DLR Group

- If you are not one of their favorites, you will be targeted for entertainment and lose opportunities in your career due to their personal feelings and beliefs about you. - Leadership encourages a hostile work environment by stirring up drama and targeting certain employees. - HR does not sit in the Dallas office and that means leadership has to play telephone when anything is reported. - DLR is associated with an organization that is not morally aligned with their values.

The idea of employee ownership in this firm is false a hoax, the entire culture and portrayal of the core values is false, the firm does not give out raises and promotions are based entirely upon who makes friends and sucks up to leadership the best.

Toxic management in San Diego , they operate different from other DLR offices, very tight on pay raise and so much favoritism in promotions.

Exciting projects and great management make for a positive experience. Very exciting projects, great management.

-You aren’t valued as an employee, you are seen as a person in a seat and replaceable. This is made very clear during layoff seasons. -You don’t move up based on your project work or even your annual reviews. Promotions, raises and bonuses are heavily influenced by who you are friends with in leadership and how well you play corporate politics - Company has long term relationships with corrupt clients and refuses to damage or end this relationship despite internal employee outrage when this was shared. Multiple articles have been released about this incident and despite outrage they are continuing this work. I highly recommend googling this company before working for them as they lie about this during the interview process. -Have to pay to park at work -Process for receiving associate and principal titles is a popularity contest and not based on your actual contributions. -Regularly expected to work unpaid over time and project staffing is very inconsistent and unorganized. -Many people are underpaid and raises are percentage increases vs performance based. -Culture of Dallas office is extremely draining and hypocritical. Younger staff being held to higher standards than leadership. (Example - holding younger staff back salary wise due to not having a license while having multiple unlicensed people in positions of leadership) -Took away Hybrid work option and brought back mandatory 4 days in office -Sustainability is used as a marketing tool instead of actually being applied to projects. Lots of greenwashing happening on projects to meet AIA requirements.