Mazzella buys companies and then assimilates them under their "umbrella". The problem is that if you work for one of the remote companies, you'll get taken in with their benefits etc, but they don't actually look at the company other than on paper. The culture in our case disappointingly didn't change for the better. So, for example if the company you apply for has some terrible management and low morale, it isn't going to change. They get to know a few members of management, in some cases the very problem with the morale, and throw all of their trust and faith behind these people without finding out if they are actual managers or good at their day to day job. Simple things like, management comes in and goes directly to their office, never taking time to walk the facility or talk to anyone. In one case I knew of an employee that had worked their for almost 3 years and had never met 2 of the 4 "upper management" people that work right there in the same building. This perception is perpetuated when Mazzella representatives fly in. They come in, meet with their chosen few and are gone again like the wind. As a result they literally have no clue what is going on in any of the departments or with any of their employees. Very much a "you don't matter" vibe. Things like VERY high turnover don't seem to get their attention, even though they don't seem to have those problems in their home facility doing very similar jobs. They make NO effort to interview those leaving, let alone check in with the people suffering under the weight of these terrible, tone deaf, lazy "managers". In the case of the company I worked for in Florida for example, people with great dedication and skills go virtually unutilized, unrecognized and buried under the burden of the work others refuse to do. When you do take on all of that work and perform demonstrably well, you can still go YEARS with ZERO compensation for doing so. I saw it in every single department. Every department has 2-4 people doing the lion's share of the work, while others who refuse to pull their weight but instead choose find opportunities with all their free time to suck up and get invited for drinks get raises, promoted and their work loads lightened. It's simply a sad fact. On top of that if you don't work in sales or as a technician you are told things like "you cost the company money, you don't make us money." As such you are by default a non priority. Never mind even if say you can point to areas where you save them more than 70% (tens of thousands of dollars each annually) that is simply overlooked with things like "well, that's just your job" are the reply. That would be fine if your job included annual raises with your evaluations, but it doesn't. No matter how good your reviews, raises are RARE and performance bonuses are virtually unheard of outside of sales or project management. In other departments where performance based bonuses are given, they are impossible to decipher and calculate because of the creative accounting used to minimize their contribution and keep as much in their pocket as possible. High performing branches and departments are taken from to prop up underperformers, including raises and bonuses. Continuing training and improvement is virtually nonexistent across the board, even when it would make a direct and positive impact on your position. All in all, my experience was not unique. As I said, a high turnover of people who performed demonstratively well at other companies or in other positions, who have said the same things, point to the same problems across the board. To this day when I run into people from virtually any department who still work there the conversation usually starts with "you're lucky you got out". This is usually followed by a painful recitation of whatever ridiculous situations they are now going through and how it's gotten worse. I feel sorry for them since the only solution seems to be for people to move on since the company has and continues to show zero interest in fixing any of the issues. I sincerely hope this changes.