Stewart Title Reviews

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Stewart Title CEO Matt Morris
Matt Morris
3 Ratings
  • Stewart Title-Escrow Officer

    • Work/Life Balance
    • Culture & Values
    • Career Opportunities
    • Comp & Benefits
    • Senior Management
    Current Employee - Escrow Officer in Knoxville, TN
    Current Employee - Escrow Officer in Knoxville, TN

    I have been working at Stewart Title full-time (Less than a year)

    Pros

    -Large, diversified stable company -Brand awareness -Technology

    Cons

    -Limited opportunities for advancement -Difficult to find traction in competitive market -Cold calling realtors, mortgage brokers and banks

    Advice to Management

    -


Stewart Title Interviews

Interview Experience

Interview Experience

50%
14%
35%

Getting an Interview

Getting an Interview

50%
21%
21%

Interview Difficulty

2.4
Average

Interview Difficulty

Hard

Average

Easy
  1. Helpful (1)  

    Executive Administrative Assistant Interview

    Anonymous Employee in Houston, TX
    No Offer
    Negative Experience
    Average Interview

    Application

    I applied online. The process took 3 weeksinterviewed at Stewart Title (Houston, TX).

    Interview

    Applied online, contacted by Stewart's in-house recruiter for phone interview. Phone interview was very friendly and fairly in depth - asked salary range, current situation, strengths, weaknesses. First face-to-face interview was supposed to be with 1 HR person and then the manager of the open position. Was actually with 5 people *in succession* - first 3 were HR asking the same questions as in the phone interview (why didn't they just do this as a panel?!), then colleague to the open position, then manager of the open position. Felt and told it went exceptionally well. Called back several days later to meet with another colleague to the open position. Again, positive feedback. Then...crickets. Continued interviewing with other companies (as I had told them I was when asked) and received an offer elsewhere. Thought I was being courteous by letting them know that I had a firm offer but was much more interested in their opening if I was still being considered. Assured they were very interested in me for the role and asked me to delay the other company while they finalized things. A few days later, asked to come in to meet with the manager of the position yet again. [A total of 8 separate interviews (1 phone, 3 HR, 2 direct mgr, 2 colleagues) for 1 position - something I've never experienced in my entire career.] I was very open with the manager that I had delayed responding to the other company twice now, but that again, I strongly preferred this role and hoped to be their final choice. The second interview went well and I was yet again asked to hold off on responding for one more day while they "worked through things" on their end. No communication, then nearly three hours after the deadline I had stated that I had to give the other company a yes or no to be fair to them, received a terse, one line email, that they'd gone with another candidate and good luck with my other offer. Be warned: They have very little respect for the candidate. ***A combined two days off work to accommodate their interviews even after telling them my availability, which they disregarded 80% of the time. They will tell you that is the only time available and make you turn into a pretzel to work around it. "On that day, I can be available anytime between 8:00 and 12:00." Them: "Okay, how about 2:00?" ***Reminded many times to wear a business suit to the interviews, to be on time, to bring copies of my resume. They knew my employment history - giving me Interviewing 101 reminders was unnecessary and doing so repeatedly was condescending. ***Advised more than once to adjust my demeanor - feedback was not enough of this, too much of that - but then repeatedly told "be yourself". I WAS being myself - professional and pleasant - so I'm not sure why they kept telling me to be myself while simultaneously telling me to be different in each successive interview. It came across very much like they themselves didn't really know what they were looking for. Maybe they see this as useful feedback and guidance, but it is really just making someone feel like a pony doing tricks. Accept your candidates at face value, and if you don't like what you see, let them move on! ***There were assurances and requests to delay, delay, delay accepting the other offer. I did as they requested, the deadline passed and they didn't make an offer (and in the most impersonal and unconcerned way possible), and I very nearly lost out on the one I already had because of it. If there is no carrot, then don't keep telling someone there is - you're messing with a person's career! ***Process VERY disorganized and dysfunctional - told one key detail about the role just to be told by someone else that was incorrect only for a third person to say something completely different. This happened repeatedly. Given a document to read (which I was provided with mid-interview, allowed 2 minutes to read while they watched, and not allowed to take with me) so that I could familiarize myself with the manager's requirements, but it was actually the manager's letter to his previous employee detailing all her failings (this was UNBELIEVABLY unprofessional). Interviews were haphazard and not well thought out - having to come back multiple times is difficult for a candidate; out of respect for their time, get the broken process fixed so that someone isn't coming in for 4 hours one time and then 15 minutes the next and then 45 minutes yet again. Know what the responsibilities of the role are before bringing in a candidate, and make sure everyone involved in the process is on the same page. The longer the process wore on, the more red flags went up. I was pleased to accept another offer from a company that treated me with professionalism throughout their very reasonable interview process.

    Interview Questions

    • Greatest strength, greatest weakness, favorite part of job, least favorite part of job, etc. Very standard, very pleasant. A few behavioral questions very specific to the role.   Answer Question

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Additional Info

Unlock Profile
Website www.stewart.com
Headquarters Houston, TX
Size 1000 to 5000 Employees
Founded 1972
Type Subsidiary or Business Segment
Industry Insurance
Revenue $100 to $500 million (USD) per year

Stewart Title Company makes sure that when you sign on the dotted line (over and over again), the house is really yours. A subsidiary of title insurance and real estate information company Stewart Information Services, Stewart Title provides its clients with such services as property appraisals, title searches and reports, closing sales transactions, and flood determinations. It accounts for the majority of its parent's total revenues. Stewart Title's network of independent agents and affiliated offices are found throughout the US and in several European ... More

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