QE Solar Reviews

-Major lack of diversity in management and C-suite. The company is managed by middle aged, conservative males. There are only two women directors - one in CAM department and one in HR. Majority male, military company. No LGBTQ+ and no minorities in management - lower or upper. -The CEO believes what he did 10 years ago as a Portfolio Lead is still relevant to 2026. Zero interest in learning how the job actually functions today and will defend antiquated processes instead of listening to those actually doing the job. -Widespread blame culture starting at the C-suite and VP levels. No one takes accountability. It's always someone else's fault. -Lots of turnaround. In the 2+ years here, more people quit without giving notice than providing notice. -Burnout and lack of work/life balance. You are expected to work weekends (yes, even that ONE hour to check your sites becomes an imposition when you want a weekend to yourself). -The company does not follow their contractual obligations. They are legally responsible for being onsite within an agreed upon timeframe, but do not have the proper headcount to fulfill the obligation. However, the company keeps onboarding new clients.

here appears to be a growing disconnect between leadership and the technical and operational aspects of the business. In several instances, leadership discussions and interviews do not explore core topics such as portfolio governance, operational KPIs, contract management, or time-and-materials (T&M) billing discipline. These are fundamental components of running service and asset portfolios effectively, yet they are often overlooked. Employees who focus on operational rigor sometimes feel undervalued, while others are described internally as “hiding under the radar” and eventually managed out rather than coached or developed. This creates uncertainty and contributes to turnover. Work-life balance can also be inconsistent. Some employees report difficulty taking planned time off, which adds to the perception that leadership priorities are not aligned with sustainable team management. Overall, the organization would benefit from leadership with deeper operational and technical experience, as well as stronger engagement with the teams responsible for executing the work.