At Walker & Dunlop, 96 percent of employees say their workplace is great.

EMPLOYEE RATINGS

     

This review is based on 287 employee surveys, with a 90% confidence level and a margin of error of ± 3.51. It was published on Jul 18, 2017. 4116 Visitors

What Employees Say

Management is competent at running the business.
97%
 
I'm proud to tell others I work here.
97%
 
Management is honest and ethical in its business practices.
97%
 
People celebrate special events around here.
96%
 
I am given the resources and equipment to do my job.
96%
 

What They Do

We asked Walker & Dunlop to explain what they do. Here is what they had to say.

Walker & Dunlop is one of the largest commercial real estate finance companies in the United States providing financing and investment sales to owners of multifamily and commercial properties.

About this Company

Website: www.walkerdunlop.com Industry: Financial Services & Insurance
US Headquarters: Bethesda, Maryland, 20814 US Sites: 32
Major Locations: Needham, Massachusetts, 02494; Atlanta, Georgia, 30326; Irvine, California, 92612; Engelwood, New Jersey, 07632; Dallas, Texas, 75225; Baltimore, Maryland, 21202; Hartland, Wisconsin, 53029; San Francisco, California, 94597; Chicago, Illinois, 60606; New York, New York, 10022 US Employees: 602
US Revenues: $575.3 million Corporate Structure: Public
Stock Symbol: WD Founded: 1937

Track & Field Fun

Perks and Programs

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

  • What Matters the Most: Whether it be focusing on personal development and wellness, philanthropy, or spending time with family and friends, W&D gives employees the flexibility to do what matters most to them outside of the office. Employees enjoy jump-start holidays, with offices closing at 3:00pm the day before 10 regularly-observed holidays. In 2017, employees were surprised with July 3rd off in addition to the 4th! W&D offers shifting holidays should employees want to utilize the paid time off on a different day, as well as flexible work schedules to help achieve work-life harmony. Employees are encouraged to take time during the business day to work out, and are offered 4 hours of paid time off to volunteer each month at organizations of their choice.
  • Competitive Compensation: Walker & Dunlop offers a highly competitive salary and variable pay structure which is regularly benchmarked against industry standards. Employees’ total earnings have increased an average of 20% annually over the past 3 years. Non-commissioned employees are eligible to receive an annual discretionary bonus between 10-100% of their salary, which is determined  based on individual and company performance. In 2016, W&D paid $33 million in employee bonuses, a 16% increase over 2015. Several all-company restricted stock awards have been granted since W&D went public in 2010. In 2016, the company contributed $4,500 to every employee’s 401(k), in addition to the company’s regular retirement fund match.
  • Make a Change: Whether employees want to live somewhere new or return to their roots, Walker & Dunlop supports and encourages relocations. With 32 offices across the country, employees can explore a new and exciting city, or tuck away in a small town. In the past two years, 40 employees have moved office locations. From Irvine, California to Boston, Massachusetts and everywhere in between - no matter where our employees end up, they remain a part of the W&D family.
  • Supporting Women: Walker & Dunlop supports women in the workplace by fostering a diverse and inclusive professional environment. The Women’s Initiative (WI), an employee-led group, serves as a business resource for members by sponsoring various networking and learning opportunities. The WI recently celebrated the achievements and success of women at the company, including 4 women being chosen to participate in the 10-member high potential leadership program, 32 women being promoted at the end of 2016, and a female Vice President of GSE Production being featured in the Walker & Dunlop: A Day in the Life with Laura Beaton video, which can be viewed on YouTube. In 2016, the first recipient of the W&D Athena Award was honored for symbolizing wisdom, and being an inspiring, positive role model for employees.
  • Giving Back: Walker & Dunlop offers employees a variety of ways to give back to their communities. The company sponsors volunteer events during regular work hours so teams can lend a hand together. W&D holds an annual company-wide fundraiser where employees donate items for auction and all proceeds, over $138,000 in 2016 alone, go to two charity partners: LIFT and Community Solutions. W&D has a Matching Funds Program where employees’ donations to charitable organizations, up to $500 per year, are matched by the company. In 2016, W&D contributed a match of $32,800 to employee selected charities.
  • Health & Wellness: Walker & Dunlop wants employees to work it – and not just in the office. To support employees’ personal health and happiness journeys, W&D maintains a robust wellness program. With FitBit giveaways, on-site yoga, company-wide wellness challenges, and the flexibility to work out during the day, employees are given the tools and the time to take care of themselves. They’re also paid to do it. Employees can earn up to $150 per month for actively pursuing their wellness goals. W&D considers this money well spent, and encourages everyone at the company to take advantage of this meaningful perk.
  • Career Development: W&D offers professional development opportunities through a variety of training programs and classes, a commitment to promote from within, establishing career continuums, and tuition reimbursement. 16% of positions filled in the last 12 months were by internal applications. Employees have attended 108 external trainings over the past 18 months. W&D reimburses tuition, up to $3,500/year, for employees to pursue a degree or certification. The annual high potential leadership development program participates in action learning activities, including developing an understanding of different communication styles by climbing a rock wall blindfolded with only instructions from their team members on the ground to guide them. The manager training program provides participants with a toolkit of engaging and creative management resources to help them motivate their teams and facilitate collaboration.
  • Service Awards: Service awards emphasize the importance of employees’ contributions to the success of Walker & Dunlop, and shows appreciation for their hard work and dedication. Employees receive awards commemorating their three, five, ten, twenty, and forty year anniversaries with the company. Service awards range from $2,000 in cash to trips valued at $25,000.
  • Transparent Communication: Walker & Dunlop’s CEO, Willy Walker, directly communicates updates to all employees on the company’s strategy and growth, and his activities – be it personal or professional, through weekly emails. In a February 8, 2017 email entitled ‘This is Fun’, Willy congratulated everyone at the company for their hard work which produced a spectacular 2016 and resulted in W&D being the #2 biggest gainer on the New York Stock Exchange that day. Members of senior management participate in an initiative where they take a small group of employees out to lunch and discuss a variety of topics, from career development to industry news. In the second quarter of 2017 alone, 126 employees attended a lunch with a member of the executive committee.
  • Celebrating Together: Each year Walker & Dunlop sponsors several events that bring employees together in celebration. One of these events is the holiday party held in Washington, DC. The company pays for regional employees’ travel and lodging to ensure that everyone has the opportunity to attend. In 2016, the holiday party was held at the National Portrait Gallery. Despite the delicious food, great conversation, and dancing, the party is really the cherry on top of an exciting three days. Leading up to the party, employees participate in various professional development activities, team building events, and attend an all-company meeting. Over 80% of our employees attended these various events, spending time learning, laughing and celebrating together.

