Diversity, Nice people, interior-design heavy - Architectural Designer Rockwell Group Employee Review

4.0
15 Jan 2024
Recommend
CEO approval
Business outlook

Pros

This is not a firm with over-inflated egos and yelling divas/starchitects. The studio head is genuinely nice and respectful to all of its staff, and so is David Rockwell if he passes you even briefly. This sounds like it's the bare minimum, but having worked at other architecture firms, this is a breath of fresh air. Nearly all senior staff in my particular studio are p.o.c. and/or women, which is so rare in this industry, leading to true, not tokenized, diversity. If you love to work on architectural interiors, this is the firm for you, as its their bread-and-butter work. The pay at this firm is a little above average compared to other places. (not their benefits, however)

Cons

Depending on the project and studio, there will be long and unpaid overtime hours. This unfortunately is still a reality in this field, not just at this particular firm. Although there is less stratified hierarchy and ore transparency at the firm compared to other architecture firms, it feels like a lot of times the interior designer have more say in the design than the architects do, while the architects, with their more technically proficient skills in softwares, are just used as laborers that do 3D modeling and CAD under the instruction of the interior designers. Benefits here are average to below average. You really have to go out of your way to ask/negotiate for them.

Explore other reviews about Rockwell Group

5.0
31 Mar 2025
Recommend
CEO approval
Business outlook

Pros

internship on my resume and learned things

Cons

didnt do actually investment banking

2.0
21 Apr 2026
Anonymous employee
Recommend
CEO approval
Business outlook

Pros

Interesting and high-visibility projects. The company has strong industry recognition and a reputable brand.

Cons

No matter how much effort you put in, studio leadership often has little visibility into individual contributions. Significant time investment—even sustained 100-hour workweeks over multiple months—does not lead to recognition or compensation. Work quality alone is not enough. Recognition tends to depend more on self-promotion and communication than on actual output. As a result, contributions can go unnoticed or be misattributed. There are also concerns around accountability. In some cases, senior staff disengage during critical deadlines yet still receive credit for completed work. This creates an uneven and discouraging environment for those carrying the workload. The culture appears to prioritize internal politics over merit. Attempts to raise concerns through HR have not led to meaningful change. When individuals who contribute to revenue are protected despite toxic behavior, it leaves others to absorb the negative impact. Overall, this dynamic leads to burnout, lack of recognition, and limited trust in leadership processes.

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