CoStar Group reviews

It’s great to hear you’re enjoying your time at CoStar Group. It’s true that our employees work very hard to get the results our clients need, and in return we want to take care of them as much as possible. With a market-leading benefits package and special events like our holiday party and trips to a Nationals game for the DC office, we want to provide a stable, fun environment to keep our employees happy and healthy. As a growing company, we do require a certain level of flexibility from our employees as we develop our software and increase our coverage to maintain our position as the industry leader of commercial real estate information. But being able to roll with the punches is great for employees too; our growth means there will be more opportunities for them to develop their career at CoStar Group. We’re glad to have you with us, and appreciate the hard work you and your colleagues put in.

Thank you for your feedback, and I’m sorry to hear you did not have a pleasant experience – we value all of our researchers, and no one should feel replaceable in their position. Research is at the core of what we do. In order to collect the most comprehensive, accurate real-time information, we have to keep in in direct contact with all the people necessary to keep our information the industry standard – from the top brokers and owners to mom-and-pop investors and tenants. It’s that direct contact that makes our information and products superior to our competitors, and that is how we have managed to set the industry standard. While I don’t know your individual bonus situation, CoStar Group makes a point to reward our hard-working researchers with the additional compensation they deserve based on their performance. Quarterly bonuses in Research are structured so all researchers receive a bonus unless they have either just come out of training, or are on a formal corrective action plan. The bonus amount is determined by the researcher’s manager and is based on performance. Recently we have moved away from strictly metrics-based evaluations of daily work and now we encourage our managers to look at the quality of work and effort put in by their researchers when considering bonus amounts. Bonuses do not start at specific amounts that are lowered for not meeting a certain goal – the overall amount is determined after the close of each quarter to take the overall quality of the researcher’s work into account. As with any other job, the role of a researcher isn’t for everyone, but we want all our employees to excel at CoStar Group. It’s true that there aren’t managerial roles opening up all the time for potential promotions (though more research managers are promoted internally than hired externally), but we also encourage our employees to look at the whole of CoStar Group to further their career – many of the employees who have long been in Sales, Human Resources, Accounting and other departments started out in Research. Research had over 300 promotions in 2014, and among those were new roles created in the last year to provide researchers with the ability to specialize on a specific topic and become an expert source of information.