At Milhouse Engineering & Construction, Inc., 91 percent of employees say their workplace is great.

EMPLOYEE RATINGS

     

This review is based on 125 employee surveys, with a 90% confidence level and a margin of error of ± 4.44. It was published on Sep 21, 2017. 614 Visitors

What Employees Say

People celebrate special events around here.
98%
 
Management is honest and ethical in its business practices.
94%
 
Management trusts people to do a good job without watching over their shoulders.
93%
 
I feel good about the ways we contribute to the community.
93%
 
Management is approachable, easy to talk with.
92%
 

What They Do

We asked Milhouse Engineering & Construction, Inc. to explain what they do. Here is what they had to say.

We provided full-service engineering and architecture services:civil, mechanical, electrical, architectural, structural, and construction management services. We want to be a positive impact and improve communities around the world. We services multiple industries: aviation, building facilities, gas, power, transportation, and water/wastewater.   

About this Company

Website: http://www.milhouseinc.com/ Industry: Engineering
US Headquarters: Chicago, Illinois, 60605 US Sites: 5
Major Locations: Merrillville, Indiana, 46410; Oak Brook, Illinois, 60181; Silver Spring, Maryland; Atlanta, Georgia US Employees: 203
US Revenues: $24.4 million Worldwide Revenues: $24.4 million
Employees Worldwide: 203 Corporate Structure: Private
Founded: 2001

Milhouse JP Morgan Run 2017

Perks and Programs

We asked Milhouse Engineering & Construction, Inc. to share a few programs they feel really capture what's unique about their workplace. Here is what they had to say.

  • Wellness Program: Wellness program give employees many perks: lower medical premiums, wellness coaching session, smoothies, daily healthy snacks, daily fruit, gym membership discounts, workout with the CEO, quarterly massages, fitness competitions with prizes and more.
  • Milhouse Perks: We have a website for employees to utilize to get discounts from over 120K vendors. From meals, to the movies, to flowers, rental cars, hotel, and flight reservations.
  • Monthly Socials: Every month the company provides a social for all employees to enjoy and connect with employees outside of the office. Baseball games, bowling, 5Ks, clubs, boat rides, gaming, and much more.
  • Bi-Weekly Lunch & Learns: Every other Friday the company pays for all employees to enjoy lunch n learns. Over the fall and winter quarters, we have subject matter experts come in and teach different topics enabling employees to earn the professional development hours needed to gain or maintain their licenses. The Learning session allows the employees to share their knowledge with the organization.
  • Casual Thursdays & Fridays: Every Thursday and Friday we wear casual clothing, on Fridays it is also called Orange Friday where employees are encouraged to wear the company color in unity. Over the summer, every day is casual wear unless a meeting dictates otherwise.
  • Year Supply of Diapers: New parents received a year supply of diapers upon birth or adoption of an infant.
  • Employee Assistance Program: All employees have access to the employee assistant website. They have unlimited access to articles and other resources on topics such as finances, parenting, alcohol, drugs, and more. Employees can call in confidentially to get questions answered.
  • 401K Match: Milhouse provides up to a 4% match to employees contribution.
  • Transit: We give employees access to a pre-tax benefit to get CTA and RTA (Train and Bus) passes so that they can travel to work at a lower cost.
  • Flexible Spending Account: We give access to a flexible spending account so that they can have pre-tax dollars for medical and dependent expenses.

COMPENSATION BY THE NUMBERS

$55,005 Average salary and additional cash compensation for Assistant Engineer 4% Average 401(k)/403b company contribution per employee
80% Company-paid health coverage for employees (for 45) 70% Company-paid health coverage for dependents (for 50)
80% Company-paid health coverage for part-timers 30 hours Weekly hours required for part-timers to receive health insurance
$5,000 Average Tuition Reimbursement $5,000 Maximum Tuition Reimbursement
2016 CANstruction_Team Photo

WORK-LIFE BALANCE BY THE NUMBERS

22 days Paid time off after one year of full-time employment Set days Paid sick days after one year of full-time employment
22 Days Paid time off as of first day of full-time employment

