Stantec Careers Blog Guide: Stories, Programs & Hiring

The Stantec careers blog is where employee stories meet practical guidance—so you can see the work, the people, and the steps to join them. Use this page as your orientation: from culture and “A Day in the Life” features to internships, the graduate program, interviews, and FAQs.

Overview

This guide explains what the Stantec careers blog covers, how it’s different from the jobs site, and how to use it to evaluate fit and get ready to apply. You’ll find Stantec career stories, program overviews (like Stantec internships and the Stantec Developing Professionals Group), hiring timelines, and link-outs to credible resources.

Who is it for? Students, graduates, and early- to mid-career professionals exploring roles across engineering, environmental, planning, transport, water, and digital disciplines. Whether you’re comparing pathways or prepping for interviews, you’ll get clear steps and realistic expectations.

The Stantec careers blog complements the jobs site. The blog helps you learn about culture, teams, and day-to-day work, while the jobs site is where you search and apply. Read a story to understand the work, then head to the Stantec jobs site to filter by location and discipline.

Who this guide is for

1. Students and interns: You’ll learn how Stantec internships work, when to apply, how to stand out, and where “day in the life” posts can help you choose a track.
2. Graduates and early-career hires: Get clarity on the Stantec graduate program, mentorship, the Developing Professionals Group, and interview formats.
3. Experienced professionals: Explore culture, hybrid work norms, mobility, licensure support, and how to map your transferable skills across disciplines.

Across all profiles, the goal is simple: turn interest into a clear plan for your next step.

How to use this page

Start with “What you’ll find on the Stantec careers blog” to see the types of stories and why they matter.

If you’re applying soon, jump to “Hiring process: timelines, interviews, and tips.” For students and grads, “Students and graduates: internships, co-ops, and early-career programs” has timing and readiness guidance.

Quick jumps: Culture and ERGs; Students and graduates; DPG and mentorship; Day in the life; Choosing your path; Hiring process; Benefits and licensure; FAQs; Resources and next steps.

As you read, note roles, locations, and skills that resonate—these will guide your application and interviews.

What you'll find on the Stantec careers blog

The blog blends employee storytelling with practical insights so you can judge fit beyond a job description. Expect “A Day in the Life” pieces that follow actual engineers, planners, and environmental scientists through projects, tools, and teamwork. You’ll also see program spotlights, webinars, and mentorship stories that show how people grow.

Why this matters: real examples help you picture your routine, the clients you’ll serve, and how teams collaborate.

If you’re curious about a day in the life of a Stantec civil engineer, for example, you’ll see fieldwork, design sprints, and stakeholder meetings in context.

Read, note patterns, and map them to your interests and strengths.

Content types and how to use them

Use stories, videos, and webinars at different stages of your search. Stories are great for culture and role discovery; program spotlights clarify eligibility and timelines; webinars and Q&As help you prep for applications and interviews.

1. Stories (“A Day in the Life,” “My Stantec Story”): Evaluate fit, tools used, and collaboration style.
2. Program spotlights (internships, graduate program): Confirm eligibility, timing, and how to apply.
3. Webinars/panels: Learn interview expectations, portfolio tips, and common project challenges.

After each read or watch, write down two takeaways and one question to ask a recruiter or in an informational chat.

Quick navigation to popular series

1. “A Day in the Life” across engineering, planning, and environmental roles
2. “My Stantec Story” profiles from different regions and career stages
3. Student and graduate program features
4. ERG spotlights and inclusion in action
5. Community impact stories from “Stantec in the Community”

Exploring a few posts across disciplines can surface unexpected matches to your skills.

Culture, inclusion, and community at Stantec

You’ll see Stantec’s culture woven through stories of teamwork, client impact, and inclusion. Diverse teams build better outcomes; external research shows companies in the top quartile for gender diversity are 25% more likely to outperform on profitability, and 36% for ethnic diversity McKinsey. Stantec’s ERGs and leadership programs help translate values into day-to-day support.

Engagement also matters. Global employee engagement sits near 23% according to Gallup, a reminder that structured development and community can be a differentiator Gallup.

On the blog, look for stories connecting ERG participation, mentorship, and project success—these are signals of how culture shows up in the work.

The takeaway: culture is experienced in micro-moments—feedback loops, buddy systems, and inclusive team rituals.

Employee Resource Groups and allyship

Stantec employee resource groups (ERGs) are employee-led communities focused on inclusion, career growth, and allyship. Typical ERGs include networks for women, Pride/LGBTQ+, early-career professionals, veterans, multicultural groups, and disability/neurodiversity allies. ERGs often host mentoring circles, skills workshops, and community events that help new hires build networks quickly.