COMPENSATION BY THE NUMBERS

86% Company-paid health coverage for employees 86% Company-paid health coverage for part-timers
30 hours Weekly hours required for part-timers to receive health insurance $3,500 Average Tuition Reimbursement
$3,500 Maximum Tuition Reimbursement

COMPENSATION PROGRAMS

  • 401(k) or 403b Program
  • Stock options
  • Restricted stock units
Building Bikes for Local Families

WORK-LIFE BALANCE BY THE NUMBERS

32 days Paid time off after one year of full-time employment 32 days Paid time off 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

FAMILY CARE BY THE NUMBERS

60 days Job-protected maternity leave (including FMLA/STD) 45 days Fully-paid maternity leave (does not include personal vacation or paid time off)
60 days Average length of maternity leave new mothers take60 days Job-protected paternity leave (including FMLA)
10 days Fully-paid paternity leave (does not include personal vacation or paid time off)60 days Job-protected parental leave for adoptive parents (including FMLA)
10 days Fully-paid parental leave for adoptive parents (does not include personal vacation or paid time off)
*Employees are not required to use all their personal paid time off before taking parental leave. Not all employees are eligible for parental leave benefits.

HEALTH INSURANCE COVERS

  • Mental health care
  • Fertility treatments

Community and Environmental Impact

48 hours Paid time off to volunteer $322,192 Philanthropic donations in last year
$32,800 Total company-matched employee donations in last year Vice President Leads environmental impact team
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
  • Non-birth parents in same-sex relationships can take parental leave
  • Medical care covers gender confirmation surgery

Leadership Diversity

 

Workforce Diversity

 
Happy Halloween!

DEMOGRAPHICS

 
Jersey Day

How to Get Hired

We asked Walker & Dunlop 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 most critical characteristics which potential employees should exhibit are the genuine desire to develop and grow individually, as well as collaborate with their teammates and colleagues to ensure the overall success of Walker & Dunlop.  Additionally, candidates that possess an entrepreneurial spirit, unquestionable ethics, passion, and resourcefulness are a great fit for Walker & Dunlop.  We look for candidates that display our core competencies: Teamwork, Communication, Customer Service and Accountability. They must also be inquisitive, solution oriented, and thrive in a fast-paced environment.  

What can prospective employees do to get your attention?

We target candidates that excel in their field or class, and who are able to bring relevant and diverse skills to the position.  First, prospective employees can get our attention by submitting a detailed but concise resume highlighting relevant skills and experience which match the job description.  Next, during the interview process, candidates should be able to articulate how their skills and past experiences will assist them in being successful in the position.  Candidates should be prepared to participate in panel interviews and answer competency based behavioral interview questions. Displaying genuine interest in Walker & Dunlop, especially regarding our company culture, is key to standing-out among other applicants.  

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

We continue to focus on hiring employees who complement our corporate culture and exhibit relevant knowledge, skills, and abilities.  We often recruit for entry level candidates in our Asset Management, Servicing, and Underwriting departments. Additionally, we have a strong focus on adding loan originators to our team.

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

Interested candidates should go to the Careers Page on our company website for more information about our company, career opportunities and internship programs. We encourage candidates to attend our networking events and career fairs. In addition, they can follow us on social media (Facebook, Twitter, LinkedIn).  Candidates should gain a full understanding of the commercial real estate financing industry, the life of a loan, and the variety of loan products that are available to our customers.  Candidates can learn more by visiting our website, watching our videos, including Walker& Dunlop: A Day in the Life with Laura Beaton, listening to our quarterly Earnings Calls, and reading our annual report.

hiring Outlook

100 Forecasted positions to fill in coming year 17% Job Growth
59 Average applicants per opening 7,079 Total job applicants
38% New hires by employee referrals 16% Openings filled by current employees
24 Recent graduates hired 7% Voluntary turnover for full-time employees
13% Voluntary turnover for part-time employees
* All figures refer to 12-month period prior to reporting, unless otherwise noted.

Follow Walker & Dunlop

Related Companies