Fluor reviews

rampant lay-offs when work is scarce, very structured career path, missing large segment of workforce - midlevel engineers with 5-15 years experience, too top and bottom heavy (too many experienced people and too many new hires), assignment compensation for foreign country assignments usually not enough to bring employee's family along, employee performance review program needs to be more consistently applied

Fluor does not have a bench or overhead for people between projects. All hours for project type employees have to be billable to the projects. (typical for a lot of EPC companies) The business line management and project management is sometimes very "clicky" and not open to accepting people they don't know onto their projects. New employees have a difficult time becoming accepted quickly. You might have to take a position with less responsibility until the manager has had an opportunity to see how you perform and access your talents for themselves. It is thesame between the business lines. People from one business group will not take people from other groups with out some strong endorsements from others, who's opinion is respected. Therefore, movement to open positions across the companies business lines can be difficult.