As a candidate or newcomer, you can ask about ERG chapters in your location and how to join during onboarding. Participation is voluntary and open to all employees—including allies—because inclusion is a team sport.

Community impact and volunteering

“Stantec in the Community” highlights volunteering and pro bono efforts tied to sustainability, water, and local infrastructure. On the blog, you’ll find teams rehabilitating habitats, supporting STEM education, and contributing design expertise to community partners. These stories show how project work and purpose align.

If community impact matters to you, ask interviewers how teams choose causes, whether volunteering is coordinated by ERGs, and how participation fits with project schedules. You’ll see that purpose and performance often reinforce each other.

Students and graduates: internships, co-ops, and early-career programs

For students and graduates, the careers blog is a roadmap to Stantec internships, co-ops, apprenticeships, and graduate roles. You’ll learn what projects interns touch, who mentors them, and how the Stantec graduate program accelerates learning in your first years.

Expect early responsibility with support—think real project tasks paired with buddies, coaches, and the Developing Professionals Group.

Regional routes vary. In the UK, apprenticeships combine paid work with accredited study; learn how apprenticeships work at the official guide GOV.UK. In North America, co-ops and internships align with academic terms; in Australia and New Zealand, vacation programs often run in summer months. Always check job ads for eligibility by degree, graduation date, and right-to-work.

Application windows and eligibility

Timelines vary by region and discipline, but many employers open student applications on predictable cycles. North American summer internships commonly post from late summer through fall; UK graduate intakes often open in early autumn; and Australian vacation programs typically post mid-year for the southern summer.

Set alerts a semester ahead, confirm degree/visa eligibility on each posting, and apply early. If your program has fixed windows, note deadlines and plan references and portfolio updates one month in advance to avoid last-minute rush.

How to stand out as a student applicant

1. Tailor your resume to the job’s top 5–7 skills and software.
2. Showcase 1–2 projects with your role, methods, tools, and impact (links welcome).
3. Quantify results (e.g., “reduced model run-time by 30% using Civil 3D workflows”).
4. Highlight teamwork, fieldwork, or client-facing experience from class or clubs.
5. Attend a campus or virtual event and follow up with one thoughtful question.
6. Practice a 60–90 second story on “Why this discipline and why Stantec?”
7. Ask mentors to review your resume and portfolio for clarity and relevance.

These habits signal preparation, curiosity, and ownership—qualities teams value.

Developing Professionals Group and mentorship

The Stantec Developing Professionals Group (DPG) is a global, employee-led network for early-career growth. It hosts skill-building sessions, peer mentoring, and leadership exposure so new professionals can ramp quickly. That support correlates with engagement—a known driver of performance and retention Gallup.

On the careers blog, you’ll often see DPG spotlights and mentor stories. Use them to understand how coaching, shadowing, and feedback loops work in practice. The through line: you’re not navigating early career alone; there’s an intentional ladder of support.

What DPG offers and how to join

Expect local and virtual events, project-tech talks, leadership Q&As, and community volunteering. New hires typically get invited to their local DPG chapter during onboarding and can join immediately.

Participation is voluntary and designed to fit around project schedules, with options to lead initiatives as you grow.

Ask interviewers how DPG connects to your discipline and what past participants have gone on to do. This gives you a realistic picture of progression.

Mentorship and learning pathways

Most teams blend a buddy system for day-one questions with a formal mentor for career guidance. Learning pathways might include structured onboarding, technical training, and CPD/CE credits tied to your role. You’ll also see informal mentorship through ERGs and project leads.

If licensure or chartership is your goal, ask how mentors support exam prep, project experience logging, and supervisor sign-offs. Clear pathways reduce friction and speed your growth.

A day in the life: roles across disciplines

“A Day in the Life” stories turn job ads into real routines—morning standups, site walks, design reviews, and client workshops. For engineers, expect a mix of design and analysis time with field verification; for planners, stakeholder engagement and policy research; for environmental scientists, data collection and impact assessments. You’ll see the tools, the teamwork, and the moments that make the work rewarding.

Pay attention to collaboration patterns: cross-office pairing, multidisciplinary squads, and how junior voices are included in critiques. These are signals of how you’ll learn and contribute from day one.

Engineering, planning, and environmental examples

A civil engineer might spend a day modeling stormwater networks in Civil 3D, validating assumptions with a senior PE, and visiting a construction site to observe installation. A transport planner could lead a workshop with city stakeholders, analyze multimodal demand, and partner with GIS specialists to visualize options. An environmental scientist may analyze samples in the lab, conduct a habitat survey, and draft sections of an Environmental Impact Assessment with a project manager’s guidance.

These snapshots show how projects move from concept to delivery—and where early-career professionals plug in. Use them to test whether you prefer field intensity, analytical depth, or stakeholder facilitation.

