Kleinschmidt Associates has been going through transition for a period of several years as it works to stay relevant and engaged in the field. Many talented staff have unfortunately left due to multiple episodes of poor leadership from upper management.
Many of us long-time employees have watched over the past five or so years as management has repeatedly failed to lead. A reliance on poor performance metrics and ineffective goals illustrates there are limits to "on the job learning". Power struggles and politics have fostered a toxic environment focused on preserving oneself. Years of hiring friends and family has created an inefficient and clumsy org chart. Favoritism leaves truly talented staff pigeonholed, underpaid, unrecognized, and forced to look for employment elsewhere.
An extremely expensive program designed to foster the next company leaders unfairly invests in some employees and leaves others behind.
Repeated preference to hiring in central Maine draws on a limited talent pool and hinders company and talent growth.
The company has about 130 employees but operates with the bureaucracy of a 1,300 person company.
The overall consensus among employees is salaries are low and benefits are expensive, especially for families.