TYLin reviews

The rapacious M&A appetite from TYLin and whoever owns them. You may get promises of being able to do more work as a result of an acq and that no cuts will happen, but cuts will happen 1-2 months post-acq when they acknowledge the obvious inefficiencies. Insanely bloated middle/upper management, increasing from acqs, but lower staff get the ax. Many people are nice, but plenty of old engineers who should've been done years ago still get to be adjunct and keep the "boys club" vibe going. It'll be annoying but won't rise to the level of harassment that HR will do anything about. If you do a stint here in any discipline, give it 1-3 years and bounce. Don't expect upward mobility, skills training for promotions, tuition reimbursement, or even lateral movements.

Top-heavy management who don't know how to do their jobs or lead. Some will pretend to support you (or you will get the I never had to do that before, so can't help you, but I got promoted, anyway, and you need to know that my title and managerial duties are more important). Don't be fooled by the lovebombing at the beginning. Cronyism and favoritism abound, giving some a financial advantage and putting others at a social weakness. You are expected to pay for everything and hopefully are reimbursed with approvals or that your manager knew the process and didn't say, oh, I am sorry, I didn't know how to do that, you have to wait another 30 days. One person's pain isn't a reflection of the entire organization, but the human behavior by leaders (not every leader, but those who were hired over) and their favorites are preventing the organization from growing beyond the acquisition to make the numbers in ENR. Inequality runs rampant and that is evident in the benefits and leave and the types of assignments you get. The website shows one side of the organization, but it isn't representative of every project. The favorites get the good work or assign it to themselves. Everyone else is there to churn and burn despite a leader's effort to say, we need to stop the turnover and we need to wonder why people are leaving. You learn the code of ethics is garbage, and it isn't followed by those who are promoted. It's like they forgot how to lead. It isn't hard to find good people, but the company has to be better at attracting the best and ensuring their best who are really invested in the work stay. With the marginalization that occurs toward a certain demographic, you wonder if the diversity efforts are just a means to posture. Nothing is based on expertise, experience, or research. I found there to be a lack of professional development opportunities but was told those are for certain people. By the time they figure out what trust is, the competition already moved on to the new it word. As they say, it's what is on the inside that counts.