Burns & McDonnell is a full-service engineering, construction, and architecture firm headquartered in Kansas City, Missouri, known for delivering infrastructure and energy projects across the globe. The company provides engineering design, program ma...
Employees often describe a pragmatic, team-first environment. You will hear stories of senior engineers mentoring new hires, office celebrations after big project wins, and coworkers who jump in to help when deadlines loom. Many testimonials highlight pride in the firm’s employee-owned model and the sense that contributions matter. On the flip side, some staff say they have experienced long project stretches and heavier workloads during peak seasons. If you search for company culture at Burns & McDonnell or working at Burns & McDonnell, you will find a mix of enthusiastic endorsements and honest notes about the demands of client-driven work.
The culture leans technical, collaborative, and safety-focused. People value practical problem-solving and professional craftsmanship. There is a clear emphasis on integrity and client outcomes, with a friendly, down-to-earth tone across teams. Because the firm is employee-owned, many employees report a stronger alignment with company goals and more ownership in decisions. The company culture at Burns & McDonnell encourages mentorship, cross-discipline collaboration, and community involvement.
Work-life balance at Burns & McDonnell varies by role and project phase. If you are in a project management or field engineering role, you will sometimes face extended hours around key milestones. Office-based and corporate functions commonly experience more predictable schedules and options for flexible hours. Many employees appreciate generous PTO policies and a supportive approach to time off, though you should expect occasional spikes in workload during project deliveries.
Job security is generally seen as solid. The employee-ownership model and diversified portfolio across infrastructure, energy, and construction tend to buffer business cycles. While no employer can guarantee complete immunity from economic swings, many staff feel the company’s long-term project pipeline and conservative financial management help provide stability.
Leadership emphasizes technical competence and long-term client relationships. Executive communication is regular, with company updates and strategic priorities shared broadly. Leaders are often described as accessible and focused on growth, safety, and delivering complex projects. As with many large firms, management style can differ between business units and regional offices; some areas are more hands-on while others allow greater autonomy.
Managers receive generally positive feedback for technical guidance and career support. Many employees appreciate that managers invest time in professional development and offer mentoring. Criticisms tend to focus on variability: some managers prioritize billable hours heavily, which can limit time for coaching and development. Overall, manager reviews lean favorable, with constructive feedback around consistency and workload planning.
Learning and development opportunities are robust. There are structured onboarding programs, internal training courses, and support for certifications and licensure (PE, PMP, etc.). The company funds continuing education and offers mentorship programs. Employees who are proactive about their learning typically find abundant resources and leadership support for skill growth.
Promotion paths are in place and largely merit-based. Career growth depends on performance, client impact, and networking within the firm. Promotions can be competitive and sometimes incremental, particularly in saturated technical tracks. Geographic mobility and cross-discipline experience may accelerate advancement.
Salaries vary by discipline, location, and experience. Approximate U.S. ranges:
Bonuses are typically tied to performance and project results. There is often a discretionary bonus structure and company-wide profit-sharing elements tied to the employee-owned model. Incentives for meeting safety, schedule, and budget targets are common, and top performers receive recognition through spot awards and annual bonuses.
Health benefits are comprehensive and competitive. Standard offerings include medical, dental, and vision plans, along with life insurance and short- and long-term disability coverage. Retirement offerings usually include a 401(k) with company match. Additional perks may include wellness programs, EAP services, and support for professional licensing and exams.
Engagement is active and community-oriented. The company sponsors volunteer days, charity events, team outings, technical summits, and internal recognition programs. Local offices often host social events which help build camaraderie. The employee-owned culture supports participation and pride in company events.
Remote work support is role-dependent. Corporate and design roles often have flexible or hybrid arrangements, while field roles require onsite presence. The company provides collaboration tools and IT support to enable remote work where possible. Policies vary by business unit and client needs.
Average working hours are around 40–45 per week for many roles, with periodic overtime during project peaks. Field assignments and tight schedules may push that higher temporarily. Employees should expect a rhythm of steady work punctuated by busy deliverable cycles.
Attrition is moderate and tends to be lower than some peers, attributed to employee ownership and stable projects. There have been occasional reorganizations, but there is no public pattern of frequent mass layoffs in recent years. Turnover is often linked to career moves, relocation, or project-based completion rather than systemic instability.
Overall, the company rates well for professionals seeking a technically focused, collaborative, and employee-oriented workplace. Strengths include a strong company culture at Burns & McDonnell, solid learning and career development programs, and comprehensive benefits. Challenges include workload variability tied to project cycles and regional differences in management style. For those evaluating working at Burns & McDonnell, it is a strong choice if you value mentorship, ownership-minded culture, and work that impacts infrastructure and industry.
Read authentic experiences from current and former employees at Burns & McDonnell
Supportive leadership, clear technical career paths, strong investment in training and certifications. Great benefits and a collaborative team environment at Burns & McDonnell.
Sometimes heavy project workload around milestones and occasional travel can be tiring.
Great project exposure, strong client relationships, and mentorship programs. Burns & McDonnell promotes from within and values technical expertise.
Long hours during peak project phases and a lot of travel required for certain projects.
Flexible scheduling, supportive HR leadership, strong benefits and focus on employee well-being. Burn & McDonnell supports remote work and work-life balance.
Career path can be a bit unclear across regions and sometimes internal communication lags during busy seasons.
Good software tools, friendly colleagues, and opportunities to work on large infrastructure projects. Decent training and exposure to senior engineers.
Pay progression is slow and internal moves can take time. Office politics occasionally slows decisions.
Interesting projects and decent technical teams. Learned a lot about permitting and site assessments during my contract.
Contract work felt unstable, limited upward mobility for contractors, and communication from management could be inconsistent.
