At Realogy Holdings Corp., 76 percent of employees say their workplace is great.



This review is based on 865 employee surveys, with a 90% confidence level and a margin of error of ± 2.68. It was published on May 30, 2018. 3124 Visitors

What Employees Say

I am able to take time off from work when I think it's necessary.
Management is honest and ethical in its business practices.
People here are given a lot of responsibility.
People care about each other here.
I'm proud to tell others I work here.

What They Do

We asked Realogy Holdings Corp. to explain what they do. Here is what they had to say.

Realogy serves agents through our many national leading real estate brands, including Century 21, Sotheby’s International Realty and Coldwell Banker, to name a few. We also provide relocation and title services, helping agents turn customers into homeowners.

About this Company

Website: Industry: Real Estate
US Headquarters: Madison, New Jersey, 07940 US Sites: 1175
Major Locations: Danbury, Connecticut, 06810; Irving, Texas, 75063; Mount Laurel, New Jersey, 08054; Deerfield, Illinois, 60015; Sarasota, Florida, 34232; Emeryville, California, 94608; Concord, California, 94520; Parsippany, New Jersey, 07054; Glendale, California, 91203 US Employees: 10,623
US Revenues: $6 million Worldwide Revenues: $6.1 million
Employees Worldwide: 11,430 Corporate Structure: Public
Stock Symbol: RLGY Founded: 2006

Recharging your car … – Free charging stations for electric vehicles provide an added incentive for employees to abandon their gas-guzzling ways. Laura Heinlein gets her battery topped off at Realogy’s Danbury, Connecticut site.

