What is the hiring process like at AtkinsRéalis?

Pay good, good benefits, remote work.

There are not enough hours in the day to get everything done — constantly feel buried. The company talks a lot about work/life balance, but it’s not practiced. Ongoing communication issues exist — not only between technical staff and the proposal team, but between marketing leadership and marketing staff as well. Leadership claims to provide support, but in reality, they don’t. They need many more staff members than they currently have to handle the workload and volume of proposals; however, they will not hire them, and when they do, it takes months to complete the hiring and onboarding process. Leadership constantly preaches being faster and more efficient, yet inefficient systems remain in place. The marketing content and collaboration tools are scattered, duplicated, and/or not used properly, making it more challenging than it needs to be to find proposal content and collaborate with the technical team and consultants. Management doesn’t listen to staff feedback or take action to fix issues; instead, they point fingers, assign blame, and reprimand the proposal team regardless of the circumstances. And, they will not implement policies and procedures for technical team to follow for a smoother workflow, however, created a 130 page process guide for proposal staff to follow for EACH proposal (managers often have multiple proposals they work on simultaneously). The culture often feels cliquish, immature, and short-tempered — more like high school than a professional workplace — snippy, snarky, judgmental, stressed, and overworked. Overall, it’s an unpleasant, disorganized, and burnout-prone environment. The money is not worth it.

Excellent work life balance, flexible hours and locations Great culture Good culture, supportive and welcoming Some very talented people around

Well below-par pay compared to industry and competitors Some really poor performers at far too high of grades External recruitment process fundamentally broken Graduates, Apprentices and Industry Placement students criminally undervalued and under utilised Ridiculous focus on internal work contribution

Exposure to global teams, cross functional collaborations and system optimization.

I was dismissed in under two months, citing “performance concerns” and a “business decision,” despite receiving no clear or constructive feedback during my tenure. The work culture was toxic, with evident favoritism influencing team dynamics and management enabling rather than addressing these issues. Employees were expected to work close to 12 hours a day and were excessively criticized for minor mistakes, creating a rigid and unhealthy environment. There was also no consideration given to the financial impact of relocation for the role. The organization appears to follow a hire-and-fire approach, compounded by poor office politics. I was employed through a third-party payroll, which effectively meant there was no job security—yet this was never disclosed by the recruiter or hiring manager. Additionally, I had not even applied for this role in the first place. I would strongly advise against working with the HR contact management team, as there seems to be a lack of basic regard for employee well-being.

- Great mid-level leadership and transparent processes/discussions with management - Fair salaries against similar companies (Jacobs, WSP, Stantec, Aecon) - Ongoing growth opportunities within the team structure and support for growth outside the team/province - Diverse project/client portfolio allowing for opportunities to expand your technical experience

- Arbitrary/Unnecessary RTO policy (2/3 days a week) regardless of an in-office team presence or potential for team building - Scarce available budget for professional development (ie. training, team building activities, etc.) with a sole focus on charging projects - Subpar business development/proposal management and lack of an established PM framework and quality control process - Recurrent need to find hours to complete weekly timesheets

Pay good, good benefits, remote work.

There are not enough hours in the day to get everything done — constantly feel buried. The company talks a lot about work/life balance, but it’s not practiced. Ongoing communication issues exist — not only between technical staff and the proposal team, but between marketing leadership and marketing staff as well. Leadership claims to provide support, but in reality, they don’t. They need many more staff members than they currently have to handle the workload and volume of proposals; however, they will not hire them, and when they do, it takes months to complete the hiring and onboarding process. Leadership constantly preaches being faster and more efficient, yet inefficient systems remain in place. The marketing content and collaboration tools are scattered, duplicated, and/or not used properly, making it more challenging than it needs to be to find proposal content and collaborate with the technical team and consultants. Management doesn’t listen to staff feedback or take action to fix issues; instead, they point fingers, assign blame, and reprimand the proposal team regardless of the circumstances. And, they will not implement policies and procedures for technical team to follow for a smoother workflow, however, created a 130 page process guide for proposal staff to follow for EACH proposal (managers often have multiple proposals they work on simultaneously). The culture often feels cliquish, immature, and short-tempered — more like high school than a professional workplace — snippy, snarky, judgmental, stressed, and overworked. Overall, it’s an unpleasant, disorganized, and burnout-prone environment. The money is not worth it.

I applied for an analyst role and attended the interview process. The panel was pretty good. One of the panel members was spot on, talking about the role, responsibilities, expectations. While the other was so confused and the questions were too unstructured. I am sure at least any one candidate could have been a fit for the role. However the vacancy was reposted again. Seems like the teams are good. However finding a perfect candidate will always be a dream.

Unstructured and unclear process. Unclear feedback

Flexibility to pretend you are in the office when not

Poor management and also nepotism! Watch out for the massive hire!

- Corporate company - Checking online submitted CVs

- Very long interviews process - they will not respond to your calls or emails, unless they need anything from you. - they will say we will assign a company to finalize your visa process, but the real thing that this company will issue your visa on their sponsorship and will outsource you to Atkins without prior notification during the interviews. When you ask about that, they will say thats the normal procedure in KSA, which is not correct. And when you resign, you will not get an experience letter from Atkins as you have never been employed with them. You will get many calls and whatsapp messages to convince you to sign the deal with the outsource company. They canceled my offer because i asked to be employed by Atkins, not an outsourced company, although i spent 10 months in interviews cycle by Atkins themselves, and have never been reached out by the outsourcing company or any of their representatives

The flexibility and work life balance was superb in my business line. Direct manager was very personable and team was great to work with.

There is a severe disconnect between technical professionals and middle/upper management. The structure of the company to split BD from the technical area has created a major issue with winning the right work. Management hires externally of people they are close with instead of hiring (more) qualified candidates internally. Major lack of growth trajectory and overall vision for some business units.