A Legacy Built by Employee Owners
Merrick’s story begins with a simple but powerful idea: when people have ownership in their work, they build better solutions. Founded in 1955 by Sears Merrick with employee ownership at its core, the firm has grown by following client needs and empowering employee owners to take initiative, explore new ideas, and expand into emerging markets.
Throughout our history, individual projects have often served as turning points — launching new capabilities, opening new offices, and shaping entire business units. From early surveying and power work in the West to federal, nuclear, life sciences, and advanced infrastructure projects, Merrick’s evolution reflects a consistent pattern: listen closely, respond thoughtfully, and build expertise where it’s needed most. Rather than listing every milestone, these moments reflect how Merrick evolved — by listening closely, adapting thoughtfully, and investing in people.
Foundations and Early Growth
- 1955 — Founded with employee ownership at the core
- Early 1980s — Diversified client base across public, private, and federal sectors; employee ownership expands through the Employee Stock Ownership Plan (ESOP)
- Late 1980s — Opened first office beyond Colorado
- 1990s — National recognition and scale
- Mid-1990s — First company culture survey conducted; first internship program established
Investing in People and Culture
- 2000s — Expansion into complex, high-consequence projects
- Early 2000s — Merrick Learning Institute established to support employee development; employee engagement committees begin with the formation of the Merrick Professional Women’s Roundtable
- Mid-2000s — Merrick Way Awards established
- 2010s–Present — Continued expansion across markets and capabilities
Building on Culture and Development
Early 2010s
- Expanded focus on company culture through the Merrick Culture Committee
- Broadened learning and development initiatives with leadership development and the Merrick Business Program
- Modernized and expanded internship program
Mid-2010s
- Started a company-wide, bottom-up process to define Merrick’s purpose, vision, and values
- Launched supervisor development
Late 2010s–Early 2020s
- Continued expansion of employee engagement committees
- Learning and development opportunities broaden with PM101 and the Client Development Program
Legacy, Lived Every Day
Merrick’s legacy isn’t just defined by the
projects we’ve completed — it’s shaped every
day by the employee owners who choose how
that legacy continues.
“I’ve watched Merrick grow for more than three decades, and what’s never changed is why we succeed. When you trust people to think like owners, they don’t just do their jobs — they build the future of the company.”
Tammy Johnson, CEO and President | Inside Director Employee Owner Since 1991