At Hillmann Consulting, LLC, 96 percent of employees say their workplace is great.



This review is based on 101 employee surveys, with a 90% confidence level and a margin of error of ± 3.04. It was published on Mar 1, 2018. 6045 Visitors

What Employees Say

People care about each other here.
Management is honest and ethical in its business practices.
Our facilities contribute to a good working environment.
I am given the resources and equipment to do my job.
I am able to take time off from work when I think it's necessary.

What They Do

We asked Hillmann Consulting, LLC to explain what they do. Here is what they had to say.

We are one of the nations preeminent full-service Environmental, Health, Safety, and Construction consulting firm specializing in commercial, multi-family residential educational, and hotel facilities. Our team strives to understand and achieve the environmental, engineering, and business goals of our clients. 

About this Company

Website: Industry: Professional Services
US Headquarters: Union, New Jersey, 07083 US Sites: 10
Major Locations: Atlantic Highlands, New Jersey, 07716; Billerica, Massachusetts, 01821; Alexandria, Virginia, 22312; Orange, California, 92868 US Employees: 117
US Revenues: $20.5 million Worldwide Revenues: $20.5 million
Corporate Structure: Partnership; Private Founded: 1985

Hillmann Consulting, LLC has been awarded:

Best Workplaces in New York 2018 (ranked 24)

Haitian Hope Choir

Perks and Programs

We asked Hillmann Consulting, LLC to share a few programs they feel really capture what's unique about their workplace. Here is what they had to say.

  • Employee Referral Bonus Program: Hillmann encourages and rewards employees for recruiting candidates. Hillmann issues a $100 American Express gift card to its employees for a referral candidate. Once an employee is hired and successfully completes 6 months of service, an additional $500 gift card is issued. There is no limit to how many candidates can be referred for hire. Hillmann encourages referrals to be a good cultural fit; looking for a long lasting relationship with our firm.
  • New Client Bonus Program: Hillmann employees are encouraged to pursue new client prospects to generate service revenue. Employees receive a $200 American Express gift card if the original lead results in a proposal. If the employee’s lead results in work, the employee will receive 2% of the first $100,000 of revenue generated by the account.
  • Continuing Education Reimbursement: Hillmann encourages the professional and personal development of its employees. After one year of employment, we offer reimbursement for qualified educational expenses related to the successful completion of undergraduate, graduate and post-graduate courses in accredited colleges or universities.
  • Financial Planning Assistance: Hillmann provides the services of an independent financial planning firm to assist employees with Hillmann’s 401(k) plan, including contribution elections and investment selections. A Certified Financial Planner meets with employees in our Corporate office annually to answer questions regarding long term financial planning, life insurance needs and retirement planning. These services are fully funded by Hillmann and offered to all employees.
  • Health & Safety Program: Hillmann is committed to providing our employees with a safe workplace. Hillmann has a comprehensive Health & Safety Program and Committee which includes in-house and training professionals to assist in the successful implementation of this program. We perform live safety training throughout the year, conduct tool box talks, and celebrate National Safety month in June.
  • Community Outreach Program: Hillmann is committed to serving the surrounding community with various charitable programs throughout the year. Branded as ‘Operation Sandwich', a group of employees makes sandwiches and provides 70 healthy bagged lunches four times per year to the homeless population and those in crisis. Three times a year, employees serve hot dinners to those in need. Annually, Hillmann employees lend their skills and labor to Habitat for Humanity. Every November, Hillmann hosts a food drive where employees bring in non-perishable food items to benefit those in need during the holiday season.
  • Strategic Planning Program: Our employees have an opportunity to contribute to Hillmann’s long term performance by participating in annual Strategic Planning or on one of its committees. Prior to the event, all Hillmann employees are asked to participate in an anonymous employee survey where they can voice their opinions and concerns about their overall company experience. The results of the survey pave the way for discussion and prioritization of issues and planned visions for the future.
  • Culture Club Program: Our culture is one that has been created and embraced by the Hillmann community, both employees and our partners, for over 30 years. Hillmann’s solid foundation enables us to look beyond where we are, and make an effort to enrich our culture in a way that will complement the future growth of the firm and its employees. The creation of our Corporate Culture Map will include our tag line, mission statement, vision, core values, goals, beliefs and behaviors. Together, the Culture Club crafted new culture statements and a video that best represents our firm and our direction; expanding on our existing message and core beliefs.
  • Flexibility: Hillmann’s culture is one that maintains a workplace where family commitments and needs are valued. We encourage our Managers to set a schedule for themselves and their team that is flexible and efficient. Our team is held accountable for their roles and responsibilities, with a common core of trust; an understanding that the job can and will be accomplished from our headquarters, a regional office, a satellite office, or in the field.
  • Competitive Benefits: Hillmann is keen on what our employees value in a competitive benefits package. In addition to medical, dental and vision insurance, Hillmann offers its employees a $50,000 life insurance policy at no cost to the employee, Flexible Spending Accounts (FSA) for medical and dependent care plans, and medical benefits with an abbreviated eligibility period of 30 days. HorizonbFit offers a fitness incentive program. After members enroll, they become eligible to receive a $20.00 reward for every month in which they make at least 12 visits to any of the 4,000 participating facilities across the United States.


