Two Cary companies are among the “100 Best Companies to Work for” from Fortune magazine with Kimley-Horn Associates placing seventh and SAS eighth.
Both firms, which are privately held, have become the Triangle’s standard bearers on the list in recent years.
SAS was second two years ago and fourth in 2015.
Kimley-Horn, a $500 million a year company which is preparing to move its headquarters to downtown Raleigh later this month, vaulted 18 spots from a year ago.
“We owe this notable recognition to our employees,” said Kimley-Horn CEO John C. Atz. “They make Kimley-Horn a great place to work, and this award—based on employee-feedback—reflects that. I’m always motivated by the commitment our employees have to each other and to serving our clients, and I thank them for the positive work environment that dedication creates.”
Google is No. 1 on the new Fortune list, having taken the top spot in seven of the last 10 years.
Selections are based in large part on employee feedback.
The selection is the latest in a series of workplace honors for Kimley-Horn, which is a design consulting firm for public and private sector development projects.
“We were honored to be on a variety of Fortune “Best Places” lists last year, based on our employee’s feedback,” a spokesperson told WRAL TechWire.
Those include:
- 100 Best Places Overall
- Best Places for Millennials
- Best Places for Diversity
- Best Places for Camaraderie
For details about the Fortune report, see:
http://fortune.com/best-companies/
Selection criteria
“To identify the 100 Best Companies to Work For, each year Fortune partners with Great Place to Work to conduct the most extensive employee survey in corporate America,” the magazine says.
“Two-thirds of a company’s survey score is based on the results of the Trust Index Employee Survey, which is sent to a random sample of employees from each company. This survey asks questions related to employees’ attitudes about management’s credibility, overall job satisfaction, and camaraderie. The other third is based on responses to the Culture Audit, which includes detailed questions about pay and benefit programs and a series of open-ended questions about hiring practices, methods of internal communication, training, recognition programs, and diversity efforts.”
