project coordinator

laborer

project manager

engineer

designer

Ledcor

I joined Ledcor expecting a collaborative and well-structured proposal environment, but my experience was significantly different from what was presented during the hiring process. There was a lack of transparency regarding how the proposal team operated, where accountability sat, and what support was available to successfully perform the role. Much of my time was spent navigating unclear processes, conflicting direction, and organizational challenges rather than focusing on the work I was hired to do.

Proposal development often lacked fundamental best practices. Win strategies were frequently developed after content creation had already started, risk discussions occurred after key decisions had been made, and reviews often lacked meaningful participation or accountability. This resulted in constant rework, inefficient use of resources, and unnecessary stress on proposal teams. Many senior contributors and managers possessed strong operational experience but appeared to have limited understanding of proposal management principles, capture planning, evaluation-based writing, and proposal governance.

Team culture was another disappointment. Leadership decisions sometimes appeared to reward behaviours that did not align with professionalism, collaboration, or respect. Seeing individuals who were widely perceived as dismissive, unapproachable, or engaged in workplace gossip move into leadership positions made it difficult to trust the organization's commitment to creating a positive and psychologically safe work environment.

The cumulative impact of these issues took a significant toll on my mental health, confidence, and overall well-being. Rather than leaving feeling energized by the experience and proud of what I had accomplished, I am leaving feeling emotionally exhausted and needing time to rebuild confidence in both my profession and future workplaces. What should have been an opportunity for growth became one of the most challenging professional experiences of my career.

I share this feedback because I believe Ledcor has talented people and the potential to improve. However, meaningful changes are needed in leadership accountability, proposal training, communication, transparency, and employee support if the organization wants to create a healthier and more sustainable environment for future team members.

Watch out for a several of the higher-level VP, SVP and C level executives.  Lots of deflection from younger executives who are ultimately responsible for failures and do not understand what true leadership means. There are so many opportunities to become a great company, but the leaders get in the way. Some departments don't seem to be getting along at all and it is noticeable lower in the company. 

When I go to my HR person, they never seem to know what is going on and I don't think that is because they don't know what they are doing but it is because that department never seems to communicate within itself.  The new HR systems don’t live up to all the hype from the leadership and seems like a complete failure and a major waste of money, while being told raises are not available.  I am told that HR offers lots of personal development, but when you do all the courses, you are told that you’re not good enough for the next level.  Ultimately you are told that personal development is up to you – very confusing for everyone.  The current Ledcor Leaders "training" is a joke. I don't have time or the desire to sit for hours reading articles and watching Blue courses. I want to see a strong trainer come out and give me real development with real application that actually knows what they are talking about.

The leaders who have been in Ledcor for a while are in over their heads.  Their jobs doubled overnight and they are not the right people to lead this company to the next level. Some of the old leaders are more interested in their next bonus than leading a real business. Lots of short term thinking.

Don't be afraid to pay your people what you should. I have watched many good people leave for much higher offers. If you want the best people, you need to pay like you want the best people. Stop trying to backfill everything into flashy inexperienced people. 

Get rid of the baggage of the old leaders. Hire smart people who can bring everyone along, not just friends of the executives.  If you want a feedback culture and that is important to you, then get rid of the leaders who can't accept feedback and only look for someone to blame instead of owning the issues in the company. Hire leaders who can lead at the level you want to go, not at the level Ledcor was 10 years ago.  If the leaders can't grow, get them out.  Finance, HR, IT…all behind other similar companies.

There are many words to describe this company.  All of them are not nice words.

LTS Solutions LTD. also know as Ledcor Technical Solutions is a Telecom subsidiary of the Ledcor Group.

A typical day is working for the main customer Telus Communications working on the new fiber optic project and repairing issues for Telus customers.

You are paid on Piece work and can make $0 dollars to a rare $300 dollars for work completed.  Your earning will fluctuate week to week based on available work.

They tend to hire awesome people who are new to the country as they may not know their rights or employment standards in Canada and subsequently are less likely to object to poor treatment.

Field Managers are asked to do things that border on criminal and when they push back are shown the door and threatened with losing their job. This is one reason Technicians are treated so poorly.

LTS will lie to you, expect you to work for free and be available in case work comes available.  You are not paid hourly and expected to be available without pay.

You do not get paid any overtime and are put on an annual averaging agreement.  They will stop giving you work once you get close to the annual hours representing strait time.

This means you can work overtime but will likely never get paid for it.

The company pretends to be an employee friendly company where you can voice your concerns.  BE VERY AWARE is you speak up you will likely be finding the door.

LTS uses a monthly meeting called a town hall to smoke out those technicians that speak out.  If you do this expect to be put on a Progressive Improvement Plan (PIP), based on your performance standards or metrics. The PIP program is what they use to build a case to exit you and end your employment.