2% Average 401(k)/403b company contribution per employee60% Company-paid health coverage for employees
60% Company-paid health coverage for dependents 55% Company-paid health coverage for part-timers
30 hours Weekly hours required for part-timers to receive health insurance $5,250 Average Tuition Reimbursement
Rugged Maniac


25 days Paid time off after one year of full-time employment 5 days Paid time off after one year of part-time employment
7 days Paid sick days after one year of full-time employment 19 Days Paid time off as of first day of full-time employment


  • Flexible schedule (50% use it)
  • Telecommute option (75% use it)
  • Subsidized On- or Off-site Fitness (100% have access)
  • Onsite Amenities (1. Free Fresh Fruit 2. Catered Lunches 3. Group Outings (Bowling, Softball) 4. Break Room Games (Corn Hole, Shuffleboard))


182 days Job-protected maternity leave (including FMLA/STD) 31 days Fully-paid maternity leave (does not include personal vacation or paid time off)*
115 days Average length of maternity leave new mothers take182 days Job-protected paternity leave (including FMLA)
31 days Fully-paid paternity leave (does not include personal vacation or paid time off)*182 days Job-protected parental leave for adoptive parents (including FMLA)*
31 days Fully-paid parental leave for adoptive parents (does not include personal vacation or paid time off)
*Employees are not required to use all their personal paid time off before taking parental leave. All employees are eligible for parental leave benefits.


  • Mental health care
  • Alternative treatments (such as acupuncture, homeopathy, or chiropractic)
  • Fertility treatments

Community and Environmental Impact

90 hours Paid time off to volunteer $86,250 Philanthropic donations in last year
$5,000 Total company-matched employee donations in last year Yes Recycling program
Yes Locally-sourced food program


  • Written policy prohibits discrimination based on (at a minimum) age, disability, race/ethnicity, religious beliefs, gender and sexual orientation
  • Non-birth parents in same-sex relationships can take parental leave
  • Medical care covers gender confirmation surgery

Leadership Diversity


Workforce Diversity

Planting Trees on Kingman Island


Site Safety Teamwork

How to Get Hired

We asked Hillmann Consulting, LLC for some inside information on how to get hired at the organization. Here is what they had to say.

What key characteristics tell you a prospective employee will be a great fit for your company?

A candidate's attitude, the manner in which they engage with us, and their ability to communicate their personal and professional goals, tell us if a prospective employee will be a great fit. A candidate that is professional but relatable is a key indicator that this is someone we want in our meetings and in front of clients. We look for a candidate that has been a leader in some aspect of their life: at home, in past employment, or within their community as there will be opportunities to motivate and direct team members on projects, collaborations, and through our philanthropic activities. When a candidate can articulate their vision for personal and professional growth, we can decide if there is a synergy that will be mutually invaluable.

What can prospective employees do to get your attention?

Prospective employees should forward, along with their resume, a well-thought-out cover letter stating why they are a strong candidate for the position, what distinguishes them from other candidates, and the contributions they can make to our firm. Candidates should state important accomplishments, problem solving abilities, efficiency skills and provide exceptional client service examples. We recommend that candidates provide a recommendation letter to help us get to know them better. Candidates that can articulate why they're a great fit for Hillmann will always get our attention. They are the candidates Hillmann wants on the team.

Are there any positions or types of candidates you are particularly focused on hiring in this coming year?

Hillmann continues to seek candidates with a more diverse and proven skill set to increase Hillmann's breadth of services. This ideal candidate would bring experience and expertise by possessing new service line certifications, as well as the capability to perform our current services. Due to an increase in our indoor air quality contract work, we are also interested in hiring entry level qualified candidates. We are focused on hiring candidates with an entrepreneurial spirit, driven to build upon our current client base.

What should interested candidates do to find out more and get started?

Candidates can access our website, LinkedIn, and various social media outlets to find out more about Hillmann. We also recommend submitting a resume through our website or LinkedIn. We are open to any communication that may lead to an opportunity. Candidates can feel free to reach out to a Hillmann team member if they feel they have some synergy including graduating from the same college or both belonging to the same professional association.

hiring Outlook

12 Forecasted positions to fill in coming year 6% Job Growth
125 Average applicants per opening 1,375 Total job applicants
20% New hires by employee referrals 5% Openings filled by current employees
5 Recent graduates hired 4% Voluntary turnover for full-time employees
* All figures refer to 12-month period prior to reporting, unless otherwise noted.

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