TZL 1585 (web)

May 12, 2025, Issue 1585 WWW.ZWEIGGROUP.COM

TRENDLINES

Chargeability

Lessons from the history of Rising Stars, Civil+Structural Engineer Magazine , and Zweig Group. Looking back, moving forward

2021 2022 2023 2024 2025

MORE CONTENT n MICHAEL MAKRIS: Normalize disruption Page 3 n MARK ZWEIG: Advice to my 30-year-old self Page 5 n SHELBY HARVEY: Bridging the gap Page 7 n THE RISING STARS EVALUATION PANEL: Zweig Group’s 2025 Rising Stars Page 9 n 2025 Rising Stars profiles Page 10 and staff utilization strategies to stay efficient in a competitive environment. Participate in a survey and save on a Zweig Group research publication. According to Zweig Group’s 2025 Fee & Billing Report , the gap between projected and actual chargeability rose slightly in 2025 after years of steady improvement, increasing from 2.2 percent in 2024 to 2.9 percent in 2025. This shift highlights the need for firms to continue refining project planning

I ’ve been a part of Zweig Group’s Rising Stars award going on five years. Half a decade moves quickly, but I’ve relished the small role I get to play every year in this award that spotlights the AEC industry’s future leaders. It’s not always the same. I’ve gotten to write profiles for winners and publish them in Civil+Structural Engineer Magazine . I’ve been able to read through piles and piles of submissions to give my evaluation. Most importantly, though, I’ve had the opportunity to see firsthand the impact this award has on young professionals, and I’ve seen the joy and pride swelling on their faces when they hear the news. A lot goes into the making of a Rising Star, and I’ve gladly and humbly played whatever role was needed to make it happen. I usually get a bit of a laugh or questioning look when I blabber on about my excitement over the process, but I maintain this love for the little details that go into making this award happen. Why? Because I know what the Rising Stars award means. I know what it means for the trajectory of a young professional’s career. I know what it means for a firm when their young people find success. I know what it means for an industry that is shifting toward a more interconnected future – both digitally and professionally. The Rising Stars award is special, but not necessarily because of what it is. Almost every city – big, small, or in between – has a 40 under 40, or 30 under 30, or another combination of mirrored numbers. There is certainly no shortage of awards across the U.S. that celebrate young professionals from every profession and from every walk of life. But Rising Stars does more than celebrate young professionals; it represents a long relationship of growth and development for the industry it celebrates. The history of the Rising Stars award and its publication gives us some context into this relationship and how it developed over time. Rising Stars has grown alongside the publications in which it has appeared. When the award was first introduced in 2010, it was published in a magazine focused on civil engineers, so that’s where our winners came from the first few years. However, over time, the scope of the award changed as did its publishing home. The next field included in Rising Stars was structural engineering, which, again, made sense with Zweig Group’s position in the AEC publishing space. On top of CE News , Zweig Group produced

Luke Carothers

See LUKE CAROTHERS, page 2

THE VOICE OF REASON FOR THE AEC INDUSTRY

Chad Clinehens | Publisher cclinehens@zweiggroup.com Sara Parkman | Senior Editor sparkman@zweiggroup.com Tel: 800-466-6275 Email: info@zweiggroup.com Online: zweiggroup.com/blogs/ news

LinkedIn: linkedin.com/ company/22522 Instagram: instagram.com/ zweiggroup Twitter: twitter.com/ZweigGroup Facebook: facebook.com/p/ Zweig-Group-100064113750086/

Published continuously since 1992 by Zweig Group, Fayetteville, Arkansas, USA. ISSN 1068-1310. Issued weekly (48 issues/year). Free electronic subscription at zweiggroup.com © Copyright 2025, Zweig Group. All rights reserved.

