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You will produce real pieces of live files: calculations, drawings, field records and study inputs that are reviewed, corrected and issued, plus time on active construction and seats in the design reviews and agency meetings where the file moves. The work is scoped so that a student can carry it rather than watch it.

Terms run across the firm’s offices, across the core and specialist practices and in Corporate Services, and the mix changes with each term’s project load. The job postings for each term say which teams are hiring.

Yes, regularly. The firm hires from its own co-op pool every year, and strong performance across a co-op term is the best application a Graduate role ever receives, because the firm has already seen the work.

Yes, hourly. Technical terms start at $20 an hour and Corporate Services terms at $19 an hour, and pay moves up with year of study and the number of terms completed.

Yes. Finance, people and culture, corporate communications and information technology all take co-op students, and the terms work the same way: real pieces of live work, reviewed and issued, with an assessment at the end that both sides use.

A supervisor expects questions asked early, drafts delivered on time, field notes someone else could work from, and visible learning across the term. Nobody expects a co-op student to know Ontario’s approvals landscape, and everybody expects them to get to know a piece of it.

Engineering Graduate is the entry level on Crozier’s Engineering track: degree-holding engineering graduates building supervised experience toward the P.Eng. licence while producing real design, modelling, analysis and field work across the firm’s practices.

Historically, yes. PEO closed its Engineering Intern program to new registrants in May 2023 and restricts the title, so Crozier uses Engineering Graduate; employees registered before the closure may still hold the EIT designation.

Your mentor reviews your experience record against PEO’s competency framework, points your assignments at the gaps, and signs off on the record you will submit. The relationship is a working one, built around your files rather than a meeting on the calendar.

First-year Engineering Graduates get enough field time to know what built work looks like: they visit active sites on their own files, and many spend part of the construction season supporting field reviews, because a designer who has stood on a site reads a drawing differently.

They own the engineering substance of their projects: leading design and modelling, applying Ontario’s municipal standards and the Building Code, sealing their own designs and reports, reviewing the work of Engineering Graduates and designers, and coordinating with the agencies and utilities that decide when a file moves.

A Project Engineer needs a civil or related engineering degree and a P.Eng. licence in Ontario, with demonstrated project engineering experience in the discipline; most grow into the role from Engineering Graduate.

Sealing starts when the P.Eng. arrives. It is the legal act that separates Engineering Graduate from Project Engineer: Graduates produce work that a supervising engineer seals, and Project Engineers seal their own designs and reports, which is why the licence changes the job rather than just the title.

The most complex technical files, the peer review the discipline stands on, and the mentorship of the people behind them. Senior Project Engineer pay reaches above where Project Managers and Managers start, because the firm pays for hard engineering as it pays for responsibility over people.

At the level your experience supports rather than automatically at the entry point. The firm reads the record you bring, places you against it, and assigns a P.Eng. mentor for the PEO licensure process, which runs alongside the work. Trained Outside Canada, near the start of this guide, explains the route.

Yes. Engineering Graduates do exactly that, and many people trained elsewhere begin as Designers or Technologists while PEO assesses their degree and experience, then move to Project Engineer when the P.Eng. arrives.

Yes, once PEO grants the P.Eng., and the route to it runs through the work. People trained elsewhere typically join as Designers, Technologists or Engineering Graduates depending on how PEO assesses the degree, and move to Project Engineer when the licence arrives; Trained Outside Canada, near the start of this guide, explains the route.

Yes. Placement reflects depth in the discipline wherever it was earned, so someone with ten years of roadway design from another jurisdiction is placed against that record rather than at the entry point.

The stream is a certified technician or technologist stream anchored by OACETT’s C.Tech. and C.E.T. designations, in which Professional Engineers approve and seal the designs and the stream owns design production quality. Designers own assigned design components with independence that grows file by file, and Senior Designers lead the design staff itself, carrying quality control, standards and mentorship across the team’s whole output.

Crozier’s field professionals work under the firm’s own health and safety program and carry that standard onto every site, trained, equipped and expected to stop, raise and record any concern they see. Overall responsibility for the site rests with the contractor, and Crozier’s role within the contract is to review, document and administer.

The track needs a civil engineering technology diploma with OACETT standing, or a P.Eng., plus construction field experience appropriate to the level; Contract Administrators typically bring roughly ten years of experience.

Geoscience Graduate is the entry level of the Geoscience track: geoscience graduates registered in PGO’s Geoscientist-in-Training category, building supervised experience toward the P.Geo. licence across environmental site assessment, remediation and hydrogeology. Engineering graduates join the same practices as Engineering Graduates, on the P.Eng. path.

Geoscientists carry the site assessment and remediation work of the environment practice: reviewing a property’s history, investigating soil and groundwater conditions, and reporting what a development file needs to move forward. The role is licensed under the P.Geo. or the P.Eng., and its senior level, Senior Geoscientist, provides the review that assessments and transactions stand on.

Either. Hydrogeologists and Hydrogeological Engineers hold one shared role on the Geoscience track, licensed by PGO as a P.Geo. or by PEO as a P.Eng., and both work the same groundwater problems side by side, through to the senior level.