FYI the metrics reporting system does not report correctly and is false at least 30% of the time.

When they are ready to terminate you, they will call you in and lie to you about the reason.  The best one is a "tool" or "inventory audit".

Not everything is bad with this company however and unfortunately, it is the majority.

I am suggesting you don't work for them but a plan 2 would be wise.  Don't expect to stay longer and don't get too comfortable.  They have a high-speed revolving door, pathetic Managers, and poor safety record.

Every time previous I had worked with ledcor it's been about safety respect and fairness,I think this group hasn't yet been thought the ledcor values. To me safety means just that . If you break rules you get reprimanded ,not here however it first depends who you. If you are family(and there's a lot,)or friends .you do what you want whenever you want,including showing up.it makes very little sense to have bbo's yellow cards or near miss cards if your Forman is gonna throw them away if they reflect a family member or friend .to sweet incidents under the rug cause your sleeping with that person seems irresponsible if not downright dangerous . Over 50 people on our crew alone were to afraid to say anything for fear of losing there job .i had been away from ledcor for 2,5 years while working in a coal mine ,and was shocked appalled and dare I say disgusted by the change in the ledcor values. I've always considered ledcor to be an amazing place to work and until mrm it has been. Don't get me wrong there is some formans there that still care , unfortunately they are below the ones that don't ,and have no chance at changing it. Or will be fired themselves (yes it did happen)will I or my wife work for mrm again? Not as long as the clicks that run it don't care about the values ledcor was made upon. Good luck to any of the new people there ,just so you know ledcor isn't really ran that poorly just mrm and a few bad/rotten apples that have spoiled the bunch.if your thinking this is all about sour grapes we actually have a signed letter over 50 people ( from 1 of 3 crews) that agree with everything and felt pushed to quit or fear there jobs daily

LTS Solutions Ltd. a Divisions / subsidiary of the Ledcor Group and is a prime contractor working in co-operation with Telus Communications. They provide copper and fiber installation and repair services to Telus Communications.

Additionally they use sub contractors to help with the work load.

So here's the deal.  Working for Ledcor / LTS Solutions or any of their contractors will likely be one of the bad decisions you will make in your life.

With an extremly high attrition rate (50%) or more in the first year is why they want you to make a minimum one year commitment.  Really! most companies hope you will stay based of the relationship and how you are treated.  Think about that for a minute before you  sign off on any offer.

You may be asked to pay for any training they require or required to pay them back if you leave within a year.  This is questionable and illegal.

Next ask yourself if you want to work for a company that operates on the fringes of the law. or potentially may step over the line. 

You will be asked to become an independent contractor by the downstream contractors working with Ledcor. Check with Revenue Canada before you do this.

If you are a member of a Union you will be outright disqualified from employment. 

Pay is strait commission or piece work.

I could go on and on all day at how messed up this company is and many of the contractors that work for them.

If you take a job with LTS solutions Ltd.  just understand its not a career but more of a stop over A plan "2" would be a smart move and strategy

If you know anyone who has worked for LTS Solutions Ltd. just ask them how they were treated.  It not likely the majority will give you positive feedback.

I give LTS Solutions Ltd a "D" or less fail mark.

Ledcor     February 2011 – April 2011 (3 months)
             Civil Earthworks Supervisor    
•	Front line supervisor I was responsible for the day-to-day organization and direction of all operations. 
•	Met or exceeded all production goals in a safe, cost effective and environmentally sound manner.
•	Communicated planning and expectation requirements to production crews.
•	Ensured continuous production improvements through mentoring, coaching and providing performance feedback pertaining to operating standards and procedures to the production crews.
•	Provided consistency between shifts through timely setup of pit infrastructure and by informing the oncoming shift of pertinent operating conditions.
•	Maintained a safe and efficient work environment through practice of the Alberta OH&S code and application of company policies and standards and by holding employees accountable to these standards and regulations.
•	Maximized crew and employee performance through training and matching of employee experience to daily priorities.
•	Development and promoted positive employee relations environment within the production crew and across shifts.
•	Reduced operating costs by working efficiently, according to established procedures and by identifying and eliminating situations that could cause equipment damage or excessive wear.
•	I hold a valid class 5 driver’s license with air brake.
•	Thorough knowledge of OH&S legislation (Alberta) and specifically the Mining Code. 
•	Effective oral and written communication/presentation skills in the English language. 
•	A working knowledge of computer skills and business software such as Microsoft Office. 
•	Strong leadership, analytical, organizational, problem solving and interpersonal skills.

Some of my team members are good, but there are a lot more that get caught up in trying to climb over others. Good time off options.  Work flexibility is ok, but changes depending on who your manager is.

