The Connor Group reviews

The Connor Group’s approach to both residents and employees is built on aggressive tactics, questionable ethics, and strict image control. The following reflects patterns repeatedly shared by current and former residents, employees, and in public forums such as a 2,500-member tenant Facebook group and the Better Business Bureau’s complaint portal — all with screenshots, recordings, and detailed accounts readily available to verify. General Business Practices: Misrepresented Lease Agreements – Prospective tenants are asked to sign what are described as “hold forms” or applications, which later function as legally binding leases. Delayed Approvals & Withheld Fees – Refundable application fees are often held until persistent follow-up, while approval decisions are withheld until applicants assume denial and seek other housing — only to be told they must move in. Poor Unit Turnover – Apartments are frequently left uncleaned or unrepaired between tenants. Outgoing residents are billed steep move-out charges, including full carpet replacements, regardless of normal wear. Ignored Maintenance & Code Issues – Repair requests can drag on for weeks or months. Reports describe retaliation against residents who involve government inspectors. Pressure-Based Renewals – “Annual inspections” are used to spring unexpected renewal offers with 24-hour deadlines. Management will demand entry to a tenant's home and not take no for an answer. Refusal to sign results in a 20% rent hike versus a “special” 10% increase if signed immediately. No Flexibility in Lease Termination – Early move-outs are denied under all circumstances (job changes, illness, family emergencies, safety concerns), and staff are told to enforce the full lease term balance even in states where exceptions exist. Harassment, Legal Threats, and Gaslighting – Residents who leave early often receive demands for the remaining balance or face credit damage. Some report being told they misunderstood lease clauses or were at fault for problems clearly caused by the company, leading them to doubt their own recollection or understanding — a pattern that fits the definition of gaslighting. Utilities and rental terms are sometimes kept active for the full lease period despite laws prohibiting it. Internal Culture Gaslighting Employees – Staff who raise ethical or legal concerns are often told they are overreacting, misinformed, or “not cut out for the culture.” This leads to self-doubt and keeps employees from pushing back on questionable practices. Image Over Substance – Negative Glassdoor and Google reviews trigger immediate flurries of scripted positive reviews from current employees, often repeating “only for high performers” or “not for everyone.” High Turnover by Design – Around 100 job openings are posted at any given time for a ~400-person workforce, not for growth but to replace constant departures. Targeted Recruiting – Hiring leans heavily on retail, gyms, and restaurants, ensuring many new hires have little housing law knowledge — making it easier to push policies without challenge. No True HR Department – A PR specialist handles rebuttals to online Glassdoor reviews, which speaks volumes about priorities. Bottom Line for Job Seekers: This is a high-pressure environment where you’ll be expected to carry out policies that many would consider aggressive, retaliatory, and at odds with state landlord/tenant laws. Gaslighting — making people doubt their own understanding or memory — is a recurring theme in both resident and employee interactions. From disguised leases to harassment after complaints, every one of these practices has been documented by residents and is publicly accessible through BBB filings, tenant advocacy groups, and social media forums. Research before you commit.