Stantec reviews

SW Ontario is still developing for Geotech. Projects can be feast and famine seasonally, and other offices have a hard time staffing correctly with seasonal workers to accommodate the fluctuating workloads - often on the side of "we are short-handed and need your people at the drop of a hat with little to no reward other than verbal praise (after the heavy handed "you have no plans the next 2 weeks as of today because we are sending you out of town" conversations that sometimes get passed down the chain of command to those who have staffed properly to support their own seasonal influx of work. Having received my P.Eng. after being an E.I.T for a year or so (registered late) I had expected that each change would grant me more opportunities for responsibilities/duties AND pay. However, my responsibilities have grown substantially since my original Co-op Field Technician role (of which I do a frequent amount of that work as well to fill these previously mentioned gaps), yet my pay lags behind other engineering cohorts of my graduating year who just recieved their first job and do NOT have a P.Eng. license (by factors of 30+%). HR and Stantec as a whole do NOT disclose salary band or relative positional compensation data. Upon asking several staff for an idea of what other engineers are paid, you are forwarded to your own supervisor who will have to go to bat for you with those higher up the ladder. There has yet to be compensation transparency, and I believe that underpaying as many employees as you can is just the name of the game - and replacing those who don't want to play when they find greener pastures. Unfortunate to see when the team working for them is very valuable and in my eyes very good at their jobs and developing meaningful client relations. I may have been a victim of circumstance in a newer group that suffered some harder times in the first years onboard, but the lack of complexity of work and often times underwhelming and tough hours with no real end in sight for compensation changes makes for a hard to digest commitment to stay for a long period of time.

Medical benefits are expensive, benefits discounts locked behind a "health" program, prescription benefits are restrictive and difficult, maternity/paternity leave is <1 year, not union friendly, starting pay is low for the industry, bonuses are infrequent, raises are based on chargeability, chargeability requirements are very high