Companies Cushman & Wakefield

Cushman & Wakefield

Chicago

Total Offices: 33

53,000 Total Employees

Year Founded: 1917

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What's It Like to Work at Cushman & Wakefield?

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.

What's it like to work at Cushman & Wakefield?

Strengths in market position, development pathways, and inclusion are accompanied by challenges around compensation levels, management consistency, and cycle‑driven security. Together, these dynamics suggest a capable global platform with credible learning and belonging signals, while outcomes depend materially on team context, client account, and local market conditions.

Key Insight for Candidates

Account-embedded, client-driven operations make the client contract—not corporate culture—the primary driver of your day-to-day and stability. Workload, flexibility, support, and advancement hinge on the account’s leadership and health; contract wins/losses can rapidly reshape teams.

Evidence in Action

Client Account Driven Work — Day-to-day expectations are set by the client account and account team, with property/facilities management roles on-site and corporate/advisory roles often hybrid. Employees’ flexibility, workload, and culture perceptions hinge on their specific account leadership and client demands.
Proprietary XSF Feedback Loop — Experience per SF™ (XSF) is a proprietary measurement system the company uses to collect employee experience and engagement data. Insights inform workplace design and policy decisions, signaling that leadership monitors sentiment and iterates on space and ways of working.

Positive Themes About Cushman & Wakefield

Market Position & Stability: Global scale and marquee‑client exposure provide varied work across asset types and geographies, supported by big‑company resources and name recognition. Internal mobility across service lines and markets offers a broad platform to build experience.
Learning & Development: Progressive training, structured early‑career paths, and development initiatives help newcomers ramp and explore tracks. Cross‑disciplinary work and access to firm research support ongoing professional learning.
Belonging & Inclusion: Visible inclusion and veteran programs, along with recent culture and women’s workplace recognitions, signal focus on belonging. Public DEI materials and colleague initiatives indicate sustained emphasis on inclusion.

Considerations About Cushman & Wakefield

Low Compensation: Pay is considered mid‑market or below‑peer in places, with progression slower than desired in some groups. Feedback suggests compensation may not keep pace with expectations in certain roles.
Weak Management: Middle‑management quality appears uneven across teams and client accounts, shaping day‑to‑day flexibility and support. Experiences can hinge heavily on the specific leader or account.
Job Insecurity: Exposure to a cyclical CRE market means staffing and advancement can ebb with client demand, leading to hiring pauses or restructurings in softer segments. Volatility in certain geographies and business lines can affect role stability.

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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.