At Holder Construction Company, 92 percent of employees say their workplace is great.



This review is based on 478 employee surveys, with a 90% confidence level and a margin of error of ± 2.57. It was published on Aug 4, 2016. 14943 Visitors

What Employees Say

When I look at what we accomplish, I feel a sense of pride.
Management is competent at running the business.
I'm proud to tell others I work here.
Management is honest and ethical in its business practices.
I am given the resources and equipment to do my job.

What They Do

We asked Holder Construction Company to explain what they do. Here is what they had to say.

Holder is a national commercial construction services firm. We build corporate and multi-tenant office buildings, data centers, collegiate campus buildings, full-service hotels, special use facilities, and airport buildings. Project sizes range from under $10 million to over $1.5 billion.

About this Company

Website: Industry: Construction & Real Estate
US Headquarters: Atlanta, Georgia US Sites: 62
Major Locations: Charlotte, North Carolina; Dallas, Texas; Phoenix, Arizona; San Jose, California; Washington, District of Columbia US Employees: 783
US Revenues: $2,113 million Worldwide Revenues: $2,113 million
Corporate Structure: Private Founded: 1960

Holder Construction Company has been awarded:

Best Workplaces for Millennials 2016 (ranked 66)

Best Medium Workplaces 2015 (ranked 13)

Best Medium Workplaces 2014 (ranked 17)

Best Medium Workplaces 2013 (ranked 10)

Perks and Programs

We asked Holder Construction Company to share a few programs they feel really capture what's unique about their workplace. Here is what they had to say.

  • Hiring the Best People: Our people truly make the difference, and we are always looking for great people to join Holder. Our associates comment that “you don’t find our kind of people every day,” and, for many of them, our people were one of the primary reasons they joined our company. Rather than use recruiters, we leverage our own associates to engage with colleges, universities, and training programs and seek out the best of the best new hires: those who have the values that are so important to our company culture – performance, passion, caring, enthusiasm, integrity, attitude, and teamwork. Our associates are proud of the people they work with and are willing to go above and beyond for each other and for our company.
  • New Associate Integration: Integrating new associates into Holder’s company culture is one of the most important things we do. Associate onboarding begins even before their first day at work with a personal welcome from their manager, an introductory package in advance, and ensuring their equipment and materials are ready for their arrival. We aim to show them we are prepared and excited for them to join our company. New associates have a full day of orientation, followed by a development roadmap that guides associates through their first full year. Additionally, Holder hosts a two-day, in-person New Associate Forum, focusing on company culture, training and building relationships. This interactive, engaging event presents new associates with an opportunity to spend face-to-face time with and learn from company leadership.
  • Family Environment: Though our company has grown over the years, we work very hard to maintain a small company, family feel. One of the primary ways we do that is by investing time in getting to know each associate personally, understanding what is important to them, and demonstrating through our actions that we care about them both personally and professionally. We are equally inspired by the way our associates care for each other like family members. We win together and we lose together. We celebrate with one another in the good times and care for one another in difficult times. It is our culture of caring that makes us the Holder Family!
  • Performance-Based Opportunity: Holder is a performance-based company with a long-standing reputation for developing great talent and fast-tracking them into positions of greater responsibility. Associates are recognized for outstanding work and extra effort through increased responsibilities, pay, annual bonuses, and promotion. We believe that people learn and grow by doing and by taking on new challenges. With the complex types of projects we manage, associates have opportunities for growth and advancement based on their performance rather than time spent in a given position.
  • Organic Growth: We are committed to growing our company organically, so our business strategy is centered on developing and promoting people from within. This means that identifying, developing, and retaining internal talent is a core competency, and our goal is to develop our associates to their highest and best potential within the company. We build our company around the strengths and talents of our associates as they grow and evolve, and mold the company around the talent as it emerges. Many years of developing our associates and growing tomorrow’s leaders organically have allowed us to perpetuate a strong culture, provide ongoing career opportunities for our associates, and ensure consistent, excellent performance for our clients.
  • Safety Culture and Training: We take our responsibility to send our associates safely home to their families every night very seriously, and we are proud to be one of the safest general contractors in America. Part of Holder’s safety mission is to cultivate passion and awareness, which impacts our associates’ everyday choices, both at work and in their personal lives. To that end, we make comprehensive safety training available to all Holder associates and trade contractors. Although mandatory for associates on our projects, courses such as OSHA 10-Hour, First Aid and CPR training are available to all associates at no cost. We provide the tools, resources, and education each associate needs to take an active role in our safety program.
  • Associate Development Culture: People development is one of our five company goals. We recognize that our people are our most important resource, and we are committed to provide the training, support, and encouragement to develop our associates to their highest potential. We invest a tremendous amount of time and energy in developing and challenging them to be their very best. There are many ways for associates to discover and develop their talents and challenge themselves professionally. We provide multiple methods of delivering training, including formal classes and webinars, on-the-job training, retreats, wikis, leadership development programs, and external training opportunities. But we also recognize that development does not happen solely in a classroom, and we work hard to provide associates with opportunity through work experiences, performance feedback, and coaching.
  • Annual Associate Retreats: Every Holder associate attends a Holder retreat each year for engagement as well as development. These off-site, overnight events are held at a local resort and are MUCH more than a series of training sessions! Associates also enjoy team building, philanthropic activities, organized fitness sessions, evening dinner and entertainment events, and an exhibit hall. The retreats promote camaraderie, giving associates ample time to catch up with old friends and meet new colleagues. This face-to-face time spent building relationships is one of the ways that we strengthen our “one company” culture.
  • Bonus Program: We carry the principle of ‘one company, one team’ through everything we do, and we believe in sharing a portion of company profits with our associates. Bonuses are based on overall company performance rather than team, department, or office performance, and everyone in the company has the opportunity to receive a bonus. At Holder, our bonus program includes every position in the company, including administrative support professionals and our hourly laborers and carpenters. We believe everyone contributes to the company’s success and that we are all much better together as a team than individually.
  • 3:30 Fridays: To help our associates with work-life balance, our company closes at 3:30 p.m. on Friday. This allows our associates to take advantage of reduced traffic and provides some personal time away from the office for personal business or more time with their families.


