At David Weekley Homes, 96 percent of employees say their workplace is great.

EMPLOYEE RATINGS

     

This review is based on 1059 employee surveys, with a 90% confidence level and a margin of error of ± 1.39. It was published on Sep 16, 2016. 35753 Visitors

What Employees Say

I feel good about the ways we contribute to the community.
99%
 
We have special and unique benefits here.
98%
 
I'm proud to tell others I work here.
97%
 
People here are given a lot of responsibility.
97%
 
When I look at what we accomplish, I feel a sense of pride.
97%
 

What They Do

We asked David Weekley Homes to explain what they do. Here is what they had to say.

We are the largest privately-held home builder in America, operating in 22 markets. The CEO fosters a true sense of caring for employees, from spiritual support to helping them purchase their first David Weekley home.  

About this Company

Website: www.davidweekleyhomes.com Industry: Construction & Real Estate
US Headquarters: Houston, Texas US Sites: 22
Major Locations: Dallas, Texas; Austin, Texas; San Antonio, Texas; Orlando, Florida; Tampa, Florida US Employees: 1,518
Corporate Structure: Private Founded: 1976

Indianapolis Outreach

Perks and Programs

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

  • Team Member’s Student Scholarship Program: Not only does David Weekley Homes support the higher educational needs of our Team Members, it also support those of their children. The company provides college scholarships for the children of its Team Members and the amount of tuition support increases with tenure. The scholarships can be earned each year for a maximum of four years, and are available to all Team Members' children.
  • Home and Product Discounts: David Weekley Homes offers discounts on our homes to Team Members starting from their very first day of work! As a Team Member’s tenure increases, so does the home discount. The company also offers a home discount to a Team Member’s immediate family. Plus, through relationships with vendors, Team Members enjoy discounts on products ranging from appliances and computers to paint and electricity.
  • Profit Sharing: When the company is successful, it returns a portion of the profits to its Team Members. The profit sharing program is based on quarterly results by market, so Teams have four opportunities each year to earn a portion of their cities’ profits.
  • Rewards Program: Each year, there are company-wide goals, and as Teams achieve those goals each quarter, they are rewarded with points redeemable toward items in a robust online catalog. Items available include electronics, trips, jewelry and accessories, sporting goods, appliances and more. Plus, Team Members receive points for each work anniversary!
  • Sabbaticals: At David Weekley Homes, the company rewards longevity in service. Full-time Team Members with 10 continuous years of service are eligible for an up to six-week sabbatical, along with a monetary grant to use for activities, travel or education during this experience.
  • Team Members’ Student Summer Internship Program: We have a paid summer internship program for the children of our Team Members. These students have the opportunity to gain experience in a professional workplace setting, including going through an interview process. This program is open to Team Members’ children between the ages of 16-25 and who are full-time high school or college students.
  • Chaplains Program: In each of the cities in which we operate, Team Members have access to chaplains through Marketplace Chaplains USA. This program provides free assistance to Team Members and their immediate families who need personal guidance, advice, wedding or funeral arrangements, and more.
  • Adoption Assistance Program: Expanding a family through adoption is an exciting process, but it can also be financially challenging. With this in mind, David Weekley Homes offers financial reimbursement assistance to full-time Team Members with a year or more of service who are adopting children from newborn to age 18. New adoptive parents also receive 5 paid days to bond with their new family member!

COMPENSATION BY THE NUMBERS

100% 401(k) match of employee's contribution, up to 8% of an employee's salary82% Company-paid health coverage for employees (Full-time employees)
66% Company-paid health coverage for dependents

COMPENSATION PROGRAMS

  • 401(k)
  • Pre-tax savings account

PERKS TO MAKE LIFE EASIER

  • Free beverages during the day
  • Fitness classes
  • On-site package/mailing service
  • Car wash
Austin Central Living

WORK-LIFE BALANCE BY THE NUMBERS

26 days Paid time off after one year of full-time employment 4 weeks Paid sabbatical after 10 year(s)

WORK-LIFE BALANCE PROGRAMS

  • Flexible schedule
  • Job sharing
  • Telecommute option
  • Compressed work weeks

FAMILY CARE BY THE NUMBERS

60 days Job-protected maternity leave47 days Average length of maternity leave new mothers take
$8,000 Adoption benefit5 days Fully-paid parental leave for adoptive parents (does not include personal vacation or paid time off)

FAMILY CARE PROGRAMS

  • Elder care resources
  • Paid sick leave to care for a child or relative

HEALTH INSURANCE COVERS

  • Medical care
  • Vision care
  • Mental health care
  • Dental care
  • Prescription drug subsidy
  • Alternative treatments (such as acupuncture, homeopathy, or chiropractic)

ONSITE HEALTH BENEFITS

  • Cholesterol tests
  • Flu shots
  • Blood pressure screening
  • Complete biometric screening

Community Involvement & Philanthropy

8 hours Paid time off to volunteer

Diversity

  • Formal programs support professional development for: Employees reentering the workforce
  • Married employees in same-sex or heterosexual relationships receive the same benefits
  • Non-birth parents in same-sex relationships can take parental leave

Executive Diversity

 
HST Student Summer Intern Program

Demographics

 
Tough Mudder Competition

How to Get Hired

We asked David Weekley Homes 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?

At David Weekley Homes, key characteristics we look for in prospective Team Members include: - Honesty and integrity - Great attitude - Natural curiosity and eagerness to learn - Willingness to having work inspected, holding oneself accountable and delivering on commitments - Open-mindedness to others’ ideas and perspectives - Shared values to delight Customers - Servant-leader approach that embodies Our Purpose of Building Dreams, Enhancing Lives

What can prospective employees do to get your attention?

We encourage prospective Team Members to learn about our products and Our Purpose of Building Dreams, Enhancing Lives by visiting www.DavidWeekleyHomes.com and www.WorkForWeekley.com. By understanding who we are and what we strive to achieve as a company, knowledgeable candidates will be prepared to discuss career opportunities with us.

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

We are growing in several aspects of the company, and our postings on www.WorkForWeekley.com will reflect the types of career opportunities available.

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

We encourage those interested in joining our company to visit www.WorkForWeekley.com to view our career opportunities. Submitting applications and resumes is done directly from this site.

hiring Outlook

500 Job openings forecast for coming year 12% Job Growth
50 Average applicants per opening 13,500 Applications received
479 Positions filled in past year 44% New hires by employee referrals
9 New positions created Yes Recruits on college campuses
32 New graduates hired 13% Voluntary turnover for full-time employees
* All figures refer to 12-month period prior to reporting, unless otherwise noted.

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