Montage Enterprises is a diversified business group that provides a blend of services across construction, project management, industrial contracting and regional commercial services, typically serving local and regional clients. The organization foc...
"I started here as a junior designer and grew faster than I expected — people are willing to mentor you if you ask." One engineer said this to me over coffee and it captures a common thread: teams are helpful and people will back you up. You will hear both praise and constructive notes. A few people mention onboarding being a little chaotic, especially during growth spurts, but most employees appreciate friendly teammates and approachable peers. If you want real, human perspectives on working at Montage Enterprises, you will hear stories about supportive coworkers, practical learning, and the occasional long week.
The company culture at Montage Enterprises feels like a hybrid between startup hustle and mid-size stability. Folks are encouraged to take ownership, pitch ideas, and collaborate across teams. There is an emphasis on transparency in company updates, and town halls are regular. Social norms favor openness — people will talk through problems rather than hide them. At the same time, some teams are more process-driven, which can feel bureaucratic to those who prefer loose structures. Overall, the company culture at Montage Enterprises is team-oriented, innovation-friendly, and mission-focused.
Work-life balance at Montage Enterprises varies by team. You’ll find product and customer-facing roles tend to have more predictable schedules, while engineering and campaign launches can require longer hours. Managers generally respect personal time, and there is a culture of flexibility when life events happen. You’ll still encounter sprints and deadlines that stretch into evenings. If predictable hours are a priority, it is worth discussing expectations with hiring managers before accepting an offer.
There is a reasonable level of job security for core roles tied to company strategy. The firm tends to protect essential functions during downturns and will prioritize retaining talent that aligns with long-term plans. Contract and temporary roles are less secure, as expected. Performance reviews are structured, and underperformance is addressed with improvement plans. You will find that clear communication from leadership helps stabilize expectations during organizational shifts.
Leadership presents a mix of visionary strategy and practical execution. Executives communicate company direction and are visible during all-hands meetings. Strategic decisions are often data-informed, and leaders will explain trade-offs. However, there are instances where middle management execution does not always match executive intent, causing friction. Overall, the leadership prioritizes growth and customer focus, and they are receptive to feedback when presented constructively.
Managers at Montage Enterprises generally score well for approachability and team support. Many employees report managers who care about career growth and provide regular one-on-ones. There are occasional reports of managers who are too hands-off or unclear about priorities; these tend to appear in rapidly scaling teams. Performance coaching is offered, and when managers are strong, teams feel motivated and clear about goals. They will listen to concerns and escalate them appropriately when needed.
Learning and development are actively supported. The company offers a learning stipend, access to online courses, and internal knowledge-sharing sessions. New hires are paired with mentors for the first few months. There are technical workshops, product deep-dives, and leadership training for emerging managers. If you are committed to skill development, you will find plenty of resources and a culture that rewards learning.
Promotion paths are transparent in many departments; they publish competency frameworks and expectations for the next level. Growth is a mix of merit and timing — high performers can move quickly, but there is a check to ensure role openings justify promotions. Cross-functional moves are encouraged, though they require networking and visible results. If you are proactive about documenting achievements and talking to your manager, opportunities for promotions will be available.
Salaries are competitive for the market. Typical ranges are as follows:
Bonuses are performance-linked and vary by role. Individual contributors may receive annual discretionary bonuses around 5–15% of salary. Sales and revenue-driving roles have commission structures and accelerators. There are also company-wide incentives tied to annual performance and milestone achievements. Equity grants are offered to many employees, especially in mid and senior roles, as part of the total rewards package.
Health coverage is comprehensive and includes medical, dental, and vision plans. Employees can choose between several tiered plans, and the employer covers a meaningful portion of premiums. There is also access to mental health resources, an employee assistance program, and options for flexible spending accounts (FSAs) or health savings accounts (HSAs). Parental leave is competitive and includes return-to-work support programs.
Engagement is fostered through regular all-hands, team offsites, and social events. There are interest-based groups (books, running, tech talks) and volunteer opportunities. Company events mix professional learning with social time. Engagement levels rise around new product launches and dips during heavy project cycles, which is normal. The company tries to keep events inclusive and varied.
Remote work support is solid. The company has a hybrid policy that allows flexibility for remote days with manager approval. Remote employees receive stipends for home office setups and equipment, and IT support is responsive. Collaboration tools are standardized, and many teams have clear norms for asynchronous work. Remote onboarding is well-structured, though in-person connections are encouraged when feasible.
The typical workweek averages 40 hours, with variability during product launches or quarter-end projects. It is common to see 45–50 hour weeks during sprints. Management monitors workload, and teams try to avoid chronic overtime. If average working hours are a deciding factor for you, clarifying expectations with the hiring manager will give a clear picture.
Attrition is moderate and tends to reflect industry trends. The company had a modest restructuring two years ago aimed at realigning teams, but large-scale layoffs have not been a frequent occurrence. Voluntary turnover is often due to career moves or geographical relocations. Human resources focuses on retention efforts such as career conversations and benefits enhancements.
Overall, the company is a solid choice for those who value learning, collaborative culture, and competitive compensation. Leadership is forward-thinking, and the company culture at Montage Enterprises supports professional growth. Work-life balance will depend on the team, but flexibility and remote support are meaningful positives. For job seekers weighing options, this company should be on the shortlist if you seek a growth-oriented environment with supportive peers and clear development paths.
Read authentic experiences from current and former employees at Montage Enterprises
Supportive manager, flexible hours and chance to work on a modern tech stack.
Compensation is below market. Too many ad-hoc meetings some weeks which disrupt focused work.
Good commission structure.
Targets often changed mid-quarter. Micromanagement from leadership made it hard to focus on strategy. Limited career progression for senior reps.