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In many ways, this point is just the beginning of the story. Much has changed since Rising Stars first found its home in Civil+Structural Engineer Magazine . We went fully digital with publication at the end of 2019, which, in hindsight, feels incredibly lucky with how world events unfolded. We lowered the age cutoff for our Rising Stars from 40 to 35. We’ve expanded the scope of Rising Stars since then too, including fields like architecture and adapting roles based on a changing industry. The common thread for all these changes is that they were made with one intention in mind: to better serve the needs of a changing industry. Rising Stars has been elevated to more than just an award. It’s a snapshot of where the AEC industry is going and the leaders who are going to take us there. Now, we have arrived at a new chapter: The Zweig List . Our decision to rebrand Civil+Structural Engineer as The Zweig List is a way of honoring what we’ve built. A new name, perhaps, but still with the same heart beating passionately for an industry that deserves celebration and recognition. The Zweig List will be the home for celebration for the AEC industry. It starts now with Rising Stars, but soon it will be home to Zweig Group’s full awards program winners from Hot Firms to Best Firms To Work For. This represents the next step in something that has always been dynamic, something that has always adapted to a changing industry. More than a new name, The Zweig List is a promise that we are not just observing and recording change. We are part of it. We are immersed in this momentum, shaping it as it shapes us. The AEC industry has never been more interdisciplinary, and it deserves a media platform that moves with it into the future. The Zweig List is a foundational way of embracing that future, one that will be more directly connected to the ideas, innovations, and individuals shaping the built environment today. Within this new landscape, Rising Stars will continue to grow and burn brighter every year. Luke Carothers is a senior content manager at Zweig Group and editor of The Zweig List . Contact him at lcarothers@zweiggroup. com.

LUKE CAROTHERS, from page 1

two other AEC-focused magazines: Structural Engineer and Rebuilding American Infrastructure . While the move to expand the scope of the award made sense from an editorial perspective, it also reflected a deeper acknowledgement of an increasingly interconnected industry. This ability to reflect the changing landscape of the built environment has been a part of Zweig Group’s identity since it was founded in 1988 by Mark Zweig as Mark Zweig & Associates. Our business evolved regularly, eventually becoming ZweigWhite before arriving at the name Zweig Group that’s in use today. This ability to adapt elevated Zweig Group beyond a consulting firm. In many ways, Zweig Group has been an ambitious experiment in reshaping how AEC firms think about growth, leadership, and culture. Fueled by early success, growing 30 percent annually for its first 13 years, Zweig Group eventually built out a robust media and publishing platform. This growth allowed Zweig Group to continue serving AEC firms in new ways. Rising Stars may have begun with a focus on civil and structural engineers, but it’s always been about more than the credentials on a resume. Rather, it’s about momentum – the kind that shows the rest of the industry what’s coming. Its importance is in both the now and the future – balancing impact with possibility. We see it every year in the engineers, architects, designers, and innovators who are among the winners. These are the leaders actively building our future. In 2016, publication of the Rising Stars award shifted to Zweig Group’s next media entity: Civil+Structural Engineer . The decision was made to combine Zweig Group’s three magazines into one media platform. The seeds of an interconnected industry were laid when the award expanded its scope, but this new media platform from Zweig Group became the fruit born from its sowing. Building its foundation from the belief that the AEC industry will continue to grow more interconnected, Civil+Structural Engineer Media was designed to bridge the gap between the past and present, between print and digital, between silos and an open AEC industry.

ELEVATEAEC CONFERENCE & AWARDS GALA This is the largest in-person gathering of industry leaders and award-winning firms, all interested in advancing the “elevate the industry” vision. This year’s conference promises to be bigger and better than ever, with a jam-packed agenda designed to help you network, learn, and celebrate like never before. Don’t miss out on the biggest event in the AEC industry – register now for ElevateAEC and get ready to take your business to new heights! Join us September 9-11 in San Antonio, Texas. Click here to learn more!

THE ZWEIG LETTER MAY 12, 2025, ISSUE 1585

OPINION

Normalize disruption

If we want to build the next class of critical thinkers in the AEC industry, we must not only encourage, but coach, disruptive thinking.

W e’ve all heard the classic gray-haired engineer say, “Nobody thinks anymore.” I don’t have gray hair, yet, but I’ve caught myself saying the same thing. The challenge we face in the architecture, engineering, and construction industry isn’t a lack of hard work or technical expertise. Fundamentally, it is a shortage of engagement with bright minded critical thinkers.

