At Power Design, Inc., 97 percent of employees say their workplace is great.



This review is based on 691 employee surveys, with a 90% confidence level and a margin of error of ± 2.43. It was published on Sep 26, 2018. 8361 Visitors

What Employees Say

This is a physically safe place to work.
I feel good about the ways we contribute to the community.
I'm proud to tell others I work here.
When I look at what we accomplish, I feel a sense of pride.
Management is competent at running the business.

What They Do

We asked Power Design, Inc. to explain what they do. Here is what they had to say.

We are one of the leading electrical contractors in the nation. Since 1989, we have operated as a family-run business built on an unbending foundation of quality service, innovation and loyalty to our employees and customers.

About this Company

Website: Industry: Construction
US Headquarters: St. Petersburg, Florida, 33716 US Sites: 2
Major Locations: Miami, Florida, 33132; Washington, District of Columbia, 20003; Nashville, Tennessee, 37203; Atlanta, Georgia, 30349; Denver, Colorado, 80202; Dallas, Texas, 75201; Houston, Texas, 77002; Austin, Texas, 78701; Fort Lauderdale, Florida, 33301 US Employees: 1,729
US Revenues: $470 million Worldwide Revenues: $470 million
Corporate Structure: Private Founded: 1989

We spun into the summer with an outdoor spin class by the lake!

Perks and Programs

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

  • ACE Awards Program: At Power Design, our values are our compass, and the managers here exemplify that, leading the way for employees to follow. Employees at all levels (from executives to individual contributors) participate in the Answering the Call for Excellence (ACE) Award Program, a recognition program for those employees who demonstrate our core values: integrity, accountability, teamwork, innovation and growth. Whenever an employee witnesses another employee demonstrating on of Power Design’s core values, they can nominate them for an ACE award. Both the employee that nominated someone and the employee who was nominated will be entered into a quarterly drawing. Quarterly drawings are held in which five winners receive a special ACE polo shirt and 15,000 points through our new rave program, where they can redeem points for PTO, merchandise, vacations, gift cards and more!
  • Best Practices for Field Operations: Power Design's Best Practices for Field Operations guide and program enhances its ability to consistently provide a high-quality product, on time, to customers. All operations employees complete online best practice training and assessments and have 24/7 access to these helpful guides via interactive displays at its headquarters location, as well as a custom website and app.
  • Power Up Challenge: Power Design’s company-wide program to reinforce training materials and company initiatives all while giving employees regular opportunities for $500 cash prizes. Employees who provide correct answer(s) to Power Up Challenges are entered into drawings for cash, PTO, or employee-preferred parking.
  • Health & Wellness Program: We have an entire wellness team dedicated to promoting and assisting with work/life balance for our employees. From our fully-equipped, state-of-the-art fitness center to group fitness classes, wellness classes, personal training sessions and more, we are committed to providing employees with the support they need to maintain a happy, healthy lifestyle. There is a lot of fun involved, too – from our on-site basketball, volleyball and pickleball courts to our ping pong table that always seems to be in use.
  • Project V5: Project V5 is series of charitable programs designed to help us put our five (5) values in action. Power Design donates the proceeds from scrap metal collected at our jobsites and donates them directly to local charities. This is PDI's way of giving back to the people in our communities who need it the most. Donating to Project V5 is required for all Power Design projects. Project V5 is also what we consider our global philanthropic efforts, which include more than just donations – employees get together regularly to volunteer at various charitable activities and efforts.
  • Service Awards: Our service award program offers monetary and apparel rewards for team members who reach milestones in their employment at Power Design (those who have reached 3, 5, 10, 15 and 20 years of service), as well as a plaque recognizing their achievement. Monthly anniversaries and years of service are broadcasted on our high-tech TV display system throughout the GRID so that those who pass by always know who to congratulate! With rave, our internal recognition platform, anniversaries are announced and celebrated in an online newsfeed where employees can congratulate each other, and receive points from their managers on milestone anniversaries that they can redeem for PTO, merchandise and more!
  • Company Events: We host several major events throughout the year for our employees both on- and off-campus. In the field, we host annual Power Outage family events (such as all day at a waterpark with expenses included and gift bags) and Field Connections on the job site, which are lunches provided for the entire job site with prize wheels (usually containing $100-$500 per spin). On campus, we have our annual Costume Contest event, our WIG (Wildly Important Goals) Awards Celebration, our BBQ Brawl (where teams go head-to-head to raise money for charity), and much more!
  • Decide to Drive: Nothing is more important to us than the safety of our employees and making sure they get home safely every day. Our Decide to Drive program is a safe driving initiative that encourages everyone to drive safely and to never drive distracted. We also have a Safe Ride solution in place which everyone in the company is signed up for. If an employee finds themselves in a situation where it would be unsafe to drive home (or see another employee or friend/family member in need), they just use their corporate Safe Ride account (through Lyft), and the ride is on us. For every national holiday, we provide employees with safe-driving codes (Uber and Lyft) that they and their loved ones can use to get home safe. We also provide Uber/Lyft codes during company events to ensure everyone gets there and back safely.
  • rave: Every employee has a voice, and we want those voices to be heard. Especially when someone is doing an awesome job. In 2018, we launched a brand new recognition platform that makes recognizing a coworker or direct report easier than ever, and more transparent! In rave, employees can recognize each other for achievements, milestone anniversaries, birthdays, and accomplishments (like graduations and licenses). Within rave, managers can award employees with points that can be redeemed in the rave catalog for PTO, merchandise, gift cards and more! The platform allows employees to upload media files like gifs to add extra flair and excitement in the rave newsfeed, all from their computer or the free mobile app.
  • Zero-In: We zero-in on what matters most: employees making it home safely every day. Our Zero-In safety initiative requires our field team to take a pledge, committing to the PPEs of safety: Practice it. Promote it. Expect it. Those who sign, promise to never leave safety to chance. We believe that it pays to be safe, so every year we give away a brand-new truck to the winner of our Zero-In safety contest in which all superintendents and foremen who meet specific safety/QC requirements are eligible to win. In 2017, we enhanced the program to include a line of Zero-In branded apparel for the field that included safety vests, gloves, sunglasses, and shirts. We shipped out safety kits to all of our field employees to increase awareness.


