Industry leader with challenging opportunities for everyone. - werkgeversreview Pipe Stress Engineer bij Fluor

4,0
7 nov 2008
Aanbevelen
Goedkeuring directeur
Zakelijk vooruitzicht

Pluspunten

Fluor is a very large and diverse organization. There are opportunities to move around, not only different locations but also withing the company. Changing departments and finding your spot in Fluor in easily available. Paid Overtime is always a nice perk that is often time not available else where. Knowledge sharing is strongly encouraged among everyone, so learning and gaining experience occurs rapidly. Fluor has a very good benefits package for families and retirement.

Minpunten

One of the drawbacks of a large company is that it can be overwhelming or you can get lost in the mix. Sometimes it can be hard to separate yourself as a strong worker in a group because there are so many others. Tight deadlines on projects can be stressful. Fluor is predominantly in a cyclical industry in the oil & gas sector (though they are more diverse now than in the past, but still mostly refining), so when times are good, everyone is happy. But when times are bad, layoffs happen quickly.

Ontdek andere reviews over Fluor

5,0
25 mei 2026
Aanbevelen
Goedkeuring directeur
Zakelijk vooruitzicht

Pluspunten

Very transparent, room to grow.

Minpunten

can be political, not what you know but who you know.

4,0
26 jun 2026
Aanbevelen
Goedkeuring directeur
Zakelijk vooruitzicht

Pluspunten

Hi visibility projects. Rewarding experiences Competitive Pay

Minpunten

Sub-bar Project Management team. Condescending at times. Entitled. Sense of superiority. Confusing Hierarchical Structure and chain of reporting. Two managers. Administrative Organizational Unit Manager and a project manager. You report to both. Not flexible at the implementation of latest and most robust design software. Extremely cautious about the implementation of AI, sacrificing productivity and cutting edge competitiveness. Extreme focus on employees training on the companies policies and procedures, but not on the technical development of employees. Do not internally promote, rather they hire from outside for vacant higher positions. Remote workers are considered second class citizens. Not equal to those who work from the office, despite their credentials and pedigrees.

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