Perkins&Will
What's It Like to Work at Perkins&Will?
This page summarizes recurring themes identified from responses generated by popular LLMs to common candidate questions about Perkins&Will and has not been reviewed or approved by Perkins&Will.
What's it like to work at Perkins&Will?
Strengths in collaborative culture, structured development, and inclusion commitments are accompanied by recurring concerns about workload intensity, compensation competitiveness, and management consistency. Together, these dynamics suggest a generally strong employer brand whose day-to-day experience can hinge on studio, project cycle, and role expectations.
Key Insight for Candidates
A genuinely research- and sustainability-led, LGBTQ-inclusive culture comes with a tradeoff: mid‑market pay and periodic long‑hour sprints. You’ll get micro‑grants, mentorship, and purpose-driven projects, but utilization pressure and big‑firm process can stretch hours and dilute authorship. Calibrate compensation and overtime expectations before joining.Evidence in Action
- Innovation Incubator Micro-grants — The Innovation Incubator micro-grants fund employee-led research and new ideas across studios. This normalizes experimentation and signals investment in curiosity, boosting pride and employer reputation while giving staff runway to explore ideas, share findings, and grow.
- Inclusive Benefits And Leave — Paid parental leave (six weeks in the U.S. and Canada) and health coverage for same-sex spouses/partners and gender confirmation surgery are firmwide benefits. These explicit policies reinforce belonging and fairness, strengthening employer reputation and helping employees feel supported through major life events.
Positive Themes About Perkins&Will
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Team Support: Teamwork is framed as highly collaborative and friendly, with colleagues described as supportive and motivated by each other’s success. Connectivity across global studios is emphasized as a way to share help, ideas, and expertise.
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Learning & Development: Learning is positioned as a core part of the experience through structured leadership programming, mentorship, and opportunities to take on challenging work. Curiosity and experimentation are reinforced through mechanisms like micro-grants that enable people to explore new ideas.
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Belonging & Inclusion: Inclusion is presented as a strong and consistent priority, backed by policies and benefits that support diverse identities and family structures. The environment is described as aiming to build community and ensure people feel they belong.
Considerations About Perkins&Will
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Workload & Burnout: Work pace can become demanding, with expectations that hours may extend beyond a standard schedule depending on role, project phase, and team. This dynamic is sometimes characterized as intense and can pressure work-life boundaries.
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Low Compensation: Pay competitiveness is raised as a concern in parts of the data, with the possibility that compensation may not always feel aligned with responsibility. This is positioned as a potential contributor to retention risk when compared with alternative options.
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Weak Management: Management experience is portrayed as uneven, with helpful and approachable leadership in some contexts but inconsistencies across teams or studios in others. Variability in project management and office silos are cited as friction points that can affect day-to-day experience.
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