29 May 2026
Hatfield Reviews
4.4
89% would recommend to a friend
Martin Davies
100% approve of CEO
85% positive business outlook
Hatfield has an employee rating of 4.4 out of 5 stars, based on 37 company reviews on Glassdoor which indicates that most employees have an excellent working experience there. The Hatfield employee rating is in line with the average (within 1 standard deviation) for employers within the Management and consulting industry (3.7 stars).
Reviews by job title
37 reviews
5.0
11 Mar 2026
Recommend
CEO approval
Business outlook
Pros
Hatfield is a great organization with a purpose-driven culture. They are about interesting and sustainable work that makes a difference in the world. Employees are critical to the company, and they take feedback and employee experience seriously.
Cons
Hatfield in Canada is western-based, so ideal mostly for those people in Western Canada.
3.0
15 Feb 2026
Recommend
CEO approval
Business outlook
Pros
• Friendly environment for employees who prefer clearly defined, low-pressure roles. • Management appears to favor employees who are well-connected locally and financially stable, which may suit those not heavily reliant on salary alone in a high cost-of-living city like Vancouver. • Suitable for new graduates looking for an entry-level position with limited expectations outside core working hours. • Work is generally treated as “just a job,” with minimal emphasis on ownership or responsibility beyond assigned tasks. • Good fit for employees who are not seeking rapid skill development or continuous learning, as many internal processes and knowledge bases are long-established and slow to change. • Stable, traditional workplace culture with long-tenured leadership.
Cons
1. Limited career and salary growth Career progression is minimal and compensation is consistently below market. Employee pay is treated primarily as a cost to be controlled, while the partner-focused structure prioritizes protecting partner income over investing in employee development or retention. 2. Outdated expertise and resistance to new ideas As a consulting firm, senior technical and professional knowledge is concentrated among long-tenured partners (20+ years). Many show little interest in updating skills or adopting modern practices, and professional judgment from employees is often dismissed. This limits employee growth and market competitiveness, which is why ambitious employees tend to leave within 2–5 years, while less motivated employees remain long term. 3. Problematic accountability culture Mistakes are treated inconsistently. When errors are identified after reports are delivered, the approach is often to charge clients again for rework rather than addressing root causes. Employees who proactively identify or report issues may be viewed negatively rather than encouraged, creating a discouraging environment for quality and integrity. 4. Lack of psychological safety and fairness Questioning decisions or leadership practices can carry consequences. I am aware of situations where raising reasonable questions—particularly around partner practices—was followed by immediate termination, creating a culture where employees feel unsafe speaking openly or providing feedback.
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