Landscape architecture graduates join OALA’s Associate stream, complete supervised experience requirements and attain full membership, which carries the protected Landscape Architect title. Crozier’s practice supervises and supports the path.

No. You can take the senior technical route through Senior Project Engineer to Technical Specialist, with its own senior levels, or you can take on the project and then the group. The firm pays for both, and Senior Project Engineer pay reaches above where Project Managers start.

Yes, and people do. Practitioners take on project management for a file and return to the technical work when it closes, and Project Managers who miss the technical work move back toward it, so the choice stays open in both directions.

Try a file. Most practitioners find out by carrying the project management of one project while keeping their technical work, which shows quickly whether the client, budget and schedule energize them or pull against them, and the choice can be revisited later either way.

No, not automatically. Project Managers start at around $95,000, and Senior Project Engineer pay reaches above that, because the move changes what rests on your name rather than promoting you on a pay ranking; over time each route carries its own senior levels.

A Technical Specialist is the most senior level on the senior technical route: a practitioner whose work keeps getting harder and more consequential without moving into project or people management. The level exists on the Engineering, Design and Technology, and Geoscience tracks, and its pay sits alongside the project and group leadership levels.

Yes, and it has happened. Project Manager is reached by leading delivery, not by holding a licence. Senior Field Technologists and Contract Administrators who want to run projects move into the role, at the same starting pay as those who arrive through licensure.

They lead projects end to end: owning the client relationship, budget, schedule and team, directing design delivery, and steering submissions through municipal and agency approvals across Crozier’s core and specialist practices.

A Project Manager typically brings roughly eight years of experience including demonstrated project management. Most hold an engineering degree and a P.Eng. licence and grow into the role from Project Engineer, and the role is open beyond the licence, because people also reach it from the design and field tracks, where depth in delivery carries the same weight.

Yes. Project Managers are practitioners who took on the project, and the engineering stays in their hands: they direct the design, review the technical work on their files, and many still seal work in their discipline. What changes is that the client, the budget and the schedule are now theirs as well.

The Project Manager owns the client relationship, budget and overall delivery, and the Project Engineer owns the engineering substance: designs, models and technical review. The two run every project together.

The firm’s largest and most complex files, senior client ownership, and explicit business development responsibility, because pursuing new opportunities is part of the job, alongside cross-office collaboration on resourcing.

Pay at this level builds on the starting figure. Those who take on more complex work and greater responsibility generally see it grow faster, and the figure for an open role is listed in its posting.

The Project Manager surfaces it early, with the numbers and a proposed path, and the Manager and the region get involved before the client has to ask. Crozier treats an early flag as good management rather than an admission, because the expensive version of a problem is the one that stayed quiet.

Project Managers start at around $95,000. That figure sits below where Senior Project Engineers already are, because the move changes what rests on your name rather than granting a pay promotion, and Senior Project Engineer pay reaches above it by design rather than by accident.

The next role is Senior Project Manager, then Manager: leading a group of people in one of Crozier’s regions, most often organized around a practice, answering for the group’s business plan, budgets, utilization and development, with progression continuing through Senior Manager and Regional Vice President.

They lead a group of people in one of the firm’s regions, running it as a business: setting quarterly plans and targets, monitoring budgets, schedules and utilization across the group’s Project Managers, and developing the group’s engineers, designers and field professionals.

Managers are organized around groups of people in the regions. Most groups are organized around a practice, and the size of the group decides how many Managers a practice carries: the larger practices run several, one for each group, and some groups are organized around an office or a mix of practices instead.

A Senior Project Manager leads major projects and pursuits, and a Manager leads the group itself: its business plan, resourcing, quality and people, across every project at once.

The Operations Manager runs production firm-wide, across the offices and service lines: workload distribution, utilization and profitability, quality control on issued documentation, and the handoff between design and field services. The role sits at the Manager level and reports to the Executive Vice President.

Yes. Some of the firm’s Managers came up through field work, contract administration and construction, carrying OACETT certification rather than a P.Eng., and the route in has no bearing on what the level pays or where it leads.

The next level is Senior Manager, carrying the largest group responsibilities in the region: the biggest groups, several groups at once, or firm-level initiatives.

The step is Regional Vice President, leading one of the firm’s regions, described in the Leadership section; in Corporate Services the equivalent step is the function’s Vice President.

Leadership at Crozier is lean: three Regional Vice Presidents and the Executive Vice President, Vice President, Finance and Vice President, People and Culture, reporting to the President, all built on strong group management.

The President leads the firm: its strategy, its executive team, its standards and results, and the relationships that decide where Crozier goes next. The role covers the whole firm, it is reached from the executive roles below it, and at Crozier it is currently held by the firm’s first co-op student.

The route runs through the path itself: any track to Manager, Manager to Senior Manager, Senior Manager to Regional Vice President, and from there toward the Executive Vice President’s role and the President’s office. The firm’s first co-op student made the whole journey.

Yes. Nothing above the Practitioner level requires a P.Eng., and every executive role is reached by leading projects, people and results, so the certification route is eligible for all of them, including the President’s office.

