At Power Home Remodeling Group, 97 percent of employees say their workplace is great.

EMPLOYEE RATINGS

     

This review is based on 751 employee surveys, with a 90% confidence level and a margin of error of ± 2.26. It was published on Sep 12, 2016. 23596 Visitors

What Employees Say

Management is competent at running the business.
99%
 
There is a "family" or "team" feeling here.
98%
 
People care about each other here.
98%
 
Management has a clear view of where the organization is going and how to get there.
98%
 
People here are willing to give extra to get the job done.
97%
 

What They Do

We asked Power Home Remodeling Group to explain what they do. Here is what they had to say.

Power Home Remodeling is the nation’s second-largest residential exterior remodeling company, specializing in energy-saving retrofits, including replacement windows, doors, siding, roofing, solar panels and attic insulation. Driven by our culture, Power was named No. 1 Best Place to Work for Millennials in 2015.  

About this Company

Website: www.powerhrg.com Industry: Construction & Real Estate
US Headquarters: Chester, Pennsylvania US Sites: 12
Major Locations: Rosemont, Illinois; Greenbelt, Maryland; Iselin, New Jersey; Wilton, Connecticut; Melville, New York; Watham, Massachusetts; Atlanta, Georgia; Detroit, Michigan; Houston, Texas; Dallas, Texas US Employees: 1,736
US Revenues: $367.0 million Worldwide Revenues: $367.0 million
Corporate Structure: Private Founded: 1992

Power’s annual company-wide trip to Mexico

Perks and Programs

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

  • Annual Mexico Trip: Power's annual trip to Mexico is the best example of how the company encourages fun and camaraderie among employees. In addition to three days of rest and relaxation, the trip includes a variety of opportunities for all Power employees to meet and mingle with senior management as well as colleagues based in different locations. Power hosts several events throughout the trip, such as the Power Olympics — a series of beachside competitions that pit offices against one another, the end-of-trip program produced by senior management that recognizes company and employee achievements, as well as surprise celebrity performances.
  • Power Veterans Initiative: As part of Power’s overall mission, the company is deeply committed to honoring the service men and women who protect our country, and places a great emphasis on giving back through community outreach efforts and collaboration with charitable, nonprofit organizations. A new and exciting example of this mission-driven mindset is the company’s program, Power Veterans Initiative (PVI), which focuses on the recruitment and employment of millennial veterans, as well as community service outreach in its 12 territories across the country.
  • Leadership Conferences: Quarterly, the senior most leaders at Power host leadership conferences at various destinations throughout the country with the objective of bringing a few hundred of the company’s future leaders together to share insight into future company expansion, new product launches, updated recruitment objectives and general operations initiatives. During these conferences, Power often brings in third parties to help further influence positive attitude and behavior. Some recent examples include John Calipari, basketball coach for the University of Kentucky, as well as Wayne Gretzky, former NHL player.
  • Employee Referral Program: Power developed a methodical employee referral program where current employees are incentivized with $2,000 for every referral the company decides to hire, once they are employed at Power for 90 days. Throughout the year, the company often runs promotions where employees can make up to $20,000 for three referrals in a specific time frame. Power employees genuinely enjoy what they're doing and in turn, employees are more encouraged to refer someone they know to the company. In 2015, 56% of Power's new hires came through employee referrals.
  • Power Month for Alex's Lemonade Stand Foundation: Power is a national sponsor for Alex's Lemonade Stand Foundation (ALSF) and hosts a variety of fundraising initiatives throughout the year on the organization's behalf. The most successful of these, “Power Month for Alex’s,” was created five years ago in an effort to encourage employees to personally become more involved and invested with the Foundation beyond Power’s sponsorship. Power Month takes place each June to complement ALSF’s Annual Lemonade Days (the first weekend of June every year) and is comprised of several Power-designed, energy filled, and inspired initiatives throughout the month.
  • Mentorship Program: Power has a methodical mentorship program that starts the first day an employee is hired, which includes assigning each new hire a personal mentor who will provide guidance, support and encouragement to achieve more, every step of the way.