Perks and Programs

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

  • Wisdom of Youth: We’ve flipped mentoring 180 degrees. Instead of taking the traditional “veteran-mentoring-newbie” approach, our Forward Mentoring program pairs experienced executives with early- to mid-career employees who share their expertise on topics such as social media, technology and emerging trends. We have 40 participants this year – half of them executives and the other half their young advisors. Reaction from participants at both levels has been positive. “I didn’t realize how powerful social media platforms could be to create a brand and attract talent,” says Chief Human Resources Officer Sunita Holzer. And from James Villa, a manager in Northern California: “Connecting and collaborating with senior executives to help them further their development has been extremely rewarding. The program has shown me that the company is invested in employees getting better and providing value to one another so that everyone wins.”
  • iThrive, We Thrive: Realogy employees can be a pretty colorful bunch. On some days, you may see us wearing red, or blue, or pink. It’s just one part of our iThrive program, when we band together to support causes like women’s heart health, men’s health awareness or breast cancer awareness. iThrive programs take place throughout the year, with unique and fun ways of supporting physical, spiritual and financial wellness. Among our programs: Worth the Weight offers cash prizes for those trying to shed a few pounds. And our Cancer Survivor Program pairs cancer patients with survivors to provide emotional support. Teams who participate in Walk at Work can earn cash donations to their favorite charities.
  • Fiscal Fitness: We help employees manage their financial health as well as their physical health. In 2017 we launched a series of 10 webinars presented by Merrill Lynch professionals designed to give employees greater insight into financial planning, whether they’re just starting their career or have an eye on retirement. For early career employees, we offer “Millennials and Finance.” Mid-career and starting a family? There’s “College Expense Planning.” Is retirement on the horizon? Watch “Planning for the Retirement You Want,” and “Social Security: Maximizing Your Benefits.” At Realogy, we believe that good financial health contributes to good physical health.
  • Feedback: We’re Listening: Feedback begins at the top. Emphasizing its importance, new CEO Ryan Schneider dedicated an entire town hall to the subject.  Following his lead, we’ve taken processes that are typical among the Fortune 500 and implemented them in a new way, focusing on high performance, growth and development. 1) Goodbye paper: A new, online system allows managers and employees to document feedback in the moment. 2) Simplified process: We've rolled 23 different feedback processes at our various businesses into a single, uniform standard. Do it now: We encourage everyone to document and share feedback as it happens. Employees no longer must wait for an annual review to assess their progress against goals. It’s working. Our already-good feedback scores improved, often exceeding the US average benchmark.
  • Selling Our Brand: Real estate agents sell homes. Realogy’s Franchise Sales Academy teaches sales professionals how to sell our brands and services to unaffiliated real estate firms to help them grow their businesses. The Academy is the only one of its kind in the nation. Attendees participate in an intense, one-week program where they further develop their own knowledge and skills, learning how to approach potential franchisees and demonstrate the benefits of joining the Realogy family – such as adding the Coldwell Banker brand name to their firm. Academy graduates learn to overcome occasional uncertainty by demonstrating the benefits of working with a respected, internationally recognized brand and the strength of its technical and field support system. We show franchisees that they are still in business for themselves, but not by themselves.
  • Know To Grow: Pursuing a new job in your company can be tough. “What’s available?” “Am I a good fit?” And most important: “How will my boss react?” Our Realogy Franchise Group encourages mobility and personal growth through its Know to Grow program, helping our people know what’s available, how to apply, and removing the anxiety of checking first with their supervisor. We start with human resources and hiring managers hosting a conference call where employees can listen anonymously and gain in-depth insight about open positions – things like expectations, goals and culture that aren’t included in job descriptions. Employees can then interview for the position, without prior approval from their manager, eliminating the concern about upsetting the boss. In fact, we urge people managers to actively encourage strong performers to seek new positions.
  • TeamOne at TitleOne: “One” rhymes with “fun,” and our innovative TitleOne team has fun creating unique programs to assist employees and the community. CareOne assists teammates needing a helping hand. It’s funded by Jeans Day, when employees contribute $25 to wear denim. One recipient: a colleague who needed financial help to attend a relative’s funeral. FunOne puts fun in a box. Every quarter we send a box of goodies to every office to make life more enjoyable. You’ll find anything from Nerf guns to coffee mugs and t-shirts. CommunityOne helps benefit the community. In our Paint the Town program, our employees go to a local home that needs some help and give it a fresh coat of paint. Our quarterly $100 Own It award goes to an employee who goes above and beyond for customers, such as our colleague who arranged a roadside meeting with a trucker to sign his closing documents.
  • Realogy Cares: Community is at the heart of everything that Realogy does. Our more than 11,000 employees and more than 286,000 affiliated real estate agents participate in dozens of critical philanthropic and humanitarian projects across the country. We’ve provided coats for kids in Missouri, built homes in Texas, and assisted a women’s shelter in New Jersey. Two of our more significant programs in 2017 included disaster relief donations and support for low income communities. 1) Following the devastation of Hurricanes Harvey and Irma, we raised more than $550,000 to support relief efforts. 2) Supporting low-income communities: Twenty of our ZapLab employees hosted Hack the Hood, introducing 40 low-income youth of color to careers in tech by training them to build websites for real small businesses. ZapLabs also assisted the Alameda (California) County Community Food Bank, which feeds one in five families in the area, where two-thirds of their clients are children and seniors.
  • I Recognize You: We have many ways – both formal and informal – of recognizing employees who do outstanding work. Nominations can come from peers or a higher-level manager. Our corporate Applause program recognizes four levels of achievement, ranging from a High Five ecard for those who go above and beyond in their daily work, to a Standing Ovation, a $2,500 cash award given annually to an exceptional employee who demonstrates one or more of Realogy’s key business strategies. At our Cartus business unit, our employee-designed program has multiple awards to allow employees at all levels to recognize others. It starts with a “thanks” email that can be given by anyone at any time and ranges up to the annual President’s award with an award of up to $1,000. In addition, employees can publicly recognize their peers in our intranet newsletter by penning a note that is distributed companywide.
  • Back to School: To promote a learning culture we launched Realogy University to provide world-class, instructor-led development training to employees at all levels. In our inaugural year, we offered 13 virtual and on-site and mobile programs focusing on strategy, communication, professional growth and leadership, all aligned to our leadership competencies, with 3,200 employees participating. As part of the initial launch, we delivered a Situational Leadership course to 82 top-level executives. It proved to be very effective, with 100 percent of attendees saying they would be able to apply what they had learned to their jobs. Response has been overwhelmingly positive. Said one participant: “So many excellent courses to gain improvement both personally and professionally! Awesome experience! Courses like Managing Emotions and Conflict Resolution helped me manage my employees.”


3% Match of employee’s 401(k)/403b contribution up to 6% of salary82% Company-paid health coverage for employees (for full-time employees only)
78% Company-paid health coverage for dependents $4,500 Average Tuition Reimbursement


  • 401(k) or 403b Program
  • Restricted stock units
Recharging your body … – A “Yoga on the Lawn” class in Madison, New Jersey, let employees recharge their body and mind. Realogy offers a variety of programs to help maintain a healthy work-life balance.


27 days Paid time off after one year of full-time employment 27 days Paid time off after one year of part-time employment
6 days Paid sick days after one year of full-time employment 4 days Paid sick days after one year of part-time employment
27 Days Paid time off as of first day of full-time employment 27 days Paid time off as of first day of part-time employment


  • Flexible schedule (25% use it)
  • Telecommute option (20% use it)
  • Job sharing (1% use it)
  • Compressed work weeks (3% use it)
  • Subsidized On- or Off-site Fitness (24% have access)
  • Medical facilities (at some locations)
  • Onsite Amenities (Onsite perks vary depending on the site, and include: Free flu vaccinations Subsidized cafeterias Massage and chiropractic therapy Meditation, lactation rooms Fitness and yoga classes Weight Watchers Mammography screening Credit union and ATMs Dry cleaners Free lunch and snacks at selected locations Shoe shine and repair Free charging stations for electric vehicles Discounted shipping and mailing services Treadmill desks)


