CBRE is a global commercial real estate services and investment firm headquartered in Dallas, Texas, offering property management, facilities management, advisory, valuation, leasing and capital markets services. The company serves occupiers, investo...
"I joined as an analyst and felt welcomed from day one," says one current employee. Another adds, "You will get exposure to big clients quickly, but you will need to be proactive." There are candid voices too: "I loved the learning, yet there were times I wished for clearer expectations." These short testimonials show a mix of optimism and realism — people appreciate the breadth of experience and client exposure, and they will often point to mentorship programs and team openness as highlights. If you are looking for authentic feedback on working at CBRE, these kinds of comments come up most.
The company culture at CBRE is often described as ambitious and client-focused. Teams tend to be collaborative, with a strong emphasis on results and professional conduct. You will notice a mix of corporate processes and street-smart problem solving: formal training exists, but day-to-day learning comes from real projects. Diversity and inclusion initiatives are visible in many offices, and community outreach gets steady attention. Overall, company culture at CBRE balances commercial drive with a genuine effort to support employee growth.
People commonly say that work-life balance at CBRE varies by role and region. In client-facing or transaction-heavy groups, you will see spikes in hours during deal cycles, and you will sometimes be on call. In operational or support roles, the tempo is steadier and more predictable. The company offers flexible schedules in many locations, and remote or hybrid options are available for certain teams. If you value flexibility, you will find opportunities, but expect busy stretches during peak business periods.
Job security is generally stable for employees who deliver consistent performance and align with business priorities. The real estate services industry cycles with the market, and therefore there can be strategic reorganizations tied to economic shifts. Employees who focus on billable work, client relationships, and efficiency tend to be better insulated during downturns. The company has formal HR processes that guide transitions and severance where reorganizations occur.
Leadership sets a clear focus on client outcomes and operational excellence. Management places emphasis on measurable goals, accountability, and cross-functional coordination. Senior leaders publicize strategic priorities and frequently communicate company initiatives. Managers are expected to translate high-level strategy into actionable plans for their teams. There is an emphasis on results, and leaders will reward teams that meet targets and adapt quickly.
Managers are varied in style and effectiveness. You will encounter both highly engaged leaders who invest in coaching and those who are more hands-off and metrics-driven. Many managers support internal mobility and provide candid feedback during reviews. There are formal performance cycles that help structure development conversations, and some teams implement regular one-on-ones. When choosing a role, candidates are advised to ask about managerial style and team expectations in interviews.
There is a structured learning and development framework that includes role-based training, e-learning modules, and mentorship programs. Employees will find clear onboarding tracks for many functions and continuing education for technical skills and leadership. The company also supports external certifications when they align with business needs. High performers will find stretch assignments and client-facing opportunities that accelerate learning faster than classroom training alone.
Promotion opportunities exist and are often tied to performance metrics, client impact, and leadership potential. There is a relatively formal promotion cadence, but timing can differ by department. Employees who build strong client relationships, demonstrate cross-functional capabilities, and take on visible projects will likely move faster. Internal mobility is encouraged, and many promotions come from lateral moves that broaden experience.
Compensation tends to be market-competitive within the real estate services sector. Salaries vary widely by geography, role, and experience. Entry-level roles will fall near industry norms, while specialized or client-facing roles can command higher pay due to commission or fee-based structures. The company benchmarks pay against peers and adjusts ranges on an annual or periodic basis to remain competitive.
There are performance-based bonuses and incentive programs that reward both individual and team contributions. For sales and brokerage roles, commissions and deal-based incentives are significant components of total compensation. Support and corporate functions typically receive discretionary bonuses linked to company and individual performance. Incentive structures are designed to align rewards with revenue generation and client retention.
Health and insurance benefits are comprehensive and include medical, dental, and vision plans in many regions. The company offers standard life and disability coverage, along with wellness programs aimed at overall employee health. Benefits details vary by country and local office, with some locations providing additional perks like mental health resources, flexible spending accounts, and parental leave enhancements.
There are regular engagement activities ranging from town halls and recognition awards to team-building events and volunteer days. Employee resource groups and affinity networks are active and organize both professional and social events. Local offices often plan seasonal gatherings and learning sessions that help build community. Engagement initiatives are intended to strengthen internal connections and promote a sense of belonging.
Remote work support is available, though eligibility depends on role and client needs. The company provides tools for remote collaboration, virtual onboarding, and IT support to keep remote employees connected. Hybrid arrangements are common in many professional roles, while certain client-facing positions require a regular on-site presence. The remote work approach is pragmatic: it supports flexibility while maintaining service standards.
Average working hours vary by position. Many corporate and support roles follow a typical weekday schedule with occasional overtime. Client-facing and deal-focused roles will experience longer hours during active cycles, sometimes extending into evenings or weekends. Time management and clear prioritization are valuable skills to maintain productivity without burnout.
The attrition rate reflects both normal turnover and periodic restructurings that align with market dynamics. There have been instances of layoffs tied to strategic shifts and economic cycles, consistent with the broader industry. The company tends to manage reductions through redeployment where possible, and it provides outplacement resources in more significant reorganizations. Employees who maintain strong client ties and adaptability generally experience lower turnover risk.
Overall, the company presents a strong platform for career growth, client exposure, and professional development. You will find solid benefits, competitive pay, and structured learning pathways. There are trade-offs: some roles have intense workloads during peak periods, and market cycles can influence job stability. For people who are driven, client-oriented, and adaptable, this is a place where one can gain valuable experience and advance a career.
Read authentic experiences from current and former employees at CBRE
Flexible hours, strong mentorship
Sometimes silos between business units slow down projects.
Good learning curve and exposure to high-profile clients. Managers genuinely want to develop junior talent and there are formal training programs that help.
High targets and travel can be exhausting, especially during quarter-end.
Supportive leadership, clear career path and great training programs. CBRE invests in people and provides stretch assignments that actually matter.
Long hours during project close-outs, travel can be heavy at times.
Good learning experience.
Temporary contract with limited pay and few opportunities to move to permanent roles; onboarding felt rushed.
Hands-on work, friendly colleagues.
Pay could be better. A lot of administrative overhead that slows things down.