$59,802 Average salary and additional cash compensation for Electrician/Mechanic $81,428 Average salary and additional cash compensation for Foreman
3% Average 401(k)/403b company contribution per employee70% Company-paid health coverage for employees
42% Company-paid health coverage for dependents
We like to award our employees for doing a good job by inviting them to participate in First Friday challenges like this one, where you had to shoot a hockey puck into the goal for the chance to win $1,000.


14 days Paid time off after one year of full-time employment 10 Days Paid time off as of first day of full-time employment


  • Flexible schedule (5% use it)
  • Telecommute option (5% use it)
  • Subsidized On- or Off-site Fitness (43% have access)
  • Onsite Amenities (Group fitness classes (indoors and outdoors), certification classes (like CPR and AED), wellness coaching, yoga, pilates, POUND, boot camp, on-site car washes and haircuts, dry cleaning pick-up and delivery, free coffee and tea, fresh fruit, bagels every week and breakfast pizza once a month.)


90 days Job-protected maternity leave (including FMLA/STD) 60 days Average length of maternity leave new mothers take
90 days Job-protected paternity leave (including FMLA)5 days Average length of paternity leave new fathers take
90 days Job-protected parental leave for adoptive parents (including FMLA)*


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


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

Community and Environmental Impact

$218,175 Philanthropic donations in last year $500 Total company-matched employee donations in last year
Corporate Property Manager Leads environmental impact team Third-Party Conducted Environmental impact audit
Yes Sustainable commuting program Yes Carbon offset program
Yes Recycling program


  • Chief People & Culture Officer oversees diversity and inclusion practices
  • Written policy prohibits discrimination based on (at a minimum) age, disability, race/ethnicity, religious beliefs, gender and sexual orientation
  • Formal programs (such as resource groups, mentorship, networking, or other affinity groups) support professional development for: Speakers of English as a second language
  • Non-birth parents in same-sex relationships can take parental leave

Leadership Diversity


Workforce Diversity

Major skills deserve a major name, so we rebranded our coordination department, and threw them a party officially introducing them as Virtual Design and Construction.


We hold quarterly PM Pulse meetings for our operations team where they can ask questions, get advice, participate in sports challenges and even happy hour.

How to Get Hired

We asked Power Design, 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?

Alignment with the corporate values, positive attitude, professionalism, preparedness, high level of engagement during the process, highly motivated and driven, ability to effectively communicate, flexibility and adeptness to change, supporting evidence of business results achieved, positive references, and ability to operate in an environment that embraces continuous improvement.   

What can prospective employees do to get your attention?

We love when candidates connect with us via social media (such as LinkedIn, Facebook and Twitter), utilize their network to find common connections within Power Design (as our employee referrals are a large source of new hires), and have a polished resume (stable tenure, relevant experience, attention to detail, etc.).

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

We're experiencing tremendous growth, so engineers, field supervisors (electrical superintendents and foremen), as well as licensed electricians, are our main focus. Following that, project management/operations roles and then support roles.

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

Visiting our careers page ( is a great place to start! It contains a list of current openings and provides insight in to life at Power Design. Candidates are also encouraged to follow us on our social media pages (Facebook, LinkedIn, Twitter, YouTube and Instagram).

hiring Outlook

700 Forecasted positions to fill in coming year 30% Job Growth
35 Average applicants per opening 18,395 Total job applicants
57% New hires by employee referrals 25% Openings filled by current employees
20 Recent graduates hired 10% Voluntary turnover for full-time employees
* All figures refer to 12-month period prior to reporting, unless otherwise noted.

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