What is the hiring process like at NextEra Energy, Inc.?

High entry level pay and relocation package.

Can be a two month hiring process after offer letter.

Growth opportunities outside of recruiting

Recruiting division needs entirely new leadership. They play favorites and are completely disorganized. Interview process could be anywhere between 1 week to 6 months its chaotic.

Decent pay, relatively nice facility

It's a mess as a contractor. I think your experience as a contractor at Nextera really varies by team. Nextera heavily utilizes contractors. One contractor I met who was on a different IT team described contracting at Nextera as trial by fire; recently I saw she got hired full-time. They don't give you much (if any) onboarding or training, and if you want to stay, you must figure out how to make yourself useful and get any context on your team and role by your own initiative quickly. I wanted to bring up one team, HumanITy, a newer team focused on internal tool user experience that I worked on for a short time period. I want to warn and caution others about this team. They bring on IT contractors very commonly. Me and 5-6 contractors were brought on at one time. I think all of us were hired after one interview, which I found a bit odd given there's often a few stages. My contract and many others are for 6 months, but you should know that this contract is really a trial period and not a guarantee of employment. The role was IT (user experience) in-person 5 days a week -- I think most roles at Nextera have moved to that in-person over the last couple of years. Also, I almost bought a car for this role and considered a sublet (thankfully I did not). The HumanITy team hires quickly and then uses your first few weeks as an extended evaluation of sorts (you're not told this). After a few weeks, I was contacted by my contracting agency (while I was still at work mind you (5 ish pm on a Friday), they told me to call them back when I left the building. Once I got into the parking lot, they told me the team had cut my contract effective immediately. I'd like to add I was given no warning or reason to expect this. In my few weeks (less than a month at Nextera) I was hired and put on 2 projects. After 2 weeks, they realized my project would be a fit for a different teammate's particular skills, and reassigned one of my project's so I'd take over some of his work. The following week, I had started a new project. On that Friday I met my new stakeholders / team in a different building and that same day I lost my role (unrelated to meeting that new team) It felt pretty dehumanizing. Oh, also I've been reached out to by at least 10 different recruiters on Linkedin trying to hire for this same position and hiring manager, It's wild.

If you enjoy constant confusion and chaos, this job is perfect for you! Other than that, there are zero pros.

This review echoes the concerns raised by previous employees, which I find to be both accurate and alarming. The strategic splitting of the seven-night shifts is clearly designed to avoid paying overtime, significantly reducing our work hours and pay. Compensation for our roles is far below that of similar positions in the industry, and we are denied basic employee resources like remote email access or the ability to submit timesheets from home, privileges that salaried employees enjoy. The workplace is marred by numerous instances of gender discrimination, racism, sexual harassment, intimidation, and retaliation against those who report misconduct. ROCC management, including the director and department HR, actively work to conceal these behaviors, even in the face of clear evidence and formal reports. This cover-up is, in part, to mask their inability to retain or hire new people. The work environment is far from professional; it's chaotic and disorganized, particularly in the control room where we are consistently understaffed and underpaid. Bonuses and raises are withheld as punishment for voicing concerns, with women facing disproportionately severe consequences. Moreover, the control over whether new operators qualify for overtime is monopolized by a single individual who lacks even a bachelor's degree, making the majority of our income contingent on this individual's decisions. The so-called "board" exams, which are neither accredited by any professional organization, educational body, nor company board, do not prepare you for the daily tasks you'll encounter. Here's a silver lining: you'll likely fail these "board exams", but it doesn't matter because the leads and management bank on turning what should be a "4-day assessment" into just one or two sheets of paper that can be completed in an hour. This is so they don't miss out on having "a body in a seat" while others take their vacations, giving you all the blame but none of the tools to do your job. Male team members frequently engage in bullying, harassment, and overt aggression towards female employees, with management consistently failing to address these issues long-term. I strongly urge prospective employees to reconsider joining this team until there is a significant transformation in leadership, including the director and HR department. Without change, you risk exposure to verbal, mental, and physical abuse.

Leader in renewables, opportunity to move arpund

Poor work life balance, expected to do the job of 5 people, good ol boy hiring club. They promote based on visibility not competency

The company is making a positive impact through its advancements in renewable energy. Further, the compensation and benefits package are good. In addition, there are some smart/good people within the department.

The culture is toxic and outdated with lots of turnover. For such a progressive company, they have very little flexibility. I found it difficult to work remotely even if my child was sick or if I had to be out due to a medical procedure. Management plays mind games instead of being honest and forthright. There was very little guidance or onboarding and no constructive feedback. The goals they dictate for you at the beginning of the year are vague and not defined. You are just at the whims of management. Assuming they like you, you are ok. If they don’t, they find reasons to say you didn’t meet the goal and start micromanaging you until you decide to leave.