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HEADQUARTERS: Arlington Heights, IL
NUMBER OF EMPLOYEES: 34
Peralte-Clark LLC staff getting together for the firm’s annual picnic
YEAR FOUNDED: 2017
OFFICE LOCATIONS:
Over the years, Peralte says he has learned how to assess staff based on their individual goals and pace as opposed to comparing them to his own career expectations. As a company owner, he says he once assumed that everyone aimed to move upward or toward an ownership position, but that’s not always the case. “I now know it’s important to align roles with each person’s aspirations,” he says. And, of course, while everyone is enthusiastic about their work, staff also actively participate in mentoring, training, and volunteer involvement. Leadership empowers their staff to support causes near and dear to their hearts and to become engaged in the communities where they work, live and play. From participating in local advisory groups, community service efforts, industry committees, and mentoring youth and colleagues, to bringing clean water access to thousands across the globe, they are working to make a positive change in the world. Some organizations they have worked with include: Haiti Outreach, One Warm Coat, ACEC, Emory University, Together We Rise, Girl Scouts of Northern Illinois, and more. Overall, Peralte and Clark are incredibly proud of what they’ve built and the culture they’ve cultivated. Their shared dedication to improving the civil engineering field and to providing meaningful careers for their team has already made a profound impact, and they remain committed to continually refining their vision for the future.
CULTIVATING CULTURE , from page 9
Arlington Heights, IL
At Peralte-Clark, leaders are picked because they model and show an unwavering commitment to the company’s core values. The evaluation process includes thorough training and mentoring and their management and leadership skills are further sharpened by Peralte himself through a mentoring program. Managers are mentored to uphold the company’s three cultural pillars – people, integrity and engagement (PIE). When employees join based on shared principles and see those commitments practiced, turnover remains low. In fact, fostering a great work environment is what has the co-founders most excited. Both leaders revel in the enjoyment that their colleagues get from their work. “The company started with the goal of creating a great work environment, and while there’s room to improve, we’ve made strong progress, including earning our Zweig Group Best Firm To Work For recognition, Peralte says. “Now, our challenge is to maintain this success.” Peralte admits that making new hires is a little challenging. “With a limited pool of mid- to senior engineers in the industry, we face the universal challenge of delivering quality products in the most efficient way. This shortage also increases pressure on senior managers to oversee reviews and quality control while still fulfilling their leadership and management duties,” he shares.
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Chicago, IL
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MARKETS: Transportation engineering SERVICES: Planning, design, and construction management of public and private infrastructure projects, including highways and streets, bridges, transit systems, storm and sewer systems, and other facilities. Key areas of expertise include Phase I (preliminary) and Phase II (final) engineering, traffic and safety studies, maintenance of traffic, traffic design, geometric design, drainage and hydraulic studies, construction management, and public involvement.
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THE ZWEIG LETTER NOVEMBER 17, 2025, ISSUE 1610
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