Think Power Solutions Earns Great Place to Work Certification for the Sixth Consecutive Year
85 percent of our employees say Think Power Solutions is a great place to work. The U.S. average is 57 percent. We just earned Great Place to Work certification for the sixth consecutive year, and the gap between those two numbers is the proof point that matters most.
The certification, awarded by Great Place to Work and based on confidential employee feedback, recognizes companies whose workforces consistently report strong trust, pride, and camaraderie. For TPS, the sixth year in a row carries a meaning the first never could: this is no longer a moment. It is a pattern.
What the certification actually measures
The Great Place to Work survey asks employees about leadership credibility, fairness, respect, pride, and camaraderie. It is administered confidentially. Certification is granted only when employee responses meet a global benchmark of consistent positive sentiment, not when leadership says the company is good.
That distinction matters. Workplace recognition is easy to claim and hard to repeat. A first-year certification can be the byproduct of momentum or a strong recruiting cycle. A sixth-year certification, awarded six years running with no interruption, only happens when something is structurally true about how a company operates.
Six years is long enough for the rhetoric to wear off. What remains is what the people inside the company actually believe.
The numbers behind year six
Behind the certification are the employee response numbers that drive it:
- 85% of TPS employees say it is a great place to work, against a U.S. company average of 57%
- 93% employees feel welcomed upon joining Think Power Solutions
- 89% believe TPS has a positive business outlook
- 100% of job seekers rate their interview experience as positive
- 4.5 out of 5 stars on Glassdoor across 106 anonymous reviews
The interview-experience figure is one of the more telling. Job seekers do not have to be polite, and reviews are anonymous and post-process. When candidates who are not hired still rate the interview as positive, it usually reflects how the team treats people who walk through the door, not how it sells itself once they have been offered a job.
Numbers like these do not appear by accident, and they do not hold for six years without something working underneath them.
Why workforce stability is an operational metric for utilities
In the utility sector, workforce stability isn’t an HR talking point — it’s a delivery variable that directly impacts project timelines, budgets, and grid reliability.
Utility infrastructure programs operate on multi-year timelines with billions of dollars at stake. AEP’s annual capital expenditure program runs at $4 billion. ONCOR’s transmission buildouts span entire states. LS Power’s transmission asset management portfolio covers multiple regions across the country.
At this scale, the single most disruptive force isn’t weather, permitting, or supply chain delays, it’s turnover.
It’s the substation design engineer who leaves before the project breaks ground. The construction manager with deep field knowledge who rotates off mid-build. The relay technician who has tested every device on the line walks to a competitor.
Each departure doesn’t just create a vacancy. It creates a knowledge gap that stalls critical infrastructure work — work that ratepayers, regulators, and communities are counting on.
For utilities managing capital programs of this magnitude, workforce retention belongs on the same dashboard as outage frequency, project milestones, and budget variance. Because when the people building the grid leave, the grid doesn’t get built on time.
When a partner has the same field-embedded QA/QC team available six years in, the same protection and controls engineers, the same project controls discipline, that is not a culture story. It is a risk story. It is the difference between catching a clearance conflict on a station service disconnect in real time (the way our team did on AEP) and discovering it once a crew arrives with the wrong configuration.
The reason we put workplace recognition on the same page as our service taglines is because for our clients, the two are connected.
What we have not changed
We get asked, periodically, what we are doing differently year over year to maintain the certification. The honest answer is mostly that we are not doing things differently.
Safety is credentialed at the executive level. Our CEO, Dan Helman holds CIH, CSP, CHMM, and REM certifications, and that has been true throughout. Field engineers are embedded in operations rather than removed from them, and that has been true throughout. Project managers carry on-site decision-making authority with the standing to resolve field issues directly, and that has been true throughout. Our mission, to elevate our customers’ experience, energize and ignite the passion of our employees, and maximize shareholder value by establishing the gold standard in service excellence, is the same one written when the company started.
The cultural choices behind the certification are not seasonal. They are operational defaults.
What changes year over year is the program scale, the platform capability, the geographic footprint. What does not change is the way the work gets done.
Six years on the same page
A quick look at the period the certifications cover.
| Year | What the team built |
| Year 1 | First Great Place to Work certification. Headcount and client roster expanding across multiple states. |
| Year 2 | Recertified. Field-embedded QA/QC model deepened across construction management engagements. |
| Year 3 | Recertified. Asset management technology platform work scaled with LS Power across multi-region transmission. |
| Year 4 | Recertified. Recognized on Fortune’s 75 Best Small and Medium Workplaces in Texas (2023). |
| Year 5 | Recertified. AEP CAPEX oversight portfolio at $4 billion on annual program scale. |
| Year 6 | Recertified. 400+ employees, 14 states, the same operational principles that started the run. |
A Note From the Team
For anyone considering joining TPS, the certification reflects what the team already knows from the inside. This line of work asks people to stand in substations, manage capital programs, and respond to storms when no one else can. It does not run on policy documents. It runs on whether the people next to you are who they said they were.
For utility partners and clients, the same principle holds. The reason we have managed AEP’s CAPEX oversight, LS Power’s asset management, ONCOR’s transmission programs, and CenterPoint’s distribution work without losing the people who do the work is the same reason we are certified for the sixth time.
Year six is not the end of the list. It is a baseline.
What It Predicts
We are proud of this recognition. We are more interested in what it predicts.
If you are considering working with us on a program, the same field teams that earned this certification are the ones you will work with. If you are considering joining us, the people who answered the survey are the people you will work alongside.
If your team is interested in talking through a program or stepping into one of ours, we are happy to compare notes.
If you are considering working with us on a program, the same field teams that earned this certification are the ones you will work with. If you are considering joining us, the people who answered the survey are the people you will work alongside. If your team is interested in talking through a program or stepping into one of ours, we are happy to compare notes.
FAQ
What is Great Place to Work certification?
Great Place to Work is an independent global authority on workplace culture. Its certification is based on confidential employee survey data measuring trust, pride, and camaraderie inside an organization.
How long has Think Power Solutions been certified?
Six consecutive years, including the most recent certification.
What were TPS’s most recent employee survey results?
85% of employees said TPS is a great place to work, compared with 57% at a typical U.S. company. 91% would recommend TPS to a friend, 89% see a positive business outlook, and 100% of job seekers rate the interview experience as positive.
Does workplace certification affect TPS’s project delivery?
It does. Workforce stability reduces program turnover, preserves field knowledge across multi-year capital builds, and supports the field-embedded QA/QC oversight model TPS uses with clients, including AEP, LS Power, ONCOR, Duke Energy, and CenterPoint Energy.
What other workplace recognition has TPS received?
In addition to six consecutive Great Place to Work certifications, TPS has been named to Fortune’s 75 Best Small and Medium Workplaces in Texas (2023) and holds 4.5 out of 5 stars on Glassdoor across 106 anonymous reviews.
How do I apply to work at Think Power Solutions?
Open roles are listed at thinkpowersolutions.com/careers. We hire across project management, engineering, protection and controls, advisory, asset management, construction management, storm response, and EHS.
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