- Équilibre travail/vie privée
- Culture et valeurs
- Opportunités de carrière
- Rémunération et avantages
Aucun recrutement à Boulder, CO (États-Unis) de Navigant actuellement. Consultez tous les emplois Navigant
Je travaille chez Navigant à plein temps (Plus de 5 ans)
Plenty of skill development in the Energy practice.
Meaningful and interesting projects.
Great location in the heart of Boulder and is literally across the street from the Boulder Transit center. Office is very nice now since renovating with a ton of natural light.
Great people and a real community culture in the Boulder office. Lots of corp sponsored social events and employees are socially very active, from book clubs to weekly mountain bike rides in the summer and hut trips in the winter.
High variability in workload depending on project timing. Projects are routinely delayed and end up stacking up on you.
Overemphasis on utilization and an unwillingness to allow people to work on unbillable projects which would reap long term efficiency and improve margins.
Slow pay increases with raises barely keeping up with inflation and thus turn over is high as good people are forced to look elsewhere to advance their earnings.
Promotion structure favors project management skills and doesn't reward those with technical skill sets.
Typical investor owned company shortsightedness with focus on next quarters earnings.
Continuous erosion of peripheral benefits as bean counters look for shortsighted savings. For example, every year the office snack/drinks budget shrinks even as more employees join the office. This kinds of nickle and diming creates savings that can't be justified when weighted against its impact on moral.
Incentives set up for directors to simply win to work rather than winning it with a properly scoped budget which then squeezes those who actually have to do the work.
Conseils à la direction
Actively manage workload instead of passively relying on every individual employee to balance their work loads.
Take a longer term view of things and allow for more internal work orders so people can innovate and reap the higher margins in the long run.
Give meaningful raises or keep loosing your talent.
Create separate tracks and promotion structures for those with a project management skill set and those with technical skill set.
Create better incentives/repercussions for correctly bidding on projects.
Stop nickle and diming your employees benefits. The savings aren't worth demoralizing your people.
J'ai postulé via une recommandation d'un employé. Le processus a pris +2 mois. J'ai passé un entretien à Navigant (Boulder, CO (États-Unis)) en février 2020.
The first round was a phone interview with a program director. He asked some standard interview questions but overall it was very casual and conversational. The second and final round was onsite, including a 15-20 min presentation on an analytical topic and two 45 minute interviews. It was fairly casual again; my 2nd interview was mostly conversational.
Questions d'entretien d'embauche