At Transwestern, 93 percent of employees say their workplace is great.

EMPLOYEE RATINGS

     

This review is based on 674 employee surveys, with a 90% confidence level and a margin of error of ± 2.60. It was published on Jun 21, 2017. 14522 Visitors

What Employees Say

I am able to take time off from work when I think it's necessary.
94%
 
I am given the resources and equipment to do my job.
94%
 
I'm proud to tell others I work here.
94%
 
Management is honest and ethical in its business practices.
94%
 
Management trusts people to do a good job without watching over their shoulders.
94%
 

What They Do

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

Transwestern is a real estate firm of collaborative entrepreneurs who deliver a higher level of personalized service. Specializing in Agency Leasing, Asset Services, Tenant Advisory, Capital Markets and Research, our global enterprise adds value for investors, property owners and occupiers.

About this Company

Website: www.transwestern.com Industry: Construction & Real Estate
US Headquarters: Houston, Texas, 77027 US Sites: 362
Major Locations: Houston, Texas, 77027; Dallas, Texas, 75244; Chicago, Illinois, 60606; Boston, Massachusetts, 02110; Atlanta, Georgia, 30326 US Employees: 2,062
US Revenues: $223 million Corporate Structure: Private
Founded: 1978

New York team competes in

Perks and Programs

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

  • Community Service: Transwestern provides each team member with eight paid hours of community service time annually, to support a cause that is important to the individual. In 2016 and 2017, we selected Make-A-Wish® as our national philanthropy partner, in addition to supporting more than 350 organizations company-wide.
  • Wellness Events: With the support of our in-house wellness consultant, Transwestern team members from across the country compete in a national healthy-eating challenge, as well as a three-week “Olympics” step competition. Donations to our national philanthropy partner are made on behalf of the top three teams and individual winners are recognized with prizes.
  • Transwestern Young Professionals: Transwestern's Young Professionals groups provide opportunities throughout the year for education and mentoring. The program also hosts quarterly functions that give team members the chance to socialize outside of the office.
  • Women's Leadership Council: : The women of our firm advise one another in the advancement of their careers through the group. Human resources veteran Colleen Dolan leads the council with the help of New York Principal Lindsay Ornstein and Kim Croley, our national marketing and communications leader.
  • Bravo Cards: Transwestern's Asset Services team members collect Bravo cards from teammates for going above and beyond to deliver extraordinary service. The cards are redeemed quarterly for prizes.
  • Mentorship: Each year, Transwestern pairs more than 300 team members designated as high-value talent with a senior mentor. The program runs for one year and includes a formal mentor relationship agreement that details goals and an action plan.
  • Summer Associates: Our Summer Associates program standardizes the selection process and enhances the outstanding intern programs already in place in our offices across the country. Following their acceptance, participants undergo extensive training, receive mentorship from our industry experts, participate in actual real estate projects and enjoy social events. The program has resulted in the hiring of several college graduates each year.
  • Sustainability: We promote conservation, recycling and energy efficiency. Transwestern is a Platinum member of the U.S. Green Building Council and for 14 consecutive years has been recognized by the Environmental Protection Agency as an ENERGY STAR Partner for sustainability initiatives throughout the properties that we manage, forming a source of pride for team members. (See Supplemental Materials – Sustainability)

COMPENSATION BY THE NUMBERS

$55,729 Average salary and additional cash compensation for Engineer $104,502 Average salary and additional cash compensation for Vice President
50% Match of employee’s 401(k)/403b contribution up to 4% of salary70% Company-paid health coverage for employees
70% Company-paid health coverage for dependents 70% Company-paid health coverage for part-timers
30 hours Weekly hours required for part-timers to receive health insurance $75 Maximum Tuition Reimbursement

COMPENSATION PROGRAMS

  • 401(k) or 403b Program
  • Employee stock purchase plan (ESPP)
Dallas team raising funds for national philanthropic partner, Make-A-Wish

WORK-LIFE BALANCE BY THE NUMBERS

Set days Paid time off after one year of full-time employment 11 days Paid time off after one year of part-time employment
6 days Paid sick days after one year of full-time employment 3 days Paid sick days after one year of part-time employment
22 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

  • Telecommute option (5% use it)
  • Compressed work weeks
  • Onsite Amenities (Fresh fruit, beverages, fitness classes)

FAMILY CARE BY THE NUMBERS

60 days Job-protected maternity leave (including FMLA/STD) 25 days Fully-paid maternity leave (does not include personal vacation or paid time off)*
60 days Job-protected paternity leave (including FMLA)60 days Job-protected parental leave for adoptive parents (including FMLA)*
*Employees are not required to use all their personal paid time off before taking parental leave.

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

8 hours Paid time off to volunteer $263,440 Philanthropic donations in last year
Robert Bridges, Executive Managing Director, Asset Services Leads environmental impact team Third-Party Conducted Environmental impact audit
Yes Recycling program

Diversity

  • 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: Women

Leadership Diversity

 

Workforce Diversity

 
San Antonio young professionals donate their time at the local Food Bank

DEMOGRAPHICS

 
Denver team competes in local fun run

How to Get Hired

We asked Transwestern 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 seek people whose passion is customer service, who enjoy camaraderie in pursuit of common objectives, and who value giving back. Our people must maintain a positive outlook while simultaneously working on multiple projects. Our employees must have very strong interpersonal skills so they can work effectively in teams and develop partnerships. They must have a high degree of communication skills because we have a collaborative culture and our business is built on relationships. Our team members must be able to empathize with the situations of others in order to provide proper service. They must be able to think like the client and act in a consultative manner to meet their needs. Each of our people must be willing to go the extra mile and always do their best to provide legendary service. These personal values cannot be taught, but they are vital to being successful at Transwestern.

What can prospective employees do to get your attention?

Transwestern has strong brand recognition in the communities in which we live and serve through our client engagements and volunteer programs. Our best recruiting resource is team member referrals, so we encourage candidates to follow us on social media and to attend our networking events. We promote a healthy life balance at Transwestern, so well-rounded candidates who hold this philosophy will stand out above those who are “all work” with no outside interests. Transwestern wants its team members to be involved in their families and communities. That balance makes them a better person, both inside and outside of work. People who are self-motivated and active learners are also high on Transwestern’s list; a person with a natural tendency to learn and get involved with co-workers fits in well in our culture. We want actively engaged team members who want to learn from and help the others around them.

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

Transwestern’s goals are to attract, develop and retain high-value talent with diverse backgrounds and perspectives to help drive the success of the organization.

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

To learn more about Transwestern and Experience Extraordinary firsthand, interested candidates should connect with us on social media and visit www.transwestern.com.

hiring Outlook

1% Job Growth 36 Average applicants per opening
6,679 Total job applicants 6% New hires by employee referrals
12% Voluntary turnover for full-time employees
* All figures refer to 12-month period prior to reporting, unless otherwise noted.

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