COMPENSATION BY THE NUMBERS

$57,500 Average salary and additional cash compensation for Contact Center $58,000 Average salary and additional cash compensation for Marketing
5% 401(k) match of employee's contribution, up to 5% of an employee's salary80% Company-paid health coverage for employees
10% Company-paid health coverage for dependents

COMPENSATION PROGRAMS

  • 401(k)
  • Pre-tax savings account

PERKS TO MAKE LIFE EASIER

  • Free snacks during the day
  • On-site package/mailing service
  • Discount ticket sales
  • Dry cleaning
  • Free beverages during the day
  • Massage therapy
  • Car wash
  • Personal travel service
First annual Power Women's Summit

WORK-LIFE BALANCE BY THE NUMBERS

10 days Paid time off after one year of full-time employment 7 days Paid time off after one year of part-time employment
5 days Paid sick days after one year of full-time employment 4 weeks Unpaid sabbatical after 2 year(s)

WORK-LIFE BALANCE PROGRAMS

  • Flexible schedule (35% use it)
  • Telecommute option (35% use it)

FAMILY CARE BY THE NUMBERS

60 days Job-protected maternity leave60 days Fully-paid maternity leave (does not include personal vacation or paid time off)
20 days Average length of maternity leave new mothers take7 days Job-protected paternity leave
7 days Fully-paid paternity leave (does not include personal vacation or paid time off)3 days Average length of paternity leave new fathers take
5 days Job-protected parental leave for adoptive parents5 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.

FAMILY CARE PROGRAMS

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

HEALTH INSURANCE COVERS

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

ONSITE HEALTH BENEFITS

  • Flu shots
  • Subsidized offsite gym memberships
  • Fitness center (only at headquarters)

Community Involvement & Philanthropy

$400,000 Philanthropic donations in last year

Diversity

  • VP of Human Resources is accountable to formal diversity goals for employee recruitment and retention
  • Formal programs support professional development for: Women; Lesbian, gay, bisexual or transgender employees; Disabled employees
  • 3 events a year connect employees with peers from different racial/ethnic, religious or country-of-origin identities
  • Married employees in same-sex or heterosexual relationships receive the same benefits
  • Non-birth parents in same-sex relationships can take parental leave
Event for all 1,750 Power employees at The Fillmore in Philadelphia the night before the company's Mid-Year Kickoff Meeting at The Kimmel Center

Demographics

 
Operations Team at Leadership Conference in Cancun

How to Get Hired

We asked Power Home Remodeling Group 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?

Power remains focused more on an individual’s personality, what drives them and what challenges they’ve had to overcome in their life versus pedigree or educational background. At most companies, they look for a person with a certain skill set or predisposition for the type of job they are looking to fill, but at Power it’s almost the opposite. We have found that hiring someone based on character can make all the difference. Skills will develop with in-depth and proper training. To find these candidates, our process includes a personality profile that reveals the key traits we are seeking, which typically include integrity, passion, optimism, positivity, being hard working and trustworthy, leadership qualities and resilience.

What can prospective employees do to get your attention?

Power approaches the interview process differently than many companies. A potential candidate who seems to view the interview process as less of an opportunity to rattle off a list of accomplishments, strengths and weaknesses, and instead, a chance to show true leadership potential and work ethic, would definitely draw Power's attention. Potential candidates should take the time to think through examples of instances when they've had disagreements or conflicts that they were able to successfully resolve and find a way to communicate past experiences that show that when under pressure, they know how to find a solution to a problem.  

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

In 2017, we will be proactively looking for candidates in a few industries, including IT, communications, events, and operations as well as sales and marketing. 

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

Visit www.workatpower.com for more information about Power's culture and career opportunities. 

hiring Outlook

121 Job openings forecast for coming year 15% Job Growth
519 Average applicants per opening 44,134 Applications received
358 Positions filled in past year 53% New hires by employee referrals
50 New positions created 40 Jobs filled by current employees
Yes Recruits on college campuses 40 New graduates hired
25% Voluntary turnover for full-time employees 25% Voluntary turnover for part-time employees
* All figures refer to 12-month period prior to reporting, unless otherwise noted.

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