Companies Cushman & Wakefield

Cushman & Wakefield

Chicago

Total Offices: 33

53,000 Total Employees

Year Founded: 1917

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Cushman & Wakefield Compensation & Benefits

Updated on September 08, 2026

This page summarizes recurring themes identified from responses generated by popular LLMs to common candidate questions about Cushman & Wakefield and has not been reviewed or approved by Cushman & Wakefield.

How are the compensation & benefits at Cushman & Wakefield?

Strengths in leave, family support, and retirement match are accompanied by mixed pay competitiveness, slower progression, and higher healthcare cost burdens. Together, these dynamics suggest a comprehensive benefits foundation while compensation satisfaction and medical plan affordability temper the overall employee experience across roles and locations.

Key Insight for Candidates

Defining tradeoff: a benefit-heavy package, including uncommon perks like on-demand pay and housing discounts, against consistently middling pay satisfaction. This matters because C&W's value leans on benefits and PTO over standout base pay, so candidates should scrutinize plan specifics and long-term costs alongside salary and raise expectations.

Evidence in Action

Segmented Benefits Eligibility — Benefits eligibility language states variations by job type, location, hours, business line, and collective bargaining agreement coverage. Employees experience differing plan access, costs, and leave entitlements, making total compensation highly team- and site-dependent.
On-Demand Wage Access — Early access to pay (on‑demand wage access) is offered alongside regular payroll. This liquidity feature lets employees tap earned wages before payday, helping cash‑flow and reducing reliance on high‑cost credit.

Positive Themes About Cushman & Wakefield

Retirement Support: A 401(k) with company match is consistently referenced as part of the package. Feedback suggests this provides a solid baseline for long‑term savings across many U.S. roles.
Leave & Time Off Breadth: Paid time off and company holidays are regularly highlighted and described as a meaningful part of the offering. Feedback suggests time‑off benefits add tangible value alongside base pay.
Parental & Family Support: Paid parental leave for primary and secondary caregivers, plus backup care and wellbeing resources, are described as available. These offerings indicate a supportive approach to family needs in many roles.

Considerations About Cushman & Wakefield

Stagnant Pay & Limited Progression: Inconsistent raises and modest merit increases are described alongside heavy workloads without commensurate adjustments. Feedback suggests pay progression can feel limited in several functions and locations.
Unfair & Opaque Compensation: Pay is characterized as middling versus market and below large‑company peers in several functions, with some not feeling fully paid fairly. Overall compensation is portrayed as acceptable in pockets but not a consistent strength.
High Benefits Costs: Medical coverage breadth is present, yet premiums and deductibles are often viewed as high relative to alternatives. Feedback suggests out‑of‑pocket costs can dilute the perceived value of healthcare benefits.

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These insights are generated using AI and may not reflect internal data or verified company information. They are intended solely for general informational purposes and should not be considered a definitive assessment of the company’s reputation. If you are a representative of this company, and would like this page to be removed, you may contact us via this form.