At LONG Building Technologies, Inc., 90 percent of employees say their workplace is great.



This review is based on 204 employee surveys, with a 90% confidence level and a margin of error of ± 4.04. It was published on May 1, 2018. 1723 Visitors

What Employees Say

This is a physically safe place to work.
I'm proud to tell others I work here.
I am able to take time off from work when I think it's necessary.
Management is honest and ethical in its business practices.
I feel good about the ways we contribute to the community.

What They Do

We asked LONG Building Technologies, Inc. to explain what they do. Here is what they had to say.

We combine the best in building automation, HVAC equipment, mechanical service, security solutions and parts to provide a simple solution for maximum building performance and peace of mind.

About this Company

Website: Industry: Construction
US Headquarters: Littleton, Colorado, 80120 US Sites: 15
Major Locations: Anchorage, Alaska, 99518; Littleton, Colorado, 80120; Salt Lake City, Utah, 84123; Casper, Wyoming, 82601; Renton, Washington, 98057; Colorado Springs, Colorado, 80918; Billings, Montana, 59101; Buffalo, Wyoming, 82834; Las Vegas, Nevada, 89118; Portland, Oregon, 97202 US Employees: 395
US Revenues: $142.8 million Worldwide Revenues: $142.8 million
Corporate Structure: Private Founded: 1965

Career Fair in Seattle

Perks and Programs

We asked LONG Building Technologies, Inc. to share a few programs they feel really capture what's unique about their workplace. Here is what they had to say.

  • Wellness Reimbursement Program: LONG's wellness initiative offers up to $300 per employee toward the purchase of something related to physical activity - from golf clubs to tennis shoes, fishing poles to gym fees, this program is meant to inspire healthy lifestyles for all employees in whatever activity they enjoy.
  • LONGBoarding Program: The LONGBoarding program encompasses a new hire's entire experience coming on board with LONG and being integrated into the LONG culture. Our spokes-robot, HAL (stands for Here At LONG), represents the employment culture and is part of communicating to employees about programs and benefits LONG offers.
  • Stop-Work Program: Safety is top of mind at LONG and all employees are empowered to stop work if they feel a situation or working condition is unsafe without fear of negative repercussions and notify a supervisor immediately to help rectify the safety concern. This is communicated to all employees from the president, Mark Balent, and supported by all leaders in the company.
  • LONG Coin Program: Meant to provide a vehicle for peer-to-peer recognition, any employee of LONG can nominate any other employee (except their own manager) for a LONG Coin to recognize and thank him/her for going above and beyond. Coins are branded with the LONG logo and delivered by the nominator as a token of appreciation. Coin recipients are recognized in a monthly Employee Recognition newsletter with the nomination included so employees can read about the great work happening all over the company.
  • Employee of the Month Program: Managers are able to nominate employees on their team for their outstanding work each month and those recognized receive a $100 gift card and a logo'd LONG pen. Nominations are included in the monthly Employee Recognition newsletter sent company wide.
  • Mentor Program: As part of the LONGBoarding program, new employees are introduced to their mentors in their offices and/or functional areas. Mentors are identified by LONG leaders and trained to be an unofficial guide, helping new employees integrate into the LONG culture. Mentors act as another resource to reach out to and be a connection outside of their supervisor for day-to-day questions.
  • Safety Equipment Reimbursement Program: For employees working on job sites, having durable, high-quality safety equipment is paramount to LONG. LONG offers reimbursement of up to $150 every other year toward the purchase of prescription safety glasses and up to $200 every year toward the purchase of work boots.
  • Education Assistance Program: Up to $10,000 is available for employees who have been with the company for at least one year and are in good standing with the company toward the pursuit of a job-applicable degree or certificate. Our program works more like a scholarship rather than a traditional tuition reimbursement, so LONG makes payments directly to the school as the semester starts, rather than employees needing to come up with the funds and wait until grades are issued to get the benefit. A 3.0 GPA for that semester funds the next semester and so on.
  • Profit Sharing: LONG shares its profits with employees (non-union and non-sales) as a thank you for their contribution to a profitable year and paid out on Black Friday so employees can take advantage of the shopping deals.
  • Wellness Program: LONG's wellness program is spearheaded by the wellness committee who coordinates events and activities across the company, as well as distributes a monthly newsletter. For completing certain activities, points are issued toward a goal that would qualify employees for a discount on their medical premiums.
Utah team volunteering at local food bank


18 days Paid time off after one year of full-time employment 6 days Paid sick days after one year of full-time employment


84 days Job-protected maternity leave (including FMLA/STD) 84 days Job-protected paternity leave (including FMLA)


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

Community and Environmental Impact

$52,000 Philanthropic donations in last year


  • HR Director oversees diversity and inclusion practices
  • Written policy prohibits discrimination based on (at a minimum) age, disability, race/ethnicity, religious beliefs, gender and sexual orientation

Workforce Diversity

2017 LONG 5k for Little Hearts


HR team after completing an escape room

How to Get Hired

We asked LONG Building Technologies, Inc. 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?

Though some positions certainly require knowledge and certain aptitudes – mechanical or technical, for instance – to perform, LONG often hires based off a person’s work ethic and can-do attitude. We look for candidates who are driven, adaptable, resourceful, detail-oriented and quick learners.

What can prospective employees do to get your attention?

Candidates who still take the time to put together a cover letter that really addresses LONG and the position, and why they are applying, really stand out in the mix of all the other candidates. We like to see that candidates have taken the time to research the company, via our website/Glassdoor/LinkedIn/Facebook/Etc. It also helps if a person calls with a follow-up to an application as that gets them front-and-center in our screenings.

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

Our big hiring focus continues to be on candidates who are looking for long-term career opportunities with growth. We at LONG pride ourselves on growing our employees into more senior level and management positions over time, so those candidates who expressly state they are looking for long-term growth opportunities stand out to us. Types of positions that are a big focus for us include: Controls Technicians, Service Technicians, Account Executives, Estimators, and Project Managers.

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

As previously mentioned, a good starting point is researching the company. Our website provides great information about who we our – including the Three Cs – as well as what we do. Glassdoor is an excellent resource for perspective candidates to find out what current and past employees have to say about working for LONG, and social media – Facebook, LinkedIn, and Instagram – showcase things like community involvement, events, training, promotions, etc. From there, researching available positions, applying, and reaching out to the recruiter would be the next steps.

hiring Outlook

90 Forecasted positions to fill in coming year 5% Job Growth
22 Average applicants per opening 2,300 Total job applicants
20% New hires by employee referrals 6% Openings filled by current employees
6% Voluntary turnover for full-time employees
* All figures refer to 12-month period prior to reporting, unless otherwise noted.

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