65 days Job-protected maternity leave (including FMLA/STD) 5 days Fully-paid maternity leave (does not include personal vacation or paid time off)*
65 days Average length of maternity leave new mothers take65 days Job-protected paternity leave (including FMLA)
5 days Fully-paid paternity leave (does not include personal vacation or paid time off)*10 days Average length of paternity leave new fathers take
$10,000 Adoption benefit65 days Job-protected parental leave for adoptive parents (including FMLA)*
5 days Fully-paid parental leave for adoptive parents (does not include personal vacation or paid time off)
*All employees are eligible for parental leave benefits.


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


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

Community and Environmental Impact

8 hours Paid time off to volunteer $953,600 Philanthropic donations in last year
$169,250 Total company-matched employee donations in last year Vice President of Facilities Leads environmental impact team
Self-Conducted Environmental impact audit 1 LEED certified building(s)
Yes Sustainable commuting program Yes Recycling program
Yes Locally-sourced food program


  • Chief Human Resources Officer oversees diversity and inclusion practices
  • 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; Disabled employees; Employees reentering the workforce
  • 40 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
Bee-ing environmentally sensitive – Realogy shares its Madison, New Jersey headquarters with thousands of honeybees who were brought in to help pollinate the local flora. It’s part of a comprehensive program to reduce greenhouse gases and slow climate change.
Seven’s a charm – Integrity matters at Realogy, and being named among the World’s Most Ethical Companies for the 7th consecutive year was cause for celebration. The selection underscores its commitment to prioritizing ethical business practices.

How to Get Hired

We asked Realogy Holdings Corp. 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?

We start by looking for expertise in your field – masters of their craft, whether in technology, sales or strategy. After learning what you do, we want to know how you do it. Does your work reflect our seven leadership attributes that we value most? Strategic thinking: Planning for both the short and long-term. Collaboration: Building and maintaining strong working relationships, both inside and outside the company. Execution: Delivering, driving and defining excellent results. Innovation: Working creatively; encouraging others to do the same. Agility: Taking risks, changing directions, learning from your mistakes and finding better ways to do things. Building capabilities: Growing your career; helping build a workforce consisting of top talent. Accountability: Taking responsibility for your performance, and encouraging others to do the same. These attributes apply to employees at every level from office administrators to executives, because at Realogy, we consider everyone to be a leader.

What can prospective employees do to get your attention?

You’ll attract our attention by paying attention to us. Respond quickly to our inquiries. Tailor your resume to show that your skills and experience match our needs and make sure it highlights the results you’ve achieved. Do your homework and learn about Realogy and the real estate industry before your interview. Be prepared to ask insightful, intelligent questions that will help us assess your critical thinking skills. Our strategy is built on serving agents, so tell us how your experience will help us meet that goal. A cautionary note: We encourage you to check out our managers on social media, such as LinkedIn. But don’t over-reach and make your experience mirror that of your interviewer. While we seek those who reflect our values and meet our needs, we also want employees to bring a diverse and fresh perspective to the workforce that enables us to keep moving forward.

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

No matter what job you’re applying for, we’re looking for passionate leaders who can interpret and analyze data to help us serve agents across the country. This includes a wide variety of disciplines, with special focus on software engineers, marketing pros and data analysts. Your ability to make data-driven decisions will drive our competitive strategy and chart our roadmap going forward Our 400 open positions also include instructional designers, strategy directors, digital product managers and those with expertise in artificial intelligence. In addition, we’re always looking for top talent people who can seal the deal, title examiners, escrow officers, loan processors, sales managers and representatives. We value experienced people managers, those who recognize and develop the talent who will grow with us. Bottom line, we’re seeking those who are eager to learn, compete and excel, people who can best serve agents today and shape the future of the industry tomorrow.

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

Our major brands are household names – Century 21, Coldwell Banker and Sotheby’s to name just a few. Realogy, our corporate name, isn’t as familiar. Learn more about us at, and on social media platforms including LinkedIn, Facebook, Twitter, Glassdoor and Indeed, among others. Employee referrals are helpful, so use your social networks to find people who already work here and get an insider’s support. We’re also widely represented in the local community, so look for charitable and industry events where we’re participating. Our leaders are active in industry associations, with emphasis on multicultural organizations, including the National Association of Hispanic Real Estate Professionals, the Asian Real Estate Association of America and the National Association of Real Estate Brokers. You can seek us out there, too. You can find open positions and apply online at If you’re a good match, you’ll hear from us.

hiring Outlook

2,400 Forecasted positions to fill in coming year 89,149 Total job applicants
21% Openings filled by current employees
* All figures refer to 12-month period prior to reporting, unless otherwise noted.

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