At CBRE, 81 percent of employees say their workplace is great.

EMPLOYEE RATINGS

     

This review is based on 514 employee surveys, with a 90% confidence level and a margin of error of ± 3.60. It was published on Aug 29, 2017. 4666 Visitors

What Employees Say

I am able to take time off from work when I think it's necessary.
87%
 
Management is honest and ethical in its business practices.
85%
 
I'm proud to tell others I work here.
85%
 
Management trusts people to do a good job without watching over their shoulders.
84%
 
I am given the resources and equipment to do my job.
83%
 

What They Do

We asked CBRE to explain what they do. Here is what they had to say.

CBRE—a Fortune 500 Company—is the world's largest commercial real estate and investment services firm. We turn scale into strength, expense into performance, and property into prosperity. All in service of building distinct advantages for every client.

About this Company

Website: www.cbre.com Industry: Construction & Real Estate
US Headquarters: Los Angeles, California, 90071 US Sites: 2708
Major Locations: Dallas, Texas; New York, New York; Chicago, Illinois; Los Angeles, California US Employees: 31,681
US Revenues: $7,200 million Worldwide Revenues: $13,100 million
Employees Worldwide: 80,288 Corporate Structure: Public
Stock Symbol: CBG Founded: 1906

Orlando Office

Perks and Programs

We asked CBRE to share a few programs they feel really capture what's unique about their workplace. Here is what they had to say.

  • Workplace 360: CBRE's new way of working provides top amenities to support collaboration and ergonomics with open workspaces, standing desks, healthy snack options and more. Workplace360 allows employees to conduct business in the spaces where they will be most productive, from quiet rooms to open meeting areas designed to promote connections with colleagues and clients. This helps break down the physical barriers of traditional workspace configurations and creates increased opportunities for knowledge sharing. We are continuing to implement Workplace360 in many of our offices around the globe.
  • Flexible Work Arrangements: With formal and informal arrangements available, employees are empowered to work with their manager to select an option such as telecommuting to From flex schedules to work-from-home options, CBRE professionals have the opportunity to collaborate and innovate in the ways that work best for them. Our formal flexible work arrangement and telecommuting policies establish guidelines for flex time and working off site, and designate a $500 technology stipend for any supplies employees need to make their remote location a successful workplace.
  • myLearning: This world-class global learning platform opens the doors for our employees to own their career development by searching and accessing a broad array training materials in this centralized library. myLearning connects employees to assigned and self-selected trainings, allows them to interact with other learners across the company, and provides better tracking of employee learning. This technology platform allows us to serve employees across more than 60 countries in nearly 30 languages.
  • EAP and Employee Discounts: Our employees have access to various goods and services that promote work-life balance. Our free Employee Assistance Program (EAP) provides counseling referrals and other services such as will preparation and financial planning assistance. We also offer valuable employee discounts on key items such as travel, wireless services, car purchase and more.
  • Network Groups: The mission of our Diversity and Inclusion initiative is to provide a work environment that attracts, develops and celebrates the professional success of every individual. Our seven networking groups support our commitment to diversity and inclusion while enhancing the professional profile and development of its members. Groups include CBRE Military, African-American Network Group, Hispanic Network Group, LGBT Network Group, Rising Professionals Organization, Women's Network and Asia-Pacific American Forum.
  • CBRE Cares: CBRE is committed to fulfilling its role as a responsible corporate citizen by supporting and adding value to the communities in which our employees live and work around the world. Through CBRE Cares, our employees have the opportunity through our philanthropic organization to donate to disaster relief (often with matching funds) and to receive support/PTO to address the causes individually important to them.
  • Professional Development Programs: At CBRE, top talent is a priority. We have several programs that provide in-depth training catered toward high performers at every stage of their career. For example, CBRE University attendees receive immersive training in topics related to their line of business and the company as a whole. Additionally, our EMPOWER  program pairs selected managers with seasoned company leaders to engage in one-on-one mentoring, collaboration and a multi-dimensional exploration of leadership.  

