The Hill Group Reviews

As a Senior Account Executive (Maintenance & Service Sales) I was appalled with the work environment and the inequities that were promoted by upper & middle management. While I understand that promoting a slight “air of competition” and accountability is desirable for any sales group, the unhealthy environment that the service sales team is subjected to was unlike anything I’ve experienced in my 20+ year career. There is hardly even a whiff of camaraderie among the sales and office staff, but rather a nearly silent and “every man for themselves” office demeanor due to arrogant management who parade around like a Gestapo officer and seems to enjoy belittling people and creating fear and job uncertainty. Everyone is in perpetual “job protection mode”. It seems as if they want to strip you of your individual personality and grind every ounce of energy out of you. Since there is NO commission program to reward the sales staff, the strategy they seek; is to have you “on the treadmill” continually striving to win their approval so that you are so pre-occupied with the paperwork & endless minutia, you don’t have the time to realize that you’re NOT making any money!! Other reviewers have commented on the nepotism & greed and they were positively spot on and accurate. It’s only those related to upper management that get treated well and everyone else gets thrown into the wood chipper. Note to reader: This is where the review must get ambiguous, because Glassdoor will not post a review that calls persons by specific names or titles. First, you’ve got the immediate relatives of upper management that for years have screened every profitable service account and choice maintenance lead for themselves and dumped all the nonsense and long shots on everyone else. There are a couple individuals that sit in their offices with nothing more on their desks than a laptop and a Starbucks while their multiple assistants prepare their proposals and process all the endless paperwork. Department management has proven themselves untrustworthy and disingenuous to both the office & field staff and are only concerned with their own pocketbook. Quickly disregard the review below from June 11, 2014 as this was obviously written by an insider with a family connection and nothing more than damage control to offset the overwhelming negative comments on this site. They do NOT want to pay bonuses to anyone unrelated to management….period. They have a long verifiable history of past Senior Account Execs who left the company after a year or two of working hard, putting in long hours and generating revenue and at bonus time got nothing… zilch… nada! The “family insiders” who actually receive bonus money know that a classic and successful “Pyramid Scheme” requires those at the “pay level” to be continually encouraging the stooges at the bottom “entry level” to keep plugging away in hope. Only with the Hill “Pyramid Scheme”, the “family insiders” remain firmly entrenched at the “pay level” while the bottom entry level stooges are recycled every year or two and leave the company in disgust after figuring out the scam. The Hill “Discretionary” bonus system is purposefully shrouded in ambiguity and despite all the lip service is rarely paid out to anyone outside the management families. They oversee the distribution of it and their insatiable greed demands as much as possible for themselves. “DISCRETIONARY” SAYS IT ALL !!

I was only at Hill for a short time, but I noticed some pretty big Cons... First for me would be the derogatory and negative comments by upper management. Upper management often said politically incorrect phrases to me, gave offensive nicknames to employees or made harassing remarks about minority and female employees. Some examples are: using the N-Word, constantly using 'gay' as an insult, spreading false rumors about women in the office as being promiscuous (etc...). A lot of this was done by senior account execs, senior PM's etc... This is part of the company culture. As I said in the 'Pros' section, compensation was ok. However I did not receive much of a raise. I learned later that it was because I didn't push hard enough for one. So if you are reviewed by management, you need to push really hard for a raise no matter what the review says. The reviews are more of a test of confidence at Hill than measurement of performance. (Though it was partially my fault that I didn't get a raise, it didn't end up helping either party as another company ended up giving me that raise) Each department has baggage from an engineering stand-point. The Operations(or environmental services division) often runs buildings in an extremely inefficient way. The engineering side is typically run more from a project management perspective than an engineering perspective which leads to lots of issues with the end user. The service department works with both of those teams to sell fixes to projects that were done incorrectly in the first place with a significant mark-up.