CoStar Group reviews

Terminations from hires you placed in the company count against you as the recruiter. So you are constantly playing catch up if the business decides to lay someone off. Your bonus and compensation can get wrecked by another leader who decides to cut someone, even if they made it 364 days and got let go right before the 12 month mark. Too many HR and Recruiting leaders refused to get in the dirt and actually recruit. They preferred to sit back and give advice on what you should do differently, even when it completely contradicted what they told you the day or week before. CSG pays the same salary for the same role no matter the location. So whether the position is in Richmond, Miami, St. Louis, or San Francisco, the company offers the exact same pay for sales, tech, or marketing roles. Good luck trying to recruit top talent in expensive markets when candidates see the low end salary and basically laugh you off the call. Of course if you cannot close them, it is still somehow the recruiter's fault. Leaders love to low ball offers like it is their favorite hobby. Then they act shocked when candidates disappear. If you do not have a college degree as an applicant, you are basically treated like the scum of the earth. How dare you not put yourself into thousands of dollars of debt for that magical piece of paper. Very inclusive recruiting culture. The stock price... yikes. That chart alone should be enough to trigger some major leadership changes. The CHRO is a complete joke. Threatened the entire department if we did not give good feedback in the yearly employee satisfaction survey. Nothing says "trust" like forcing positive reviews and then pumping up the internal numbers. Overall it feels less like a recruiting team and more like a sweatshop where your worth is measured by random numbers someone in leadership pulled out of thin air. Great people. Painful leadership.

Micromanagement is absolutely off the chain. You almost can't get up to go to the bathroom without it being an issue. Also, metrics do not identify/recognize top performers. Dry promotions in support (more work/better title for same pay)