Read the Cons very closely - Anonymous employee HDR Employee Review

1.0
28 Sept 2017
Anonymous employee
Recommend
CEO approval
Business outlook

Pros

The only good thing about HDR is that its a small team. That's pretty much all there is for pros.

Cons

Let me be clear, this review holds no grudges. This is a very carefully thought-out review. The worst thing about HDR Calgary is the absolutely poor management team. There is a gross lack of leadership qualities and anything even close to it. I have worked in a few consulting companies and I can definitely say that this is the worst management team I have seen. For starters, all projects almost always come out over-budget, leaving the leadership looking for who to peg the blame on. The atmosphere as a result of this is septic and in all cases, the Project Managers/Leads never take responsibility. This has happened on multiple occasions. The project management team in HDR Calgary is absolutely clueless on how to finish a project on budget. I can count the number of projects that came out on budget on one hand. There is mass misappropriation of Client budget on a Senior-level employees, with high charge rates, who don't contribute to the project progress, resulting in a net total loss to the company. I would advise patience and not apply to this company. However, if you are considering HDR Calgary, the only advice I will give is this: Cover your butt like diapers on a newborn, there's always a "peg the blame" game going on. Good luck and God bless!

Explore other reviews about HDR

5.0
2 June 2026
Recommend
CEO approval
Business outlook

Pros

Good work-life balanace, culture of being understanding and wanting employees to succeed

Cons

From what I have heard, slightly lower salaries than peer companies

1.0
19 May 2026
Recommend
CEO approval
Business outlook

Pros

Decent benefits and that was about it.

Cons

This was one of the most challenging management experiences of my career. The manager had spent her entire career at HDR and lacked both external perspective and experience in learning and development, which was critical for our team. There was a clear pattern of favoritism, and feedback tended to focus more on mistakes than recognizing contributions. Work-life balance was minimal, and expectations often extended beyond reasonable limits. I was consistently seeking growth and development opportunities, but these were not supported unless I was willing to fund them myself. Compensation and recognition also felt uneven. Outside of engineering and architecture roles, bonuses were not offered, and raises were infrequent—I received only two raises over four years. Although I’ve since moved on, the experience had a lasting impact on me. I would encourage the organization to invest more in leadership development, employee growth, and a more balanced and supportive workplace culture.

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