new home sales consultant

senior accountant

construction manager

realtor

front desk receptionist

Beazer Homes

Beazer Homes Houston offers a quality product; however, their outdated and limited marketing strategies significantly impact sales performance. The marketing department operates more as a graphic design team rather than executing comprehensive, data-driven campaigns.

Communities that perform well are typically those partnered with larger developers who handle the majority of the traffic generation. Additionally, the product is often priced above market with minimal incentives, which can deter potential buyers.

One major challenge is the company’s leadership style. Upper management has been perceived as dismissive of feedback, slow to adapt to market trends, and inconsistent in their communication. This, combined with frequent leadership turnover within the sales team, creates instability and low morale.

Although a base salary and draw are offered, commission structures are heavily influenced by factors outside the salesperson’s control, such as community performance, cancellations, and prolonged build times—often longer than the average in the Houston market. As a result, many find that the draw system offsets most of their earned commissions.

There are dedicated and talented individuals within the company, and no organization is perfect. However, long-standing leadership practices seem to limit professional growth and innovation. When exceptional talent emerges, it’s not uncommon for them to leave due to a lack of alignment or support.

Lastly, Beazer's bonus structure is tied to a customer survey that heavily favors top scores in all areas—many of which the New Home Counselor cannot control (e.g., construction timelines, floor plan satisfaction, or lender experience). This makes earning bonuses difficult and creates an unrealistic evaluation system.

In summary, while there are some positives, it’s important to carefully consider all aspects of the role and company culture before applying.



These scores reflect the company as a whole, not the market I worked in. Locally, I enjoyed the people I worked with and thought we had a pretty good team. We had good sales results, strong customer care and a great construction team, however, interference and crazy 'corporate' initiatives always put a damper on good spirits in the division. 

Always good to be with a company where you are challenged and held accountable, however, Beazer fell way short of that. It's clearly a top down org and vision of sr management is not in line with other 'great' companies. They consistently lag behind innovation of other top ten builders and cling to 'worn out' pillars and their stagnant stock movement is evidence of that. Their purchasing initiatives at corporate level are non-existant and provides little assistance to the divisions.  Plan development, design and even plan changes take FOOORRRREVVVERRR! Our P&D guy couldn't make a move without checking in first. Take-offs, budgets etc are a long lasting process, taking 9-12 months to take a product from concept to construction. Really don't get a lot of assistance from quite e few members of the corp team. There seems to be a lot of 'gotcha' moments and have no doubt that permeates from the top.

There are 'favorites' and it is almost humorous to hear two managers report similar results to the CEO while one is glossed over and the other is severely chastised. Like wise, you can just see the eyes roll when business plans are forced into unreasonable outcomes, then division management criticized for not reaching 'your number'. 

 I'm sure Beazer will continue on at least until they are able to adjust their debt structure enough to make them an attractive buy option.  Until then, best of luck to the good people that remain. Just glad I am out.

What is the best part of working at the company?
Business culture changes. The  culture was awsome until it wasn't.  Changes in the residential building market have changed. I received a severance due to my exemplary work performance. I was not fired for work related issues.

What is the most stressful part about working at the company?
Mentoring new construction assistant, I take great pride in bringing individuals up to the level I am at. Every company needs a mentor who wants to bring a subordinate up to their own level of competence.  It is a gift to the overall success of any company. 

What is the work environment and culture like at the company?
It was actually great for many years. The environment in residential construction has changed with the current market interest rates. Unfortunately 

What is a typical day like for you at the company?
Start work early, meet with company superintendent's review all schedules and communicate any issues to trades. Meet with trades as needed. Mentor assistant superintendent on schedules and how to communicate with all trades. Attend any and all corporate meetings (Zoom, telephone  and in person. Direct all staff and personnel on construction related issues.

Too much work for such low pay. Way below avg on pay scale than other national builders. Bonuses are so hard to acheive. You will be doing nothing but chasing a bonus you will never fully get anyway. Depends heavily on survey scores. Bad survey score and it will cost you money....WHAT...really!! Yes, they take money away from you for a bad survey.  Now wonder there's such high turnover. Learn that this bonus structure is not working and change it now before you loose more good people.  
This business is about creating a comfortable complete home for a family to make life memories in and providing them with a accurate evaluation for when something does malfunction. 
When did it become all about just close it to make someone else money and we will deal with all the stuff not completed after closing. Don't worry about the homeowner who now has to take days off of work while we come in and finish their home or rip up their subfloor to repair a big hump that was on the QC list. And remember you have to complete it all within 2 weeks of them noticing all the bad workmanship or you loose your bonus. Oh and Dont forget when that bad survey comes in you will owe the company money because they rushed the house to close so someone else could get their bonus.