Michael Makris, P.E.

So how do we create more critical thinkers? It’s simple: We make space for our people to think critically. We encourage disruption and we allow the bright minds entering the work force to challenge the status quo. We need to STOP asking our young professionals to “learn the ropes” before they are allowed to question them. The AEC industry is evolving faster than ever before. Innovation within AEC firms is no longer optional – it is essential. It’s time we normalize disruption and actively invite our youngest (and brightest) minds to rethink how we work and why. Here’s how you can normalize disruption in your firm: ■ Invite the disruption. Create a culture that rewards curiosity. Encourage team members

to test new processes or explore emerging software. Empower young professionals not only to explore new ideas but to build a business case for change. At BHC, we’ve found a powerful way to invite disruption early in one’s professional career – through our intern program. The program gives us an audience of intelligent, motivated future professionals. It allows us to identify, mentor, and develop the next class of business disruptors, while challenging us to think and respond differently. Each summer, we pair our interns with an innovation project. The project is identified by our team members as an area ripe for improvement

See MICHAEL MAKRIS, page 4

THE ZWEIG LETTER MAY 12, 2025, ISSUE 1585

At BHC, we use a framework of NOW and NEXT goals:

MICHAEL MAKRIS, from page 3

or exploration. It’s a win-win: interns gain experience solving meaningful problems, and we benefit from their fresh thinking, free from the “how it’s always been done” attitude. Often, these projects spark new ways of working that benefit our organization and our clients. ■ Identify the milestones. Innovation comes with missteps and that’s okay. Define clear decision points: When do we pivot? When do we press forward? When do we walk away? Address risk concerns early, this builds confidence and keeps innovation focused. ■ Make it a shared experience. People talk: About what they like, and what they don’t. Leverage that behavior. Give your team the tools, the voice, and the environment to act on what they see. Innovation thrives in collaboration, not in silos. progress. Whether a project missed the mark, a client was disappointed, or a proposal fell flat, each moment is a chance discuss, to reevaluate, and to learn. Mistakes are tuition we all must pay – get your money’s worth. ■ Never let a mistake go to waste. Failure is part of ■ Disruption without direction is chaos. To turn disruption into progress, businesses need a north star. Why are we innovating? What do we want to achieve? Disruption should be strategic, not just aspirational – it needs to end with actionable insights.

■ NOW goals address immediate needs – like updating or developing new standard operating procedures as clients, projects, and technology change. ■ NEXT goals are forward-looking – like embracing emerging technologies or expanding into new markets or services. Leaders throughout the organization should be provided with perspective on both NOW and NEXT goals. They know the day-to-day better than anyone and often see inefficiencies that others miss. They can bring new energy and fresh ideas to the table. Give them the opportunity – and the support. You will be surprised by the meaningful change that can occur in your organization. To align with our goals, we have created NOW and NEXT leadership teams at our firm. These teams exist to bring together the variety of goals and disruptions acted on at our firm and provide that north star to all the talented disruptors in our business. Disruption doesn’t mean chaos. If done right, it is intentional progress. If we want to build the next class of critical thinkers in the AEC industry, we must not only encourage, but coach, disruptive thinking. Michael Makris, P.E. is a project manager at BHC and a 2024 Rising Star Alumni. Connect with him on LinkedIn.

THE ZWEIG LETTER MAY 12, 2025, ISSUE 1585

FROM THE FOUNDER

Advice to my 30-year-old self

Reflecting on lessons learned and sharing life, career, and financial advice for younger professionals.

W ith this issue of The Zweig Letter focused on the Rising Stars of the AEC industry, I thought it might be fun for my current 67-year-old self to look back and give some advice to my 30-year-old self. I’m not saying 30-year-old me would take it – but here it is nevertheless!