WORK-LIFE BALANCE PROGRAMS

  • Flexible schedule (100% use it)
  • Subsidized On- or Off-site Fitness (80% have access)
  • Onsite Amenities (Always striving to exceed industry standards and the needs of our employees, Milhouse continues to offer a generous paid time off (PT0) policy to employees, who also are eligible to win bonus PTO throughout the year. Other Milhouse perks and benefits remain in place, including: Employee Assistance Program to help employees navigate lif es sometimes tumultuous terrain. Pre-taxed public transportation assistance offers economical convenience to commuting employ ees and a reduced carbon footprint to the environment. Lunch & Learn technical sessions (every other) Fridays offers professional staff members an inhouseopportunity to earn professional development hours at no cost to them. The sessions come with a catered, complimentary lunch. In the summer we don't have session but we still provide free lunch (every other) Fridays for employees to enjoy. Casual Thursdays & Fridays (casual every-day in the summer) and discounted movie tickets help promote the highly sought work-life balance among the staff. Deferred compensation allows Milhouse employees to efficiently save for their future with a 401(k) plan. Milhouse generously matches up to 4% of employees contribution. Employee Service Awards program to include a personalized plaque after one year of service. Employees with three years of service select a gift from a brochure. Employees receive a diamond lapel logo pin and when they reach five, 15, and 20year anniversaries. The number of diamonds increases with years of service. Employees who reach the 10year milestone receive a Milhouse logo engraved Movado watch. All gifts are presented to employees by their managers to foster a more celebratory atmosphere. Other innovative steps taken to express appreciation include celebration songs played overhead in the corporate office when a team wins a contract. We also have a Wellness program: Fruit every morning, Healthy snack every afternoon, monthly wellness coaching, quarterly massages, discounts to medical costs, and smoothies. We also have employer paid monthly socials for all employees to enjoy and a large holiday party at the end of the year that we fly employees in to make sure they have the chance to enjoy. We also have a mentoring program- Each new employee hired will get a mentor, who is another Milhouse employee to help show them the ropes and help them get engaged in the culture faster. Mentors get public/media accolades, and receive 4 bonus points on reviews for being an unofficial leader of the company. All employee get 16hrs of paid training a year, we heavily encourage growth and development by proving employer paid training. We provide a year supply of diapers for new parents.)

FAMILY CARE BY THE NUMBERS

60 days Job-protected maternity leave (including FMLA/STD) 60 days Average length of maternity leave new mothers take
60 days Job-protected paternity leave (including FMLA)10 days Average length of paternity leave new fathers take
60 days Job-protected parental leave for adoptive parents (including FMLA)

FAMILY CARE PROGRAMS

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

HEALTH INSURANCE COVERS

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

Community and Environmental Impact

$24,750 Philanthropic donations in last year

Diversity

  • Human Resources Manager is responsible for the success of formal recruiting and retention diversity goals
  • Written policy prohibits discrimination based on (at a minimum) age, disability, race/ethnicity, religious beliefs, gender and sexual orientation
  • 12 events a year connect employees with peers from different racial/ethnic, religious or country-of-origin identities
  • Non-birth parents in same-sex relationships can take parental leave

Leadership Diversity

 

Workforce Diversity

 
Employees At Work

DEMOGRAPHICS

 
Milhouse Mentors

How to Get Hired

We asked Milhouse Engineering & Construction, 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?

Was the application completed in its entirety? Was a professional resume presented and/or uploaded during the online application process?  Some red flags will include things such as “see resume” or simple yes or no answers to questions that require a clear and concise answer.  Another red flag we look for is when candidates cut and paste from their resume to answer questions or populate fields in the online application.  Another key characteristic we look for is how a candidate follows up after the application submission, pre-and post-interview.  Whether the candidate calls to ensure their application was received and asks questions regarding the interview process. Interview prep, how well did they research the company and prepare key questions for the position they applied for?  Did the candidate provide solid answers and give good examples to questions asked of them during the interview? Also, follow up post interview, thank you message etc.

What can prospective employees do to get your attention?

if qualified, should remain persistent yet professional throughout their pursuit of a new position.  This includes the application, pre-and post-interview follow up, etc. Resume content should represent career objectives and the job they're seeking. Prospective employees should attempt to stand out and/or be creative.  Figure out what they can do differently than other candidates to get noticed. Make certain their resume “pops” or highlights specific competencies related to the job. Remove anything from their resume that may confuse the reader such as short-term roles unrelated to the position they’re pursuing. Some employment gaps are better explained during the in-person interview.  Prospective employees should also know, without a doubt, why they applied for a specific role and why they are a fit. Prospective candidates should also know their skill level and have the ability to convincingly convey to hiring authority why they would be an asset to the team. 

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

We are focused on candidates who are a match to core competencies required for various positions including MEP electrical, mechanical engineering skills, Power electrical, protection, design, substation engineering skills, Civil CADD, structural, architectural, transportation, aviation, gas distribution, design, and water/wastewater engineering skills.  Additionally, we look for candidates who are or have the desire to be SME’s in their specific field.  We focus our recruiting efforts on candidates who exude passion, enthusiasm, and confidence in their abilities.  Candidates that have a willingness to learn and stay informed with emerging trends in technology, innovators.  We also look for candidates with a proven track record of success with their previous employers. We value employee referrals as well, especially in cases where we have very niche or hard to fill requirements, These candidates are usually very passive and not necessarily looking for new opportunities, so we may have to recruit outside of traditional methods.

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

Interested candidates should visit our website careers section at milhouseinc.com/careers/opportunities/.  Interested candidates should also read job descriptions very carefully before applying for positions. Once candidates apply for their desired job, they attempt to call the company directly and ask for the recruiter and/or the HR Representative to ensure that their information; completed application and resume were received and is being reviewed by the appropriate person or dept.  During the call, the candidate should also ask questions about the position and be prepared to answer questions regarding their qualifications as it relates to the position they applied for, and conclude whether they are qualified and if so, discuss next steps in the process. After a pre-screen is done by the recruiter and an in-person interview is scheduled, the candidate should visit the company website to gain more knowledge of the company and prepare good questions for their upcoming interview.

hiring Outlook

105 Forecasted positions to fill in coming year 25% Job Growth
33 Average applicants per opening 4,394 Total job applicants
35% New hires by employee referrals 5% Openings filled by current employees
10 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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