A Regional Vice President leads one of Crozier’s regions: its cluster of offices, practice groups, client base and growth plan, with the region’s Managers and Senior Managers reporting to them, and the role is where the people and project route ends.

The Vice President, People and Culture leads the firm’s talent, culture and employer-brand strategy, along with the human resources, corporate communications and administration functions and the firm’s health and safety program; talent strategy sits at the executive table at Crozier.

Executive roles are set to market, evaluated annually and discussed directly with candidates, with a formal incentive plan on top that moves with firm performance. Pay at earlier levels is stable by comparison, reviewed annually; at this level a meaningful part of it is earned against the result. Where a leadership role is posted, compensation is listed in the posting.

It exists to support the regions in delivering engineering services to their clients, and the functions are finance and accounting, people and culture, administration and office operations, corporate communications, information technology and project controls, all serving every practice and office in the firm.

Each function runs coordinator to specialist to manager, with finance toward Controller, people toward HR leadership and administration toward office leadership, and cross-function moves are common. Above the manager levels the path continues to Senior Manager and the function’s Vice President.

Yes. The Vice President, Finance and the Vice President, People and Culture are Corporate Services careers, reached through the function’s own path, and both sit at the firm’s executive table.

A coordinator progresses by taking on scope: specialist and more senior work arrive as independence and judgment build, moves are reviewed through the annual compensation cycle, and cross-function moves are common because the functions share one employer and one office network.

Because a finance role, a corporate communications role and a technology role sit in different markets from engineering. At the management level each role is benchmarked against its own functional market and discussed directly with candidates.

Function leadership: finance to the Vice President, Finance; people, communications and office functions to the Vice President, People and Culture; and technology and operations to the Executive Vice President, with project controls reporting to the Operations Manager.

Yes, constantly: invoicing confirms billing with project teams, people and culture recruits for every practice, administration supports the groups directly, communications tells the projects’ stories, and project controls measures delivery across the whole portfolio.

Corporate professionals here work close to the result: a multi-office engineering firm with past and planned growth, where the work lands visibly in projects, offices and people.

The Crozier Career Path is the five technical tracks and Corporate Services this guide describes, organized by what rests on your name, with co-op terms at the start. Each track runs from its entry role to the Practitioner level, then divides into the senior technical route and the people and project route to Project Manager, Manager and Leadership.

What rests on your name grows from your own tasks, to the design or report itself, to a project, to a group, to a region or the firm. After the Practitioner level you take either the senior technical route or the people and project route, both with their own senior levels, and the pace reflects the time, initiative and effort each person invests.

No. The P.Eng. anchors the Engineering track, and four other anchors run beside it: OACETT certification on the Design and Technology and Field and Construction tracks, P.Geo. licensure, alongside the P.Eng., on the Geoscience track, OALA membership on the Landscape Architecture track, and the corporate paths within Corporate Services.

Nothing above the Practitioner level requires a P.Eng., and certified technologists are eligible for Project Manager, Manager, Senior Manager, Regional Vice President and President.

Yes, in two ways. This guide gives typical starting figures for co-op through Project Manager, and every posting carries the compensation range for the role, on the careers page. Pay is set against third-party compensation survey data for Ontario consulting engineering and reviewed annually.

Engineering Graduates start at around $70,000, Geoscience Graduates at around $65,000, Technicians and Technologists at around $60,000, and Field Technologists at around $30 an hour. Landscape Architecture starting pay is listed in the job posting. Pay at this level builds on the starting figure. Those who take on more complex work and greater responsibility generally see it grow faster.

Contract Administrators, Project Engineers, Hydrogeologists and Hydrogeological Engineers start at around $90,000, Senior Field Technologists at around $80,000 and Designers at around $65,000, with starting pay for Geoscientists and Landscape Architects listed in the job posting.

Those are arrival figures: the distance between a track’s entry point and its senior levels is greater than the distance between one level and the next.

Yes. Co-op terms are the entry point of the Crozier Career Path, described in their own section near the start of this guide, and the firm hires from its own co-op pool every year. New graduates produce real deliverables under professional supervision from day one, with a mentor assigned to each.

He became the firm’s first Engineering Graduate, worked through each level in this guide, and today he is the President. The route he took runs through the Engineering track and the people and project route described in this guide.

People progress at the pace their own time, initiative and effort set. On the engineering track, PEO’s 24-month minimum experience requirement sets the floor for licensure, and the other licensing bodies set their own; readiness tends to show in the work before the paperwork catches up.

You will deal with more of them than most jurisdictions would ask of you, because Ontario’s approvals landscape is unusually layered.

Depending on the file, that can mean the lower- and upper-tier municipalities, the conservation authority, the Niagara Escarpment Commission and the utilities, with the Ontario Land Tribunal at the end of a contested file. Crozier’s guide, Land Development Entitlements in Ontario: An Engineering Perspective, explains each layer.

Current openings are posted on the careers page at cfcrozier.ca. Applications go to the posting, questions about a track or a practice can go to the same place, and this guide is the map to bring to that conversation.