360 Realtors is a real estate brokerage and property services firm that focuses on residential and commercial transactions, leasing, property management and customer-centric marketing. The company positions itself around a full-service, 360-degree ap...
"I joined as an associate two years ago and I still enjoy coming to work most days," says one agent. "You’ll get hands-on experience quickly, and they’re supportive when you need a hand closing a deal." Another team member notes, "The commission structure keeps you motivated, but it can be feast-or-famine. If you like hustle, you’ll thrive."
Overall, employees report a pragmatic, salesperson-first environment. There are stories of new hires getting early client exposure and experienced agents mentoring juniors. Some staff mention uneven support across offices, and a few wish onboarding were smoother, but many highlight the camaraderie and practical learning as big pluses.
The company culture at 360 Realtors blends entrepreneurial energy with practical real-estate hustle. Teams tend to be goal-oriented and commission-driven, and there is a clear focus on closing transactions and building client relationships. People are generally friendly and willing to share tips. In places where leadership invests in training, culture feels more collaborative; where targets are pushed harder, it can feel more competitive.
There is a mix of formal processes and flexible, boots-on-the-ground problem solving. If you value autonomy and direct impact, you will likely appreciate this environment.
Work-life balance at 360 Realtors varies by role. Agents and business development staff often have irregular schedules because client needs drive timing. You will sometimes work evenings or weekends, especially during listings and closings. Office-based support roles report steadier hours and more predictable routines.
Many employees say that if they prioritize time management and set boundaries with clients, they can maintain a healthy balance. For those who prefer strict 9-to-5, this may not be the best fit.
There is a moderate level of job security typical of commission-oriented industries. When the housing market is stable, roles are steady; when market demand drops, income and role stability can be affected. The company typically adjusts staffing and resource allocation based on market cycles rather than frequent sudden layoffs. Employment tends to favor adaptable staff who can diversify their client pipeline.
Leadership is pragmatic and sales-focused. Strategic decisions emphasize revenue growth and market share. Managers often come from agent backgrounds and understand the day-to-day pressures of closing deals. Communication from senior leadership is regular but can be high-level; some employees request more granular updates on policy and career-path changes.
There is a clear expectation for managers to set targets and coach agents on performance. Where managers are engaged and available, teams perform well. In locations where managers are stretched thin, staff sometimes feel less supported.
Managers at 360 Realtors are generally described as experienced and approachable. Many have climbed the ranks through sales success, which helps them empathize with agents. Reviews frequently commend managers who provide hands-on coaching and transparent feedback. Criticisms focus on inconsistency — some managers excel at mentorship while others prioritize targets over development. Prospective hires should ask about specific manager styles during interviews.
The company provides practical, role-specific training: sales tactics, contract basics, CRM use, and negotiation skills. There are workshops and shadowing opportunities that help new agents get up to speed. Formal leadership development programs are more limited; those interested in management often learn on the job or through mentorship. Continuing education for licenses may be supported, but the level of funding and time off for courses varies by office.
Promotional pathways exist but are performance-driven. Top-performing agents can move into senior agent roles, team lead, or regional manager positions. These moves tend to reward revenue generation and the ability to mentor others. There is less formal laddering for administrative or support staff, so career progression in those tracks may require proactive skill-building and conversations with management.
Compensation for agents is largely commission-based. Typical earnings for entry-level agents might range from modest base-plus-commission packages (or straight commission) up to mid-five figures annually in quieter markets. Experienced agents often earn significantly more, depending on deal flow — ranges vary widely by region. Support and corporate roles offer fixed salaries in line with industry norms: administrative roles from low to mid five figures and experienced managers in the mid to high five figures.
Bonuses and incentives are tied to performance metrics like closed deals, sales volume, and team targets. There are regular sales contests, quarterly bonuses, and recognition programs. Top performers can earn significant incentives, while those who do not hit targets receive little in direct cash bonus. Incentives reinforce the sales-driven culture.
Health and insurance benefits exist for full-time, office-based employees. Typical offerings include medical, dental, and vision plans with employer contributions. For commission-only agents, benefits may be more limited or offered through alternative packages. Exact coverage and premium contributions vary by location and employment status.
The company organizes team meetings, sales kickoffs, and occasional social events. Regional offices may host appreciation dinners, awards ceremonies, and local charity drives. Engagement is stronger where managers prioritize team activities. Some employees feel events are largely sales-focused rather than community-building, but many appreciate the recognition moments.
Remote work support is moderate. Administrative and marketing staff may have hybrid or remote options. Agents frequently work remotely when meeting clients or touring properties but are expected to be present for in-person showings and office meetings. The company supports mobile CRM access and digital document signing tools to facilitate remote transactions.
Average working hours depend on role. Support staff typically follow standard business hours (around 40 hours per week). Agents often exceed 40 hours during busy periods, with flexible schedules that include evenings and weekends. Peak seasons will require more hours; slower periods can be quieter.
Attrition tends to be higher among entry-level agents and in tougher market conditions, reflecting the industry norm of variable income. The company has not been associated with large, sudden mass layoffs; adjustments are typically incremental and tied to market trends. Retention is stronger where local leadership provides coaching and a steady pipeline.
Overall, 360 Realtors offers a rewarding environment for those who enjoy sales, independence, and hands-on learning. There is clear potential for high earnings and fast development, but success depends heavily on market conditions and personal initiative. For job seekers assessing working at 360 Realtors, consider your tolerance for variable income and flexible hours. On balance, the company is a solid place to grow a real estate career if you are motivated, coachable, and prepared for the realities of the property market.
Read authentic experiences from current and former employees at 360 Realtors
Good exposure to residential projects and decent training in the first few months. Friendly colleagues who helped me learn the ropes.
Low pay growth, long hours, unclear processes.
Supportive manager, flexible hours, lots of leads
Commission structure could be clearer; back-office processes are slow at times.