COMPENSATION BY THE NUMBERS

3% Match of employee’s 401(k)/403b contribution up to 6% of salary70% Company-paid health coverage for employees (for Salaried, hourly and W-2 commissioned employees are eligible)
75% Company-paid health coverage for dependents 30 hours Weekly hours required for part-timers to receive health insurance
Los Angeles Office

WORK-LIFE BALANCE BY THE NUMBERS

26 days Paid time off after one year of full-time employment 11 days Paid time off after one year of part-time employment
15 days Paid sick days after one year of full-time employment 26 Days Paid time off as of first day of full-time employment
11 days Paid time off as of first day of part-time employment

WORK-LIFE BALANCE PROGRAMS

  • Flexible schedule
  • Telecommute option (20% use it)
  • Compressed work weeks

FAMILY CARE BY THE NUMBERS

60 days Job-protected maternity leave (including FMLA/STD) 54 days Average length of maternity leave new mothers take
60 days Job-protected paternity leave (including FMLA)13 days Average length of paternity leave new fathers take
$5,000 Adoption benefit60 days Job-protected parental leave for adoptive parents (including FMLA)
20 days Fully-paid parental leave for adoptive parents (does not include personal vacation or paid time off)

FAMILY CARE PROGRAMS

  • Lactation room(s)
  • Paid sick leave to care for a child or relative

HEALTH INSURANCE COVERS

  • Mental health care
  • Alternative treatments (such as acupuncture, homeopathy, or chiropractic)
  • Fertility treatments

Community and Environmental Impact

16 hours Paid time off to volunteer $12,956,544 Philanthropic donations in last year
Global Director of Corporate Responsibility Leads environmental impact team Self-Conducted Environmental impact audit
Yes Recycling program

Diversity

  • Diversity Recruiter is responsible for the success of formal recruiting and retention diversity goals
  • Written policy prohibits discrimination based on (at a minimum) age, disability, race/ethnicity, religious beliefs, gender and sexual orientation
  • Formal programs (such as resource groups, mentorship, networking, or other affinity groups) support professional development for: Under-represented racial/ethnic minority groups; Women; Lesbian, gay, bisexual or transgender employees
  • 25 events a year connect employees with peers from different racial/ethnic, religious or country-of-origin identities
  • Non-birth parents in same-sex relationships can take parental leave
  • Medical care covers gender confirmation surgery

Leadership Diversity

 

Workforce Diversity

 
Los Angeles Office

DEMOGRAPHICS

 
San Jose Office

How to Get Hired

We asked CBRE for some inside information on how to get hired at the organization. Here is what they had to say.

What key characteristics tell you a prospective employee will be a great fit for your company?

The candidate has to demonstrate a work history and willingness to work in a fast-paced highly matrixed environment that requires flexibility.  Individuals who are achievement-oriented and conducive to working on teams rather than as an individual contributor are also desired.  Given our focus on all aspects of commercial real estate, the candidate needs to have a background in our industry or in a related field.

What can prospective employees do to get your attention?

A candidate can distinguish themselves from other applicants by leveraging their network to connect with someone in the company who is willing to refer them to the hiring manager and/or the recruiter.  The candidate can also connect via social media tools such as LinkedIn or Facebook with a member of the Talent Acquisition team.

Are there any positions or types of candidates you are particularly focused on hiring in this coming year?

Since we hire over 8,000 people annually in roles across the entire spectrum of the commercial real estate industry, it is hard to pinpoint a particular positions or group of positions.  One area of interest for all of our openings is the ability to locate a diverse pool of candidates.  Like many companies, CBRE has a tremendous interest in hiring people from diverse backgrounds.  It has been proven that diversity is an important contributor to a company’s ability to innovate and grow.

What should interested candidates do to find out more and get started?

The CBRE career site is the best place for a candidate to view our job opportunities.

hiring Outlook

3 Average applicants per opening 4% Openings filled by current employees
14% Voluntary turnover for full-time employees 57% Voluntary turnover for part-time employees
* All figures refer to 12-month period prior to reporting, unless otherwise noted.

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