Pros
They will take great care of you, really going out of their way to support their employee in times of need. Lots of in-house charity but differential and selective in who gets the help, based more on favoritism than need. Great client/vendor relationships built on long-term trust and dedication to delivering on promises. You can trust that RBA is a powerhouse in the industry and will never be short of projects in the pipeline. Additionally, if youve wanted to be bigger in the waste, you will very happy with your belt size after only a couple months. They will feed you more sweets and treats than a southern grandma.
Kontras
They will absolutely treat you like family if they like you and definitely in the first 60 days roughly. But it doesn't last for everyone. Quickly it becomes evident what side of the popular fence a new hire is going to fall on based on either sustained or diminished respect shown by managers and stakeholders. Lots of favoritism. Further, Stakeholder's vision of the company and this directives varies greatly between them. Causing a lot of confusion on who to please. If you follow the directives of your particular senior manager, you run the risk of alienating yourself from another stakeholder. They did (hopefully not now) allow a lot of toxic and abusive behavior from upper management towards young and inexperienced employees, causing tons of resentment and turnover, as long as that manager is deemed profitable and productive. I personally witnessed downright verbal abuse hurled at interns and PE's frequently causing several to quit, sometimes happily but more often they felt they were left no other choice viewing themselves as unwanted since the behavior towards them was tolerated. Although brought to their attention and acknowledge by stakeholders as persistent, nothing is ever done about it instead sweeping it under the rug is the norm. It was so prevalent and excessive from one particular Project Executive (C-suite), it caused the entire team under him to dread his meeting, crying, quitting and conflict among coworkers who were effected by his favoritism. He would put peers against each other regularly and actively drive out good employees based if he simply just didn't like them, reminiscent of a high school popularity contest where only the in-crowd received even basic dignity and respect. Honestly, I think they are lucky they haven't been sued yet for letting him stay and continue his reign of terror. But they keep him because in their eyes, getting rid of and replacing him would cost way more money than the entry level employees he scares off. At least that's the common consensus amount his subordinates. Instead of removing the tumor from the company, if the abused employee complains for long enough about it, they just assign a different manager to them and nothing else is said. I was told by a very reliable and long time partner in RBA that several years ago, he was given an ultimatum to go to anger management or face disciplinary action, but it was more for show to placate the staff and soon he was back to his old ways. This message is a warning to entry level, college grads, women and anyone seeking employment as a project engineer. These groups receive the most abuse and most PEs are managed directly by him - *hint*SM