, meanwhile we knew some of of the higher ups in the office were earning upwards of $250k - definitely felt like a kick in the gut. The Bellevue office (basically HQ within WA state) was problematic. For newcomers it means basically nothing, because you get none of the benefits of employee ownership unless you've worked there for several years. The "employee-owned" aspect is a big deal at HDR. My opinion of the leadership team and the HQ big-wigs was positive: semi-annual all-staff virtual meetings, honest discussion of the company's future, etc. HDR is an enormous, multinational company. They might not tell you that you HAVE to do that like they do at other consulting firms, but the implication is there and pretty pervasive. But the predominant culture is very heavy handed with pressure to work crazy hours. If you're interested in working for HDR, I would recommend talking to someone who works with your prospective supervisor because otherwise you could be trapped with someone who is completely removed from reality. In their defense, from what I can tell, it's super dependent on who your supervisor is and what your role is in the company. Despite the low pay, everyone here seems to have that traditional consulting ethic of working to death (sending emails and making phone calls between 3-6am, asking for things at 9pm due the next morning). The compensation is pretty low for a private consulting firm, with a lot of traditional corporate bureaucracy (billable hours, utilization targets, etc.) that makes it difficult for someone with a high target to take advantage of certain resources and opportunities. I thought it was too good to be true, and at least for me, it was. Many people said that because of employee ownership, they really respected WLB and had reasonable expectations around working hours. When I interviewed at HDR I spent a long time talking to staff about their work, and heard nearly unanimous enthusiasm for the company (although I was never able to speak to someone who worked under my prospective supervisor).
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