There is a lot of change that has been occurring for years, without any real visible value. The leaders announce these big transformation programs that result in people getting frustrated, people leaving, and people covering their own backs.  There is limited real support for each other in a place like this when leaders aren't held accountable for how they treat people. There is a lack of trust within departments and between departments. Your opinions and feedback are asked, but the standard in return doesn't exist. Feedback is rarely taken to heart by leaders.  These transformation projects that come up every year don't appear to do much, other than cause alot of confusion and unnecessary spend. The culture continues to churn with new leaders at every level.  Lots of promises of improvements, but nobody really ever measures what was accomplished - because most people know that the changes didn't work. When something doesn't turn our or it doesn't go as planned, the transformation is announced as complete and nobody has the courage to give real feedback since the leaders dismiss/deflect constructive feedback.

Stop changing structure and processes that don't need to be changed. Lots of people no longer want to share their feedback given the fear of response they will get. These top down dictated changes should be consulted with teams before they are mandated as the future path. Communication seems to always be stifled by the leaders.  Stop re-structuring because the smart contributing employees are the ones leaving.

This is a great entry job. You learn a lot in the field and collaboration between clients, colleagues, leadership, and colleagues in different department. There's none-stop challenges pre-sale and post-sale (escalations) that will help you grow, but this is not a long term career.

Most colleagues are great people to work with, you see different strength in each person to learn from.

Commission is good, but because there's no benefits and insurance, lots of follow-up work to look after clients that's very time consuming and uncontrollable on your end. There's also administrative work you'll need to hand in daily. Those factors can end up comparable to having a 9-5 steady worry free salary job. 

If you're lucky you have a very on top of things leader, and who can assist and support you actively on escalation and jump on things for you, it really makes your work easier and more focused. However, your manager also makes commission on the side on top of their salary and team sales' commission, sometimes it might take away their energy to focus on the team and team-members to make commission for their own sales, which I think can be a conflict of interest rather than being there to fully commit into support each team members. 

Overall, it is a fully commission based job, so you'll have up and downs in income. Some paycheck you making A LOT and some you make almost NOTHING. 

There's no insurance that protects you in this job, hence you'll have to keep seeking options while you push yourself to bring bread and milk home. 

FYI, company pays you the initial period of training sessions before you go on field, but following mandatory training will be none-paid on your own time which I find is something to be frowned on.

I like Ledcor a lot. The company culture is something that I bought into, but at moments the management made decisions that made me feel worthless. I found out I was being paid less than the people I was training to do their jobs, who were less qualified for the position than I was. In response, they gave me an insultingly small salary increase that didn't make up 25% of the difference. 

They create a genuine environment where you can grow and will be willing to slot you into almost any position in the company you want. 

The benefits are fantastic, but the pay reflects that you will most likely be underpaid in your position. 

Speaking of being underpaid, every position I worked, and every person around me, had as much work as they could physically take. They will place work on your back until you break and then remove the minimum. If you as for a raise in response to getting more work, your manager will then use the excuse of "I don't have to make those decisions" and they will scoff at you, or expect you to do the work anyway. This is from my personal experience and I watched it happen to other people, even in several other business units. 

Seemingly, people at the top have this great sense of purpose and belief in the company culture; I love that. Though if you go to the bottom of the ladder, or people one step above the bottom, the commitment to safety seems to go out the window. I would watch guys do super unsafe work without a care, and had middle managers tell me to do the same. Frustrating, to say the least. 

All and all, I probably won't be going back, but some days  I might miss it. 

Came on as a Sales representative, coming from Edmonton, and have learned an incredible amount about not just sales, but personal growth and development which has helped me develop skills i can use almost everyday

Extremely grateful for the opportunity to travel, learn, and earn money at the same time!

Hardest part of the job was the start. Coming from out of town and working on commission was scary at first, but it really wasn't as hard as i thought because the products i sold were good items that people needed, and i felt fulfilled at the end of the day providing good service like in my previous customer service jobs.A lot of my friends and family actually told me not to take this opportunity in case i didnt make money, but it's not the case. i found that as long as i kept at it everyday, the money was coming in. People really wanted the product we were selling - i just needed the technical know how and Ledcor provided me that which was a bit of a learning curve.

But from that the most enjoyable part was the experience and how much i've transformed since day one. I was timid in class, and a bit quiet, but i learned by putting myself out there that i had more to offer, and that i had gained more confidence in myself which helped me make sales.

Today - I've been to more cities in BC/AB than i can count, and have met more people than i would've back home, and made more money than i would've working a regular 9-5 job (more than even my siblings who went to Uni).

Top Job Titles	Average salary
Project coordinator 3 salaries reported	$73,667 per year
Laborer 1 salary reported	$28.00 per hour
Project manager 1 salary reported	$99,750 per year
Engineer 12 salaries reported	$31.27 per hour
Designer 4 salaries reported	$63,500 per year

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