Mark Zweig

1. Pick the right mate. If you haven’t already made a mistake and married the wrong person, be picky! You want to find someone who is smarter than you are and who can give you good advice. You also want to be sure you do not get together with someone who has alcohol and drug problems. Find someone who has the same socioeconomic background and the same religious and political orientation that you have. And if you ever want to own a business, find someone who comes from a family where one or more parents was a business owner. If you don’t, you will have problems in your relationship! 2. Figure out where you want to live and go there. The sooner you go, the better. Yes, the housing may be expensive but you won’t care when you are young. You’ll figure it out. Get established and build relationships there versus having to start over later.

3. Slow down a little. Life is more than work. Don’t overcommit too early. Don’t burn yourself out too fast. Don’t give yourself stress-related health problems when you are young. There will be plenty of time for that later! 4. Dream BIG and have very high goals. Shoot for an “A” even if you think you would be happy with a “B,” or there will be no chance you will get an “A.” Swing for the fence versus aiming for a double. You may actually hit a home run every so often if you do. 5. Max out your 401(k) contributions every year to get as much match as is possible and don’t touch it. I did a terrible job with this one because, as an entrepreneur, I sometimes needed big chunks of cash and had nowhere else to go. But it’s a mistake if you want to make your future life better and less stressful!

See MARK ZWEIG, page 6

THE ZWEIG LETTER MAY 12, 2025, ISSUE 1585

ON THE MOVE ROSS GRIMES TO

LEAD

FEHR

relationships across Illinois, Wisconsin and Iowa. Jason Stoll, PE, who has led the Rochelle office as branch manager since 2017, will oversee the Rockford and Rochelle locations. Grimes succeeds Joel Zirkle, who will retire December 20. “Ross has led some of our most significant environmental projects with insight and dedication,” Zirkle said. “His ability to tackle complex problems and mentor our staff has prepared him well for this leadership position. Ross is technically skilled and has a natural talent for understanding client needs and driving business growth.” “Ross models our Core Values,” Fehr Graham President Mick Gronewold said. “His dedication to serving our clients and

for finding solutions to their problems is matched only by his commitment to growing and supporting our team. We are excited to see how Ross will continue to lead in his new role.” A Rockford native, Grimes earned his bachelor’s degree in Environmental Geoscience from Northern Illinois University. He lives in Rockton with his wife, Alyssa, and their three children. Fehr Graham is a premier provider of engineering, environmental and funding solutions for commercial, industrial, institutional and government clients with Midwest office locations in Illinois, Iowa and Wisconsin. Fehr Graham is an Engineering News-Record Top 500 Design Firm, Midwest Top Design Firm and Zweig Group Hot Firm.

GRAHAM’S AND REMEDIATION SERVICES Fehr Graham, a leading Midwest engineering and environmental firm, has announced that Ross Grimes, PG, will serve as assessment and remediation service lead. Grimes, who has been with the firm since 2015, steps into this technical leadership role with a strong background in project management and business development. ASSESSMENT Grimes became a project manager in 2017 and has served as branch manager of the firm’s Rockford office since 2020. He earned his Professional Geologist license in 2021. In his new role, Grimes will lead the firm’s assessment and remediation work, focusing on business development and enhancing client

the profits in a more expensive home. And be ready to do this every two years. It’s a great wealth builder. The last three houses we have bought, fixed up, and moved into, each of which we lived in for two years, have made a significant mostly tax-free profit. Sure, it is a hassle to move that much, but it forces you to purge unnecessary stuff and you get to replace your cat clawed/dog bed sofas – a nice extra benefit! 10. Pay your credit card bills in full every month. You don’t want to carry over your Chili’s dinners and Applebee’s lunches and unneeded Home Depot purchases from one month to the next. And then paying 18-22 percent interest on that is really crazy. Get the credit cards for emergency needs and use only one of them, and then pay it off every month. “I got a lot of this advice – some from my father and some from my mentors – and much of it I didn’t listen to. Truth be told, I’m pretty happy with my life. I don’t know if I would change a thing if I had a chance to do so.” 11. Exercise every day. Always a good idea to get into this habit! Then when you are older, you will not only be slimmer, but healthier overall. And it won’t be hard to do if you start young and make it part of your routine! I got a lot of this advice – some from my father and some from my mentors – and much of it I didn’t listen to. Truth be told, I’m pretty happy with my life. I don’t know if I would change a thing if I had a chance to do so. It all led up to a very fulfilling life in the end! Mark Zweig is Zweig Group’s chairman and founder. Contact him at mzweig@zweiggroup.com.

