What's the Company Culture Like at Cushman & Wakefield?

Key Insight for Candidates

• Collaborative & Supportive Culture: Colleagues are often portrayed as great people with supportive teammates and helpful local managers, and corporate materials emphasize collaboration and a consultative, problem‑solving approach. This combination indicates that many teams operate with a cooperative, client‑focused rhythm.
• Authentic & Consistent Values: The formalization of the DRIVE values and leadership messaging that culture is built through everyday actions establish clear expectations for how work gets done. Recent culture recognition is used to underscore alignment with these stated principles.
• Fair & Equitable Treatment: Public DEI reports, regional ERGs, and multi‑year action plans signal structured efforts to foster inclusion and belonging. Supplier diversity and equality recognitions reinforce the intent to provide equitable support across groups.

• Workload & Burnout: Pace and workload vary by account and service line, with client‑service intensity and lean resourcing in some groups creating strain and uneven work–life balance. Cyclical market pressures and restructuring references can add to stress in parts of the organization.
• Favoritism & Inequity: Recognition and advancement are described as uneven across offices and teams, with indications that the experience can depend on the manager or relationships with leadership. Such variability can make appreciation and growth feel inconsistent.
• Inauthentic or Inconsistent Values: Stated values and public accolades coexist with team‑by‑team differences in recognition, communication, and belonging. This gap suggests that awareness of values does not always translate into a uniform sense of being valued day to day.