CoStar Group reviews

We have heard similar opinions from researchers before regarding call volume, and we have moved away from measuring call volume as a key metric in the past year. While phone conversations are the best way to develop relationships with clients and confirm information, at the end of the day we want quality over quantity. In order to maintain our standard for unparalleled information, our researchers have to be able to work efficiently – we appreciate our hard-working research staff and want to recognize those that go above and beyond. CoStar Group makes a point to reward our hard-working researchers with the additional compensation they deserve. Quarterly bonuses in Research are structured so all researchers receive a bonus unless they are on a corrective action plan or have just come out of training. The size of the bonus is determined by the researcher’s manager on an individual basis, with overall performance for the quarter taken into account. While management positions don’t open up very often, we see the value in our experienced researchers and in 2014 promoted more managers internally than we hired externally. Research now offers two distinct career paths, one aimed at analytic expertise and the other aimed to move into a management position. Outside of the career paths provided for researchers, CoStar Group enjoys helping to further the careers of our researchers, and often look internally to fill open positions in other departments. Former researchers can be found throughout the company, including Sales, Accounting, Human Resources, etc. Best of luck to you in the future, and thanks for the feedback!