41% 401(k) match of employee's contribution, up to 6% of an employee's salary75% Company-paid health coverage for employees
45% Company-paid health coverage for dependents 75% Company-paid health coverage for part-timers
25 hours Weekly hours required for part-timers to receive health insurance $5,000 College Tuition Reimbursement


  • 401(k)
  • Pre-tax savings account


  • Free snacks during the day
  • Discount ticket sales
  • Personal travel service
  • Free beverages during the day
  • Car wash


26 days Paid time off after one year of full-time employment Set days Paid sick days after one year of full-time employment


  • Flexible schedule (80% use it)
  • Phased retirement planning (1% use it)
  • Telecommute option (1% use it)


90 days Job-protected maternity leave90 days Average length of maternity leave new mothers take
15 days Job-protected paternity leave15 days Fully-paid paternity leave (does not include personal vacation or paid time off)
15 days Average length of paternity leave new fathers take90 days Job-protected parental leave for adoptive parents
*Not all employees are eligible for parental leave benefits.


  • Lactation room(s)
  • Paid sick leave to care for a child or relative
  • Elder care resources


  • Medical care
  • Vision care
  • Mental health care
  • Dental care
  • Prescription drug subsidy
  • Alternative treatments (such as acupuncture, homeopathy, or chiropractic)


  • Prostate cancer screening
  • Blood pressure screening
  • Cholesterol tests
  • Complete biometric screening

Community Involvement & Philanthropy

$693,068 Philanthropic donations in last year


  • Senior Vice President, Human Resources is accountable to formal diversity goals for employee recruitment and retention
  • Formal programs support professional development for: Women
  • Married employees in same-sex or heterosexual relationships receive the same benefits
  • Non-birth parents in same-sex relationships can take parental leave

Executive Diversity




How to Get Hired

We asked Holder Construction Company 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?

Holder is always looking for the best and brightest talent in the industry. It is our belief that a cultural fit is equally if not more important than the technical skills a candidate may possess.  Some of the characteristics we look for are performance, character, values, motivation, enthusiasm, integrity, attitude, professionalism, confidence and collaboration.

What can prospective employees do to get your attention?

We look for candidates who seek us out, research our company, and come to us with a basic understanding of our business and culture.  For college students, look for us on campuses across the country. Each semester, we send out over 35 internal associates to serve as recruiters on college campuses. Ask to learn about our internship program, which provides participants with a meaningful opportunity to learn by carrying out responsibilities similar to those of an associate. Our intention is to convert 100% of our interns each year to full-time opportunities or to return for another internship. Candidates who come to us with a few years of experience (1-4 years) can initiate their search on the Careers page of our company website.  If you know someone who already works for Holder, that is another great way to be introduced to our organization. 

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

We take an always-looking approach to recruiting because our kind of associate does not come along every day.  This allows us to hire talented people whenever we find them instead of having to wait until there is a need to be filled.  In the coming year we have a special focus on hiring: Preconstruction Engineers who estimate and manage trade scopes of work - Project Engineers who coordinate and manage onsite trade work for a project - Field Coordinators who are responsible for supervising onsite trade work for a project -  Safety Coordinators who are responsible for the safe operations of a project - MEP Coordinators who coordinate the mechanical, electrical, and plumbing trades - Field Engineers who are responsible for the field layout and surveying on jobsites - Carpenters who are responsible for performing onsite trade work - Laborers who carry out various tasks essential for the project.

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

If you’re interested in a career with Holder, and will be graduating soon, the best way to get noticed is to visit us at one of the campuses where we recruit. Each year we visit 20 or more college campuses. A full list of those universities can be found on our website. Candidates who come to us with a few years of experience should begin with our website, which publishes opportunities year round. If you know someone who already works for Holder, that’s another great way to be introduced to our organization; associates are encouraged to seek out the kind of people they want to work alongside. Our associates value the ability to work among the best in the business and enjoy the opportunity to bring other talented candidates into the Holder family.

hiring Outlook

125 Job openings forecast for coming year 10% Job Growth
31 Average applicants per opening 3,786 Applications received
279 Positions filled in past year 25% New hires by employee referrals
122 New positions created 157 Jobs filled by current employees
Yes Recruits on college campuses 37 New graduates hired
12% Voluntary turnover for full-time employees
* All figures refer to 12-month period prior to reporting, unless otherwise noted.

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