Employee OwnershipPositive
Employee ownership gives everyone a stake in our success — and we've created an environment where success is significant.
Cerris Company Culture
ConstructionAI-generatedCerris (formerly MMC Corp) is a national construction company operating through three business units, driven by a 100% employee-owned (ESOP) structure and a dedication to quality craftsmanship.
IntegrityTeamworkQuality CraftsmanshipEntrepreneurial Mindset
36/100
Lightly defined culture signal
Measures how clearly defined the profile is, not whether the culture is good or bad. Methodology
Researched 3 months ago
Leadership
JE
Jason Evelyn
CEO
Cerris is a construction company with 1,000+ employees. Here’s a detailed look at their workplace culture across six key dimensions.
Cerris Culture Dimensions
Innovation
50
Process-drivenBoundary-pushing
Cerris takes a balanced approach to innovation with a score of 50/100.
Hierarchy
50
Flat & fluidStructured & clear
Cerris takes a balanced approach to hierarchy with a score of 50/100.
Collaboration
50
IndependentTeam-oriented
Cerris takes a balanced approach to collaboration with a score of 50/100.
Work-Life Balance
50
Always-on hustleStrong boundaries
Cerris takes a balanced approach to work-life balance with a score of 50/100.
Mission
50
Profit-firstPurpose-driven
Cerris takes a balanced approach to mission with a score of 50/100.
Growth
50
Stable & steadyHypergrowth
Cerris takes a balanced approach to growth with a score of 50/100.
What It's Like to Work Here
Cerris is a $1.5 billion national construction solutions enterprise operating through three distinct business units: Builders, Systems, and Emerging Solutions. Driven by a nearly century-old legacy and a 100% employee-owned (ESOP) structure, the firm aligns personal financial gains directly with project outcomes, challenging staff to "think like owners" and adopt an "entrepreneurial mindset." Following a major 2023 rebrand to unify its national presence, the company maintains a highly tenured environment where internal mobility is paramount—evidenced by their internal CEO promotion and the unique 'Train Your Replacement' mandate that requires leaders to actively mentor successors. Culturally, leadership enforces a 'shoulder-to-shoulder' operating style rather than top-down management, fostering what employees describe as a 'family-like' atmosphere. The work itself demands resilience; field crews often face long hours and exposure to harsh weather, though the company provides quality safety gear. While the company operates under a 'Work Hard. Have Fun.' mantra with frequent catered meals, the experience can vary by division. Ultimately, Cerris rewards those who value shared success, continuous learning through programs like 'Construct U' and formal Educational Assistance Programs, and a deep dedication to craftsmanship.
Cerris Culture Highlights
- Operates as a 100% employee-owned firm, linking worker effort directly to shared financial rewards and challenging staff to think like owners.
- Enforces a 'Train Your Replacement' mandate to ensure institutional knowledge transfer and active mentorship.
- Promotes a 'shoulder-to-shoulder' management style characterized by highly accessible and long-tenured company leadership.
- Provides dedicated career development through the internal 'Construct U' ecosystem and formal Educational Assistance Programs.
Cerris Leadership
JE
Jason Evelyn
CEO
A longtime employee promoted to CEO during the 2024 rebrand, emphasizing shared success and internal mobility.
How to work the culture
Do
- Prioritize safety as a constant 'state of mind' across all construction operations and field sites.
- Actively mentor your peers to prepare them to eventually take over your specific role.
- Embrace an 'entrepreneurial mindset' and think like an owner, leveraging shared resources across the national enterprise.
Don't
- Rely heavily on top-down directives instead of embracing a shoulder-to-shoulder collaborative management approach.
- Ignore the 'Train Your Replacement' mandate when seeking your own internal advancement and promotion.
- Neglect safety protocols or proper equipment utilization when operating in demanding field work environments.
04
Fit & playbook
Who does well here, who doesn't, and how to actually navigate Cerris once you're in.
Thrives
You'll do well if
- Value shared success and take pride in the financial benefits of an employee-ownership model, thinking like a true owner.
- Seek long-term tenure and internal mobility within a highly relationship-based and collaborative national enterprise.
- Enjoy a balanced mix of high-stakes construction delivery and frequent team celebrations or catered meals.
Struggles
You might struggle if
- Prefer a purely transactional job without the expectations of active mentorship and adopting an entrepreneurial mindset.
- Are uncomfortable with the physical demands, long hours, and harsh weather exposure of field work.
- Expect perfectly uniform experiences and management styles across all regional divisions and remote project sites.
Find out if you'd thrive at Cerris
Discover your culture fit and get personalized insights about how you'd experience working here.
Discover your culture fitWhat People Say About Cerris's Culture
Synthesized from public sources · open to employees who claim their company
From the research
4 themesEntrepreneurial MindsetPositive
At Cerris, we are employee owners, and we challenge one another to adopt an entrepreneurial mindset.
Shoulder-to-Shoulder LeadershipPositive
Leadership works shoulder-to-shoulder with teams across the company to model our values.
Educational SupportPositive
The company maintains an Educational Assistance Program designed for both personal and professional advancement.
Community
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