CBRE
CBRE Compensation & Benefits
This page summarizes recurring themes identified from responses generated by popular LLMs to common candidate questions about CBRE and has not been reviewed or approved by CBRE.
How are the compensation & benefits at CBRE?
Strengths in broad time off, retirement support, and flexible, comprehensive benefits are accompanied by challenges around limited pay growth, uneven eligibility, and rising healthcare costs. Together, these dynamics suggest a solid total rewards package whose realized value varies by role, location, and how benefits breadth offsets modest cash progression.
Key Insight for Candidates
CBRE’s defining tradeoff is robust benefits and generous PTO that offset modest base pay and small annual raises. This matters because your perceived value leans heavily on benefits utilization—yet looming healthcare cost increases could erode that cushion, making cash compensation feel tighter.Evidence in Action
- Structured 401(k) Match — CBRE’s 401(k) match is 66.67% on employee contributions up to 4% of eligible pay, capped at $150,000. This predictable formula boosts retirement savings and total rewards clarity, though the cap and ceiling can limit value for higher earners.
- Modest Annual Raises — Recurring employee feedback cites annual salary increases of 2–3%. This cadence tempers base-pay growth, making progression feel slow and pushing employees to rely on bonuses or benefits to feel competitively rewarded.
Positive Themes About CBRE
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Leave & Time Off Breadth: Time off provisions include 15–30 days of PTO with rollover and 11 paid company holidays, with an unlimited PTO program for certain highly compensated roles. This breadth supports work‑life balance across tenure levels.
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Retirement Support: Retirement offerings include a 401(k) employer match and tax‑advantaged accounts such as HSAs and FSAs that strengthen long‑term financial security. These features enhance the overall total rewards package.
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Flexible Benefits: Benefit breadth spans medical, dental, vision, company‑paid life and disability, HSAs/FSAs, an EAP, adoption assistance, commuter benefits, and employee discounts, with regional enhancements like UK private healthcare and Australia parental/superannuation support. The range allows tailoring to different life stages and locations.
Considerations About CBRE
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Stagnant Pay & Limited Progression: Annual increases are commonly small and advancement can be challenging in certain roles, leaving pay seen as below market outside upper management or brokerage. This dynamic dampens satisfaction with base compensation even when overall packages are competitive.
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High Benefits Costs: Healthcare affordability is a recurring concern, with high insurance costs and indications that out‑of‑pocket expenses may rise in 2026 due to premium and deductible increases. These pressures can diminish the value of otherwise comprehensive coverage.
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Exclusive or Unequal Benefits Coverage: Eligibility exclusions for union, commissioned, and contractor classifications limit access to elements such as paid vacation, holidays, and certain programs. Offerings and pay can vary by client account or region, creating uneven experiences across teams.
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