What is the hiring process like at Greystar?

Good benefits, including three weeks of PTO

The training and onboarding process was terrible and upper management is very disconnected from the employees actually working in the buildings.

Great place to gain some meaningful experience within housing and management. They have good values as a company as well for their employees. Other hires were great as well (they have a thorough hiring process)

Some communication would get lost between senior management down to my office. Although, that didn't affect my enjoyment for the job.

Excellent Residents & Some staff

Poor Leadership Created a Hostile and Unstable Work Environment Cons: The primary issue at this property is management. Leadership consistently created unnecessary friction among staff, showed favoritism, and applied rules and discipline inconsistently. Employees often felt unappreciated and uncomfortable, which made the work environment stressful and unstable. From early on—even during the hiring process—there were signs of disorganization and disengagement from management. Once employed, multiple staff members experienced ongoing issues, including frequent schedule changes, resistance around reasonable time-off requests, and a lack of clear communication. One employee in particular was placed under extreme pressure, expected to handle concierge and maintenance responsibilities for a 300+ unit building largely alone. Despite strong exceptional performance and no meaningful prior write-ups, discipline was suddenly escalated to a final warning. Coworkers who reviewed the situation felt the documentation was inaccurate and unfairly represented the employee’s work. During the same period, resident complaints increased and morale declined. Rather than addressing operational and leadership shortcomings, management often shifted blame onto staff—even when residents themselves were pointing to management issues as the cause. There were also concerning staffing and oversight decisions. Coverage gaps were created during critical morning shifts, while overlapping coverage appeared later in the day. This resulted in neglected building upkeep and perimeter checks, despite clear expectations being communicated. Employees raised concerns internally, but these issues were not meaningfully addressed. Additionally, there were unresolved concerns around inappropriate monitoring and privacy in staff areas. These concerns were observed by multiple employees, reported, and ultimately ignored. Overall, there was a pattern of mismanagement, lack of accountability, and retaliation rather than support. Advice to Management: Conduct an independent review of leadership practices, standardize scheduling and disciplinary processes, and create a workplace where staff concerns are taken seriously. Accountability and consistent management would improve both employee retention and resident experience.

Always some great Employees at workplace.

Poor Leadership Created a Hostile and Unstable Work Environment Cons: The primary issue at this property is management. Leadership consistently created unnecessary friction among staff, showed favoritism, and applied rules and discipline inconsistently. Employees often felt unappreciated and uncomfortable, which made the work environment stressful and unstable. From early on—even during the hiring process—there were signs of disorganization and disengagement from management. Once employed, multiple staff members experienced ongoing issues, including frequent schedule changes, resistance around reasonable time-off requests, and a lack of clear communication. One employee in particular was placed under extreme pressure, expected to handle concierge and maintenance responsibilities for a 300+ unit building largely alone. Despite strong performance and no meaningful prior write-ups, discipline was suddenly escalated to a final warning. Coworkers who reviewed the situation felt the documentation was inaccurate and unfairly represented the employee’s work. During the same period, resident complaints increased and morale declined. Rather than addressing operational and leadership shortcomings, management often shifted blame onto staff—even when residents themselves were pointing to management issues as the cause. There were also concerning staffing and oversight decisions. Coverage gaps were created during critical morning shifts, while overlapping coverage appeared later in the day. This resulted in neglected building upkeep and perimeter checks, despite clear expectations being communicated. Employees raised concerns internally, but these issues were not meaningfully addressed. Additionally, there were unresolved concerns around inappropriate monitoring and privacy in staff areas. These concerns were observed by multiple employees, reported, and ultimately ignored. Overall, there was a pattern of mismanagement, lack of accountability, and retaliation rather than support. Advice to Management: Conduct an independent review of leadership practices, standardize scheduling and disciplinary processes, and create a workplace where staff concerns are taken seriously. Accountability and consistent management would improve both employee retention and resident experience. Is sad when we have no one to defend us. Til this day the issues continue. Will all the proof & witness on deck. Who can we turn to?

Friend focused environment, people dont tend to quit if theyve worked here longer than 3 years. They offer a 6-week sabbatical after 10 years.

Employees are not skilled in being professional or other anything else outside of keeping property lights on. There is no want to do things the right way because no one understands that there is one. Still hiring the majority in leadership. No one looks different at the top. Everyday is a rat race, no slow down but also no progress.

Opportunities will surely show up and if you prove yourself you will be rewarded

There is no proper onboarding process, so you really have to learn your ways and understand how the business works. Their head office is based in Den Haag which is not ideal for a leading real estate player

Generous time off and 401K matching

What I came to realize was that at Greystar, success seems to depend less on qualifications and hard work, and more on office politics and who you know. As a college graduate with a degree in marketing, along with a real estate certification and a state real estate license, I entered the job market fully prepared for roles involving financial and legal responsibilities. Despite my qualifications, I quickly learned that breaking into the industry was not going to be easy. I applied for Assistant Community Manager positions but was consistently told I lacked the necessary experience. So, I took a $15/hour leasing job, with the understanding that after six months, I would have the opportunity to advance. Six months came and went, but despite applying for promotions, I wasn’t given any interviews or offers because "I lacked experience in the ACM role." To make things more frustrating, I trained a new hire at a different property, and they were promoted before I was. After six months of applying, I finally secured a promotion, but it wasn’t even in the role I was aiming for—I simply couldn’t afford to wait any longer. How is anyone supposed to gain experience as an Assistant Community Manager when every open position requires prior experience in that exact role? Do you see the catch-22 here? What I came to realize was that at Greystar, success seems to depend less on qualifications and hard work, and more on office politics and who you know. As my regional manager bluntly put it, I "hadn't done my time," which is why I wasn’t considered for promotional roles, regardless of my performance. In my 18 months in leasing, I secured $2 million in gross rentals, but that didn't seem to matter. Greystar pushes a narrative of caring about their employees and being the best in the industry, but my experience showed me a different reality. If this is considered the best, it's no wonder housing issues in America are so widespread.

Nice office, work/life balance when needed, good bonus potential and opportunity to grow.

Work gets moved around when people leave instead of hiring new employees. Little direct communication with greater leadership. Woke initiatives take away from the value of your work.

bonuses, leadership, friendly coworkers, organized

didn't budge on negotiating pay rate during interview process

Great Managers who help you when you don’t understand the process.

Third properties have so many requests. Making you work more than 40 hours a week.