What tools and skills teams actually use

1. Design and analysis: AutoCAD/Civil 3D, MicroStation, Revit, HEC-RAS, HEC-HMS, SWMM, MATLAB/Python basics
2. GIS and data: ArcGIS, QGIS, spatial analysis, dashboards
3. Collaboration and delivery: Microsoft Teams, SharePoint, Bluebeam, MS Project/Primavera
4. Fieldwork: GPS units, survey equipment, sampling protocols, safety procedures
5. Client and stakeholder: facilitation, concise writing, data storytelling, risk and constraints framing

Review job descriptions and “day in the life” posts to prioritize the top 3–4 tools for your target role and practice with tutorials or coursework.

Choosing your path across disciplines

Picking a path is easier with a simple decision framework. Start with impact areas that energize you—resilient infrastructure, water, environmental restoration, transport, planning, or digital delivery. Then map your strengths (fieldwork vs. modeling, stakeholder engagement vs. technical depth) to where that work happens. Use O*NET to explore tasks and skills by role and compare across disciplines O*NET.

Talk to people doing the job you want. Informational chats can clarify travel expectations, typical project cycles, and the skills that matter most in the first year. Your goal is to align personal energy with role realities.

Decision criteria to find your best-fit role

1. Impact area: Which problems do you want to help solve?
2. Work mode: Field, desk, or hybrid mix?
3. Collaboration style: Big, multidisciplinary teams or focused technical pods?
4. Travel: Comfortable with site time or client visits? How often?
5. Tools: Which software and methods excite you to learn?
6. Credentials: Is licensure or chartership required or advantageous?
7. Mobility: Are there pathways to rotate across offices or disciplines?

Rank these criteria, then evaluate roles and locations against your top three.

Transferable skills and career mobility

Many skills translate across teams: GIS, data analysis, stakeholder communication, project coordination, and safety. Early-career experiences often open doors—water modeling can segue into climate resilience, or environmental permitting into planning and policy. Internal mobility programs and cross-office projects help you test interests while building breadth.

Ask about rotation opportunities, cross-discipline shadowing, and internal job posting timelines. A culture of mobility lets your career evolve with your interests.

Hiring process: timelines, interviews, and tips

Hiring is structured, transparent, and designed to assess both skills and team fit. Typical stages include application screening, a recruiter conversation, one to two interviews (behavioral and technical), and, for some roles, a task or portfolio review. Timelines vary by region and project needs, but you’ll usually move from application to decision within a few weeks.

Use the careers blog and role pages to align your stories to the competencies listed. Come prepared with examples, clarifying questions, and a clear “why this team” narrative. The goal is mutual fit—not perfection.

Application to offer: what to expect

Most candidates progress through a few clear stages. While timing varies by region and role, these steps outline a common path:

1. Apply: Tailored resume and short answers aligned to core role skills.
2. Recruiter screen: 20–30 minutes on basics—eligibility, interest, and logistics.
3. Hiring interviews: One to two rounds, blending behavioral and technical questions.
4. Assessment/portfolio (role-dependent): Short exercise or project walkthrough.
5. Decision and offer: References and details; timeline often within 1–3 weeks after final interview.

If you need accommodations or have timing constraints (e.g., competing deadlines), flag them early—teams aim to be flexible.

Interview formats and sample questions

1. Behavioral: “Tell me about a time you resolved a project constraint with limited data.” Use STAR (Situation, Task, Action, Result) and quantify impact.
2. Teaming: “Describe a time you received tough feedback. What changed?” Highlight growth and how you applied insights.
3. Technical (civil/environmental): “How would you approach sizing a detention basin?” Outline assumptions, methods (e.g., Rational Method), and checks.
4. Technical (planning): “How do you balance competing stakeholder priorities in a corridor study?” Show frameworks and trade-off communication.
5. Portfolio: “Walk us through a project you’re proud of.” State your role, tools, decisions, and outcomes in 3–5 minutes.

Practice concise, structured answers, then ask one or two questions about team culture and current projects.

Locations, flexibility, and global mobility

Work patterns depend on discipline, project phase, and client needs. Many teams use hybrid models—office days for design reviews and collaboration, remote days for focused work, and field days for site activities. International mobility can come via project collaborations, short-term assignments, or relocations, depending on business needs and visa eligibility.

Your interviewer can clarify local norms, field expectations, and any travel cadence. Align this with your preferences so you can plan your routines and development.

Hybrid work and travel expectations

Engineering and environmental roles often mix design time with periodic site visits for surveys, inspections, or construction support. Planning and consulting roles may include client workshops and public meetings, especially during key engagement milestones. Early-career professionals benefit from in-person mentoring; expect some on-site days to accelerate learning.