MARK ZWEIG, from page 5

6. Put 10 percent of what you make into the stock market and don’t touch it. The compounding of your investments over time is something to behold! See my comments on point No. 5 above! 7. Don’t finance any vehicle and don’t buy new vehicles, either. I wasted so much money on this one that I could have used for income-producing assets versus depreciating assets. That “new car smell” can be really costly and it doesn’t last long. That said, ordering the first of new vehicles you know will be popular can pay off if you sell them quickly. Case in point – the new Bronco when it was announced, the new Beetle when it was announced, the new T-bird when it was announced, the new Tesla Cybertruck when it was announced, etc. Right now, we have a deposit on the new Scout. You can make money on vehicles like that if you sell them when they first come out and you first get them. But most new cars you will lose money on. I have had others that dropped like a stone. And don’t finance. Who needs a car payment? Buy what you can afford and pay cash for it. 8. Buy apartments in growing college towns and don’t ever sell them. If you can afford investment properties, multi- family in college towns is as solid as you can get. They grow, your apartments stay leased up, and rents go up over time. The more doors you have, the more your risk is spread out. And apartments are almost always better than raw land. They generate rental income from day one and appreciate every time you raise the rent. Plus, they depreciate for tax purposes. Raw land generates no income and doesn’t depreciate. Three years of owning rented apartments that are generating income and appreciating versus land that is not generating income is hard to beat! 9. Buy the worst house in the best neighborhood you can afford. Fix it up and sell it after two years, and then reinvest

THE ZWEIG LETTER MAY 12, 2025, ISSUE 1585

OPINION

Bridging the gap

The future of the AEC industry depends on our willingness to meet young professionals where they are – not where we wish they were.

I t’s no secret: the AEC industry has been grappling with a talent crisis for years – and there’s little sign of that tide turning anytime soon.

The “great resignation” didn’t just spark a wave of early retirements among baby boomers during the COVID-19 pandemic – it also ushered in a new era of employee expectations. Flexibility, especially around remote work, isn’t a perk anymore. It’s the baseline. As boomers exit the workforce at an accelerating pace, Gen X – being a smaller generation – simply doesn’t have the numbers to fill the gap. That burden has increasingly fallen on millennials, many of whom are stepping into leadership roles earlier than anticipated, often without the support or experience they’d ideally have. This shift has left a noticeable gap in mid-level experience across many firms. And just as we’re trying to stabilize, the pipeline narrows even more: civil engineering program enrollment has declined significantly nationwide. The future talent pool is shrinking, and the pressure is mounting.

Enter our young professionals – late millennials and Gen Z – joining the workforce in the middle of economic uncertainty, labor shortages, and reduced mentorship opportunities. Every time generational dynamics come up in industry panels or roundtables, I brace myself. You’ve probably heard it too: “Gen Z doesn’t want to come into the office.” “They don’t have the same drive.” “All they care about is salary.” And I’ll admit, there have been moments I’ve thought the same. But then I remember what it felt like when my own generation – millennials – were painted with the same broad strokes: lazy, entitled, disloyal. The truth is, every generation has faced criticism from those before them. And yet here we are – millennials now in leadership, shaping the industry we were once said to be ruining.

Shelby Harvey

See SHELBY HARVEY, page 8

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ON THE MOVE RKTB ANNOUNCES

NEW

project manager. With varied experience, Lawal has worked for the design firms KPF and SLM Architecture, both in New York, following experience in retail and education. Known for her practical imagination cultivated across the worlds of science and art, she brings a background showcasing diverse challenges in health science and architecture, and how architectural and urban solutions can incorporate dimensions of health, people, and the natural environment. KT Weeks, also tapped as project manager, arrives as an ambitious architectural designer actively pursuing an architecture license. Interested in historic preservation, existing building repair, and sustainability, Weeks is skilled in research, writing, existing conditions surveys, and contract documents across K-12, residential, higher education, and preservation-focused projects. A cofounder of Future Designers for Syracuse, they worked previously for Easton Architects and Miner Feinstein Architects. They also worked with Albert Aronov on new School Construction Authority, or SCA projects including P.S. 116Q in various phases from draft scope to construction administration, bringing critical experience in one of RKTB Architects’ most active project sectors. RKTB has also announced the addition of Mita Gangopadhyay in the position of

