Employees are underpaid while active hiring for new talent proceeds without first bringing existing staff up to fair market value OR giving existing employees the opportunity to promote from within. Woolpert also markets a premier medical/dental benefits package to justify why salary rates are lower.
There's a very correct emphasis on culture and diversity but that emphasis markets how Woolpert WANTS to be perceived, not how it is. I've also noticed employee clubs/clicks, like back in high school... if you're not in the club, you can feel it if/when team members interact with you, which is directly against Woolpert's emphasis on a welcoming/inclusive culture.
Performance ratings weigh considerably on peer feedback rather than achieving measurable business goals. So don't count on a stellar review or a promotion just because you're a high performer. In fact, you may be assigned performance improvement measures if your soft skills don't delight your team while you deliver on all product/solution assignments. If/when it's time for a pay raise/promotion, the salary increase amount is a percentage based on your current, below-market pay bracket and your last performance review, which could be lower to avoid having to give higher pay increases (i.e., a higher rating will be saved for if a promotion isn't due).
Going to HR with concerns is discouraged through management actions or futile because HR can't do anything about what's happening, and you'll probably notice repercussions for speaking up, like being penalized for not being a team player or being unable to welcome constructive criticism (both explicit business goals).