If you need specific flexibility (e.g., exam study time, caregiving windows), raise it early so teams can share what’s workable in their context. Clarity helps everyone plan.

Relocation and visa considerations

Relocation depends on role demand, candidate experience, and regional needs. Visa rules vary by country; candidates should consult official government sources for work authorization details (e.g., the UK Skilled Worker visa guidance via GOV.UK). If you’re exploring international opportunities, ask recruiters about internal mobility programs and any location-specific sponsorship pathways.

Always verify right-to-work requirements listed on job postings before applying. That ensures a smooth process for you and the hiring team.

Benefits, growth, and professional licensure

Benefits support well-being and learning while licensure/chartership programs grow your professional credibility. For engineers in North America, becoming a Professional Engineer (PE) signals responsibility for public-safety decisions; learn what a PE is at the National Society of Professional Engineers NSPE. For exam paths and requirements, see NCEES. Understanding the labor market can also guide choices; for example, U.S. civil engineer jobs are projected to grow about 5% from 2022 to 2032, roughly as fast as average BLS.

The careers blog often features stories on exam prep support, mentorship for chartership, and how managers help log experience. Ask for specifics in your region, since CPD and licensure frameworks vary globally.

Highlights of benefits and well-being

1. Comprehensive health and well-being programs, including mental health support
2. Paid time off, volunteer days, and company-recognized holidays (region-dependent)
3. Retirement/superannuation plans and financial wellness resources
4. Learning stipends, CPD/CE support, and role-relevant certifications
5. Flexible work arrangements aligned to project needs
6. ERG communities, mentoring, and leadership development pathways

Use benefits not just as perks, but as tools to grow your capability and impact.

Licensure, CPD, and career progression

Expect structured support for licensure or chartership: mentorship from licensed professionals, study resources, exam fee assistance (where applicable), and project assignments aligned with experience requirements. Managers typically help you track competencies and prepare submissions.

If licensure isn’t required for your role, CPD still matters—think GIS upskilling, stakeholder facilitation, or BIM/digital delivery credentials. Growth is a mix of depth in your discipline and breadth across adjacent skills.

FAQs

Quick answers to common candidate questions

1. What is the Stantec careers blog and how is it different from the jobs site? The blog shares stories, culture, and program guides; the jobs site is where you search and apply.
2. When do Stantec internship and graduate applications typically open? Many regions post in late summer–autumn for the following year; always check each job ad’s deadline.
3. What does the hiring process look like? Application, recruiter screen, 1–2 interviews (behavioral/technical), and sometimes an exercise, followed by decision.
4. Does Stantec sponsor visas? Sponsorship varies by role, region, and business need; check right-to-work notes on postings and ask recruiters for specifics.
5. What interview formats should I expect? Behavioral and technical conversations plus a portfolio or task for some roles; use STAR and show your process.
6. Is Stantec a good place to work for graduates? Early-career support includes DPG, mentorship, and real project work—look for stories that show how grads ramp up.
7. What is the Developing Professionals Group (DPG)? A global network for early-career growth with events, mentoring, and leadership exposure open to new hires.
8. What hybrid or remote options exist? Most teams use hybrid models based on project needs; field roles include site time. Ask about local norms.
9. How do I choose between civil, environmental, transport, and planning? Match your interests and strengths to decision criteria (impact, tools, travel, licensure) and test assumptions via chats and “day in the life” posts.
10. Where can I research the day-to-day of roles? Start with the Stantec careers blog stories and complement with O*NET task profiles and discipline webinars.

Resources and next steps

1. Explore jobs: Visit the Stantec careers site to filter by discipline, location, and experience level.
2. Students and graduates: Check current postings for internships, co-ops, apprenticeships, and graduate intakes in your region.
3. Role research: O*NET role profiles and tasks O*NET.
4. Industry outlook: Civil engineers job growth and pay BLS.
5. Licensure: What a PE is and why it matters NSPE.
6. Inclusion and performance: Why diversity and inclusion drive outcomes McKinsey.
7. Engagement: Global employee engagement trends Gallup.
8. Apprenticeships (UK): How apprenticeships work and how to apply GOV.UK.

Explore jobs and related reading

1. Students: Internships, co-ops, apprenticeships, and graduate roles across engineering, environmental, planning, water, and transport.
2. Early-career: Entry-level roles plus DPG and mentorship stories to map your first 1–3 years.
3. Experienced: Mid-career and senior roles with mobility, hybrid work, and licensure/charter pathways.
4. By discipline: “A Day in the Life” posts across civil, environmental, transport, planning, water, and digital delivery to compare tools and team structures.

Use this guide to move from curiosity to action: shortlist roles, set your application timeline, and prepare stories that show how you’ll make an impact working at Stantec.