architectural drafter. Previously working as an associate at Peter Pennoyer Architects and an intern at Robert Cohen Architect, Gangopadhyay was also president of Future Designers for Syracuse at Syracuse University, where she received her Barch in architecture in 2023. Known for a passion for bringing together the forces of creativity and STEM, form and function. she bring a multidisciplinary outlook to varied work including environmental and historic sites as well as an appreciation of the visual and performing arts. “We are delighted to welcome these talented professionals with such diverse backgrounds as RKTB moves to advance our growth in the northeastern United States,” says Peter Bafitis, AIA, president of RKTB Architects. “We believe design and construction are critical tools for improving our neighborhoods and cities, creating solutions with the spirit of the Ephebic oath from ancient Athens, striving for the ideals of our city and our sense of public duty, promising to make these places better and more beautiful than they have ever been before.” The American Institute of Architects has validated and elevated RKTB Architects’ success with recent honors, including last year’s Leadership in Housing Award for the firm’s obverall work and Citation of Design Excellence for Bafitis.

HIRES, ON HOUSING, SCHOOLS AND MORE IN NORTHEASTERN UNITED STATES With a variety of new building projects and a recent award from the American Institute of Architects for housing leadership, the East Coast firm RKTB Architects is spreading a national message in support of rising to meet the current U.S. need for 6 million units of housing, the projected shortfall now causing record homelessness and barriers to affordability and homeownership. To support its expansion, RKTB has announced a number of new hires as the firm expands in not only housing but also K-12 education, solutions for the unhoused, and religious and cultural buildings, among others. EXPANDING FOCUS Among the most notable new hires is Ralph Shinogle, AIA, an experienced professional who has joined RKTB as a senior architect. Previously holding senior positions at Nelligan White Architects and Tuller McNealus Feld LLC, Shinogle brings to RKTB Architects experience in the Peace Corps and as an independent architectural designer. He earned his masters in architecture at Kansas State University and is proficient in Albanian, with credentials including his two years as president of the firm MagmaStudio in Manhattan, Kansas. Grace Lawal has joined RKTB as a

The better question is, what are we doing to make the in-office experience valuable enough for them to want to show up? Yes, mentorship and professional development can be harder without face-to-face time. But let’s not ignore that many of the mentors young professionals need aren’t in the office consistently either. If we’re serious about developing the next generation of leaders (and we’ve already established that it’s imperative we are), we have to be thoughtful about how and when we bring teams together. The future of the AEC industry depends on our willingness to meet young professionals where they are – not where we wish they were. We must be willing to adapt, be open to different perspectives, and focus on creating workplaces that foster flexibility, engagement, and offer mentorship in ways that resonate with the next generation. Let’s stop pointing fingers and start bridging the generational gap by meeting young professionals where they’re at and giving them the tools they need to elevate our industry even further. Shelby Harvey is director of talent development and HR at BHC and a 2024 Rising Star Alumni. Contact her at shelby.harvey@ ibhc.com.

SHELBY HARVEY, from page 7

According to the U.S. Department of Labor, millennials and Gen Z together now make up more than half of the American workforce. If you still see young professionals as a problem to be fixed instead of the future of your company, you’re missing the point. “Let’s stop pointing fingers and start bridging the generational gap by meeting young professionals where they’re at and giving them the tools they need to elevate our industry even further.” It’s important to take the time to understand the context behind the generational traits we’re so quick to label. Millennials were called “entitled” because we set boundaries after watching our parents and grandparents sacrifice endlessly for their careers. Gen Z expects flexibility and remote options because, for them, it’s always been the norm. Why wouldn’t they expect it?

