Consulting Engineers Group is an engineering consultancy that provides multidisciplinary design, project management and advisory services for infrastructure, industrial and commercial developments. The organization offers structural, civil, mechanica...
“I enjoy the technical work and the team vibe — people really help each other out when deadlines are tight.” That’s a common line you will hear from engineers here. Others say, “you’ll learn a lot fast if you are proactive,” highlighting that hands-on project experience is abundant. A few employees note frustrations: “sometimes processes feel slow and approvals drag,” or “you’ll have crunch weeks around delivery.” Overall, most testimonials emphasize solid mentorship from senior engineers, practical project exposure, and a workplace where individual effort is visible and rewarded.
The company culture at Consulting Engineers Group is practical and client-focused. Teams are driven by delivering quality engineering solutions, and there is a strong emphasis on professionalism and technical accuracy. Collaboration is encouraged, but there is also respect for deep, independent work. If you search for “company culture at Consulting Engineers Group,” you will find descriptions that mix a traditional engineering ethos with modern project management practices. Socially, people are friendly and helpful; culturally, the environment values reliability, clear communication, and technical competence.
Work-life balance at Consulting Engineers Group is generally good, with some caveats. Many employees appreciate flexible start times and the ability to do focused remote work on non-client days. That said, you’ll experience heavier workloads during project milestones and client reviews. The company tends to be understanding about personal time when projects are steady, but you should plan for occasional evenings or weekend work during critical phases. If “work-life balance at Consulting Engineers Group” matters to you, expect a flexible baseline with predictable peaks.
Job security is stable for most employees because the firm works with a diversified client base and maintains multi-year contracts. There is a dependency on project pipelines and economic cycles; when new contract flow slows, hiring may pause and internal reprioritization may occur. Long-term technical staff and those who build strong client relationships will find higher job resilience. Overall, job security is reasonable but not immune to market fluctuations.
Leadership is competent on technical matters and sets clear project standards. Management tends to be composed of seasoned engineers promoted into leadership roles, so decision-making often emphasizes technical correctness and risk mitigation. Formal communication from senior leadership is periodic and professional, though some employees report a desire for more frequent updates on strategy and career pathing. There is an emphasis on client satisfaction and project delivery in leadership priorities.
Line managers are typically experienced and supportive, particularly on technical guidance and career development. Many managers run open-door policies and are willing to sponsor training or certifications. However, manager quality can vary across offices; some are more process-oriented and risk-averse, while others are highly entrepreneurial and supportive of innovation. If you value mentorship and clear expectations, you will likely find a manager who fits that style, but you should expect variability.
The firm invests in learning through in-house technical workshops, lunch-and-learns, and support for professional certifications (PE, PMP, etc.). New hires get paired with mentors, and cross-project exposure helps accelerate practical skills. There is usually a budget for external training, though larger courses may require manager approval tied to project needs. Overall, learning and development is a strong point—especially for those who take initiative.
Promotion paths exist and are clear between technical and managerial tracks, but progress can be gradual. Promotions are tied to demonstrated technical excellence, client impact, and business development contributions. Those who combine delivery with client-facing skills tend to move faster. Expect formal reviews annually, with promotions typically occurring on predictable cycles rather than ad hoc jumps.
Salary ranges vary by role and geography, but typical bands are:
Bonuses are mostly performance-based and tied to project delivery, firm profitability, and individual contributions. There may be year-end discretionary bonuses and spot awards for exceptional work. Business development roles can receive commissions or incentives tied to bringing in new contracts. Overall, bonuses supplement base pay but are rarely the primary part of total compensation.
The company offers standard health benefits: medical, dental, and vision plans, plus life insurance and short/long-term disability coverage. Benefit levels vary by country and region; in many locations there are employer-contributed health premiums and wellness initiatives. Employees report benefits are solid and comparable to other firms in the sector.
Engagement is driven by regular town halls, project show-and-tells, and team social events. Offices host community service days and informal after-work gatherings when schedules allow. The company encourages participation in technical societies and conferences, which also builds engagement across teams.
Remote work support is adequate. The company uses common collaboration tools (video conferencing, shared drives, project management platforms) and provides laptop and VPN access. Hybrid schedules are common, and some roles allow full remote work depending on client needs. Occasional stipends for home-office equipment are available but may require approval.
Typical working hours are 40–45 per week during normal operations. During project deadlines or client-facing phases, hours can increase to 50–60 per week for short periods. The company tracks billable hours for some roles, so time management and planning are important.
Attrition is moderate, typically in the low-to-mid teens percent annually, reflecting industry mobility for experienced engineers. There have been small-scale restructures during economic downturns, but there are no widely reported large-scale layoffs in recent years. Employee turnover is often linked to market demand and career moves rather than company instability.
Overall, this company is a solid choice for engineers who want hands-on project experience, mentorship, and a stable, professional environment. Strengths include technical learning, supportive managers in many offices, and competitive benefits. Areas for improvement include consistency in managerial style and more frequent strategic communication from senior leaders. Rating: 3.8 out of 5 — a dependable workplace for career growth if you are comfortable with the natural ebbs and flows of project-based consulting.
Read authentic experiences from current and former employees at Consulting Engineers Group
Good project diversity and strong client relationships. Management trusts experienced leads.
Decision-making can be slow sometimes. Office policies were a bit rigid for field teams.
Supportive manager, clear technical mentorship and lots of learning on complex infrastructure projects at Consulting Engineers Group.
Salary growth is slower than peers; occasional long hours during delivery phases.