Typical day at work was adult sitting mainly, making sure the sub contractor is in the correct lot, following safety rules, meet with county inspectors, doing walk through/ orientations with purchasers,. adjusting dates and clicking off completed tasks in Buildpro, scheduling dates or work orders for customer service issues

I learned one of the sub contractor was unprofessional and difficult to complete their task when it was scheduled

A new set of management personnel took over that made a mess of the home building

Only a few of the co workers that I worked with are still there and they were great to work with.

The hardest part of the job was trying to get the sub contractor that wasn't coming out to do their task on the day they were scheduled, and agree on a date and time to do the task, I think they were short on manpower and couldn't handle the work load because they had all of the Maryland jobsites.

The most enjoyable part of the day is at the end when walking the lots making sure the sub contractor that was scheduled in that lot did do what was scheduled.

Beazer Homes corporate leadership should be completely embarrassed by continuing to employ Southern California division middle managers that have no ability to embrace the company stated culture. My “boss” solely wanted to “keep it all the same” with no ability to show leadership skills, no strategic vision, no technical understanding and facilitated a culture that was mostly focused on low-level administrative tasks mixed with a punitive demeanor. My “boss” survived by being the last one standing after repeated rounds of division staff turnover. Analysis paralysis impedes the divisions ability to move the business forward. The division is considered to be a C- industry player at best and can barely pick up the scraps that other builders toss in the trash. Its a paycheck if you need one, but don't expect to last long. Most any other Southern California builder is a far better choice.

I really like the quality of this builder which is why I went ahead and accepted the job. However, they highly micro manage and there is a lot of busy tedious work in your day to day. A lot of accountability for their sales people which is fine however; be aware that they will be in your face asking questions constantly. Sales management is intense, chaotic, and very up and down. Shoppers are sent from corporate often to make sure you register all traffic. Whether you are busy or not you need to register traffic and will get written up for not doing so. They constantly drill the 3 pillars in your head and will hold you accountable for not including specifics in your presentation. If you want a job that potentially compensate you well and can handle high pressure and high stress this is for you.

Divisional leadership in South Carolina markets is abhorrent and highly toxic. I would highly recommend staying away. They treat you like a child and micromanage everything you do, making your job nearly impossible. They give you ZERO insight into anything and leave you in the dark on all operations regarding the division, including areas that affect your role. They only tell you as they see fit and always create chaos for everyone involved. Corporate tries to act like they care about the culture, yet the highly toxic culture in the markets has been brought up to corporate numerous times, with zero change, and nothing gets addressed. If you care about your sanity and being treated like a professional. Or even just to be treated as a competent adult, this is not the place for you! I would look elsewhere!

While this company may appear to offer strong opportunities at first, many employees quickly find the environment discouraging and unsustainable. It’s difficult to see how they were recognized as a “Best Place to Work” in 2024.

Some sales professionals were let go before receiving earned commissions, and frequent reassignments and high turnover make it challenging to build lasting client relationships, and managers often struggle to provide consistent leadership.

Homes are priced high with limited buyer incentives, which makes competing in today’s market difficult, and leadership tends to rely more on pressure and criticism than on motivation and support.

Your time, energy, and talent deserve to be invested in a company that values its people, rewards hard work, and fosters success. There are much better opportunities where you can truly thrive.

I was hired by a different Division President who knew of my accolades and my ability. They assigned me to a neighborhood that had no phone line, no fax line, no signage, nothing plus was expected to perform on par with other sales counselors.  Because I am who I am I was more than able to overcome these obstacles. My sales manager at the time gave the impression that whenever I called him I was "bothering" him...hmm...not given the tools to succeed and YOU'RE BOTHERED.

When new DP took over it was apparent that regardless of my stellar sales, closings and retention ability plus turning around communities that had extreme poor customer service track records, I was not one of "his guys."  

Under the other DP I felt as though I was within a family oriented company. The new "guy" made it apparent that he did not care for my kind.

Top Job Titles	Average Salary
New home sales consultant 3 salaries reported	$74,000 per year
Senior accountant 3 salaries reported	$80,000 per year
Construction manager 3 salaries reported	$72,667 per year
Realtor 1 salary reported	$200,000 per year
Front desk receptionist 1 salary reported	$15.50 per hour

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