THE ZWEIG LETTER MAY 12, 2025, ISSUE 1585

PROFILE

Zweig Group’s 2025 Rising Stars Zweig Group’s Rising Stars award recognizes the most promising young professionals throughout the AEC industry.

By The Rising Stars Evaluation Panel

W e are incredibly proud to celebrate a new class of Rising Stars. This year’s winners are a class of standout professionals from across the AEC industry who are already making waves. The 2025 class of Rising Stars features 25 emerging leaders from 15 different states and 21 different firms. Each of our winners possesses a distinct vision and a shared passion for driving the AEC industry forward. Each year, Zweig Group’s Rising Stars award recognizes the most promising young professionals throughout the AEC industry. These are individuals whose leadership, technical acumen, and commitment to Elevating the Industry are having a profound impact on the built environment. This is certainly

true of our 2025 Rising Stars class, which spans to all corners of the United States. The 2025 Rising Stars winners embody the innovation, resilience, and collaboration required to meet the challenges of an evolving industry. This award has always been about more than just accolades. It’s a celebration of those who are pushing the boundaries of what’s possible for our future. These are professionals who take their work beyond their day job, and work to enact change in their towns and communities. They are actively engaged in building a unique and enduring culture. Their commitment shapes a more thoughtful and intentional AEC industry.

ABOUT THE ZWEIG LIST The Zweig List is a newly rebranded media platform from Zweig Group, created to celebrate the people and firms shaping the future of the AEC industry. Launching with the 2025 Rising Stars, The Zweig List will become the official home for all Zweig Group award winners – from Hot Firms to Best Firms To Work For – honoring the innovation, leadership, and excellence that drive the built environment forward. See the full list of Rising Stars winners on The Zweig List here!

THE ZWEIG LETTER MAY 12, 2025, ISSUE 1585

SENIOR PROJECT DESIGNER

Read Jorel’s Profile

THE ZWEIG LETTER MAY 12, 2025, ISSUE 1585

SENIOR PROJECT ENGINEER

Read COLETTE’s Profile

THE ZWEIG LETTER MAY 12, 2025, ISSUE 1585

ARCHITECT, MENTAL+BEHAVIORAL HEALTH PLANNER

Read STEPHEN’s Profile

THE ZWEIG LETTER MAY 12, 2025, ISSUE 1585

PROJECT MANAGER

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THE ZWEIG LETTER MAY 12, 2025, ISSUE 1585

P R I NC I PA L

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PRINCIPAL AND TEAM DIRECTOR, CIVIL GROU P

Read RUCKER’s Profile

THE ZWEIG LETTER MAY 12, 2025, ISSUE 1585

CIVIL ENGINEER

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AS SOC I AT E

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OWNER/PRINCIPAL

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ASSISTANT PROJECT MANAGER II

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INTERN ARCHITECT

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LIAISON ENGINEER / PROJECT MANAGER

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ASSOCIATE VICE P R E S I D ENT

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SENIOR DIRECTOR, PROFESSIONAL P RAC T I C E P ROGRAMS

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PROJECT DELIVERY MANAGE R

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STUDIO DIRECTOR / SENIOR INTERIOR D E S I GNE R

Read STEPHANIE’s Profile >

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PROJECT ENGINEER

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ASSISTANT PROJECT MANAGER II

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AS S I S TANT DEPARTMENT

MANAGER, WATER INFRASTRUCTURE

Read KAITLIN’s Profile

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SENIOR ASSOCIATE, PROJECT MANAGER

Read KATHERINE’s Profile

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PRINCIPAL, ARCHITECT

Read LYNDLEY’s Profile

THE ZWEIG LETTER MAY 12, 2025, ISSUE 1585

PROJECT MANAGER

Read NICHOLAs’ Profile

THE ZWEIG LETTER MAY 12, 2025, ISSUE 1585

PROFESSIONAL ENG I NE E R

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MECHANICAL P RO J E C T MANAGE R

Read NICO’s Profile

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AS SOC I AT E

Read EMILY’s Profile

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