I worked at DLC Management full-time (More than a year)
Loved working with coworkers and customers. Easy work with room for development.
Goes without saying, you won't get along with everyone. A few in particular can really run you into the ground.
Advice to Management
Business will always get done. Treat your employers with a little more respect.
I worked at DLC Management full-time (More than 3 years)
At DLC you will learn a lot about the RE business quickly. They tend to hire a lot of young employees who are hungry and motivated. I met a few coworkers that I am still in contact till this day and we are friends.
If you need experience in the real estate world consider DLC as a short term foothold but don't try to climb to the top. Nepotism along with a caustic culture will ultimately prove to be the unbreakable glass ceiling.
Upper management creates an atmosphere of fear and retaliation that leads to a culture of employees throwing each other under the bus. Management can be seen fighting outwardly with each other and will not hesitate to dress down employees at meetings. Everyone is always looking over their shoulder at this place and afraid to question process no matter how flawed.
You will be underpaid working at DLC. They will give you a decent bonus the first year with the promise of more to come but more will never come. You will never be paid the industry rate. Upper Management, however, compensates itself very well, at the expense of its employees, and the difference is appallingly apparent at DLC's headquarters parking lot.
My final recommendation, if you're looking to get a foot in the real estate industry and cannot find anywhere else to work then work at DLC. But, do not stay long term, it can hurt you chances of finding another job. DLC'ers are known in the industry for having "sharp elbows" and not playing nicely in the proverbial sandbox. The longer you stay can hurt your chances of getting employment elsewhere.
Advice to Management
Actually learn to care about the mental and financial well being of your employees. Promote based on merit not who's in your club. Provide clear attainable career paths and goals. This, however, can only be done by having an actual independent human resources department. Having the legal dept be your HR - which clearly represents your interests - is not the proper reporting relationship that makes employees feel safe and trusting.
Hire top managers that can actually mentor and help grow young talent.
I worked at DLC Management full-time
pay, expenses, benefits and name recognition
travel, culture, no sense of family, regional management
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