Irvine Company – Milpitas, CA
of the Vice President, Acquisitions include: • Work with senior management to craft and refine Southern California acquisition strategy • Source… Irvine Company
Irvine Company – Milpitas, CA
will be related to support of entitlements, plan processing, regulatory and CEQA documents for Northern California. Position will also assist with… Irvine Company
Irvine Company – Santa Clara, CA
will include: • Support Office Properties portfolio growth and major development and reinvestment efforts. • Support acquisition efforts and… Irvine Company
Irvine Company – San Jose, CA
1.Oversight and maintenance of the leasing process (from lead generation to full execution) • Communicate and follow up with Brokers, Leasing… Irvine Company
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- Comp & Benefits
- Work/Life Balance
- Senior Management
- Culture & Values
- Career Opportunities
I have been working at Irvine Company full-time (more than 8 years)Pros
Irvine Company has been around for over 150 years. If you are looking for stability in a company Irvine Company is a good choice. Their salaries are competitive within the property management industry.Cons
If you are a manager on salary, you definitely will not be paid enough for this position.
In the past year the company has made a lot of changes, to include: hiring General Managers with zero knowledge of the industry and lack of commitment, consolidating offices and cutting down the staff for each office which in return affects the customer service that used to be unparalleled.
The company no longer wants associates who are genuinely caring and can take the time to treat residents like they actually matter. They seem to only care about the bottom line and for their associates to utilize all their time, when not in meetings and processing reports, in finding ways to generate more revenue.
The greatest thing that used to set us apart from other property management companies such as: offering superior customer service, Ensuring that our residents "Love Where You Live", encouraging an associate to feel empowered to make decisions, and standing for each others greatest potential has all gone out the door.
Although there are still a few outstanding Senior Directors who do lead by example and will take the time to seriously take into consideration constructive feedback, the majority are simply just there to make a paycheck with no desire to support their subordinates future growth with the company.Advice to ManagementAdvice
Take the time to meet with your leaders and to truly listen to their feedback.
When announcing changes, you should clearly be able to define what the changes will be, the estimated time line the changes will take place and refrain from withholding information to the last minute as this creates a lack of trust towards upper management.
If you know you have an associate that is not productive, refrain from transferring a problem.
Since it is obvious the Empowerment is no longer the company's culture, that should be clearly defined to your management team.Doesn't RecommendPositive Outlook