community manager

field manager

construction manager

customer support representative

staff accountant

Century Communities

This was the most un-organized and un-structured home builder I had ever worked for.   To start, they set the expectation in the beginning that every home needs to be move in ready and half of your incentive on each home is evaluated on this exact question to the home buyers, “Was your home delivered on time as promised to them”, from the first day sales  writes a contract on the home and “was every thing ready and clean”.  That was achievable to deliver those two metrics in the new home buyer survey if the builder was able to complete the homes on the dates they provided 2-3 months in advance but, the end of a quarter would be approaching and out of no where your Area Manager gets instructed by the Regional President or National Vice President to move up a house 1 to 2 months earlier to close by the end of that quarter.  It was not that bad when it only happened at the end of a quarter but at the start of 2022 it was that same fire drill on every home, but every month now.  Almost every home buyer was upset that their new home completion was getting rushed to through just for a company to hit a number they wanted that appealed to investors, since they are a publicly traded company on the NYSE.  All the employees are dispensable and they also do lay offs every 1 to 2 years and they did it at the start of COVID and they did it again this year when mortgage rates increased above 7%.  They offer 2 to 3 weeks of pay for severance depending on if you endured 1 years or more of employment there. 

Only perks was I made good money there and the health insurance was unbelievably good, but I now see that is the mask this company delivers to its employees to get them through times when they need them and when they don’t need them they don’t mind terminating you in the form of lay off with no advance notice. 

The company had several leadership changes on the building side. That leader has changed marketing and sales focus multiple times which support from mortgage had not been considered. It drove the mortgage pipeline to be completely out of control / not manageable, filled the pipeline with about 70-80% of unqualified buyers ( people only had to put down $50-$100 to commit to build their dream home), The buyers are major rate shoppers/ no commitments. Oftentimes Buyers had low credit scores, but not always. Buyers that wanted everything for the price of nothing and sales incentive money too. The customer service was difficult at best due to the lack of communication from upper builder managent. They placed unrealistic demands without even discussing if the support was available on mortgage side. Not as a result of this directly, but buyers complained such that they formed communities to discuss rates and completion dates, calling and wanting to know other buyers confidential rates , terms and status information (which of course was not give to them), and just to complain about everything and nothing! There were no competitive rates or programs, just a standard 30 year fixed at generally similar rates to market and the fees are very competitive compared to other builders, not banks, loans, credit unions, or brokers. Builder incentives was how to beat rates outside.  Using  any builders mortgage company does guarantee a close on time. Sometimes things like missing materials (COVID messed up supply chains) and such will push the schedule to close out further on timeline. Just empty promises from employer. 

What is the best part of working at the company?
Unfortunately there was nothing great about working at this company except that they had a fairly decent benefits package.
The job expectations that were described in the job description and during the interview process were not accurate.

What is the most stressful part about working at the company?
The most stressful part of the job was the unrealistic expectations to meet deadlines despite delays beyond my control. In addition to the amount of reports that were required to be completed each week.

What is the work environment and culture like at the company?
I felt the company had very poor culture. If you did not work in the same department or on the same team as someone they would not even both talking or interacting with you while in the office. During the time I was there I saw the same people every week in the office and not once did they bother to introduce themselves to me. I'm talking about people at Director/VP level, it's like they were too good to talk to me.

What is a typical day like for you at the company?
My typical work days had flexibility, I was typically out in the field 2 or 3 days a week and in the main office 2 or 3 days a week. A lot of my time was spent chasing people for answers and information that was not forthcoming.

When I first started it was cool. I knew I would have a problem with one girl working there and I eventually did. Once management changed, it was all downhill. I hated coming to work having to deal with the manager and the co-worker. The co-worker was so concerned with what everybody else was doing while complaining about not having enough time to complete her work. Funny thing is, I never had a problem finishing my work on a daily basis. 

SHE constantly told lies on me and unfortunately, the silly manager believed her. I never had to lie or make up anything. My work spoke for itself. When I had the numbers I had them. When I didn't, I didn't. Never needed to "make myself look good," My work spoke for itself. It's not my fault she couldn't type and utilized the resources available.

My manager was spending money on the same old concepts not willing to give other ideas a try. That's cool. I've used the same ideas I told her silly butt about and my phone constantly rings. 

Outside of that, I mostly felt isolated from the team. They hired someone new and I knew my time there would be short. I was right. I still interact with folks there so I lost nothing really.

Working as a Construction Manager at Century Communities in Nashville was a fast-paced, high-responsibility role that sharpened my leadership and problem-solving skills. A typical day involved coordinating with trades, managing schedules, ensuring quality control, and keeping projects on track from groundbreaking to closeout. I learned how to navigate municipal inspections, manage budgets, and lead teams under pressure—all while maintaining a high standard of craftsmanship and customer satisfaction. Management provided clear expectations and support, though the workload could be intense during peak build seasons. The culture was driven and goal-oriented, with a strong emphasis on accountability. The most challenging part was balancing tight timelines with subcontractor availability, but the most rewarding moments came at closing, when homeowners walked into a finished product we built from the ground up. It was a role that demanded resilience and rewarded initiative.

Professional appearance and presentation.
Have a High Level of enthusiasm and excitement.
Quickly build Rapport to create Trust.
Researched and analyzed market conditions and trends to provide weekly reports.
Worked with Real Estate contracts and have the ability to learn new programs quickly.
Worked directly with buyers and sellers to help with any needs or concerns. 
Prospected, qualified, closed individual real estate accounts.
Drove sales through new business development, referrals, networking and existing client relationship management.
Actively marketed self and company to local lenders and title companies to increase clientele.
Worked directly with lenders to meet strict deadlines.
Ability to engage, promote, educate and persuade potential clients.
Delivered sales presentations to individuals and groups of prospective clients.
Worked in growing communities for builders selling their new construction homes.  Working with three to seven models at a time and selling the lots to be built on.

Although there were some employees who wrote negative reviews and may have been considered subpar, it is noteworthy that they still managed to retain their positions despite potential performance issues. It's important to acknowledge that while the job itself can be demanding and stressful, maintaining a diligent work ethic by showing up punctually, focusing on tasks with minimal complaints, and actively engaging in the tasks at hand can significantly improve the perceived challenges. Additionally, it's reassuring that the management team is known for its fairness and empathy, readily offering support and guidance whenever personal issues arise or when employees require assistance in navigating potentially tricky situations. The comprehensive training provided adds value, with the option for ongoing learning and development through accessible additional training resources that further enhance job proficiency and confidence.

Let's start with, the finish and quality of Century homes suck. I wouldn't want to own one let lone have to live in one. Slapped together cheaply, very little follow up for homeowner issues, they figure once they have your money, they really don't care. On to the next sucker.
This attitude extends to their employees. Our pay is supposed to include earned bonuses. I and many others earned our bonuses and didn't receive them. All we got were excuses, for months but not bonuses. For me, I got wise and left after 6 months, others I knew had gone even longer. How a company treats their customers and their employees is very telling of that company.  Management is clueless and the smart people see this pretty quickly which means there is a lot of turn over. 

If you are considering a sales or sales-leadership position with Century Communities, I strongly recommend proceeding with caution. The company operates under a highly fear-based, top-down leadership style where pressure is constant and support is limited. Sales teams are expected to meet aggressive goals in all market conditions, and even short periods of underperformance often result in rapid placement on a Performance Improvement Plan followed by termination. Turnover in sales and leadership roles is extremely high, which reflects the instability of the environment.

While the company does offer solid sales incentives, the overall culture prioritizes results over development, stability, or leadership consistency. Candidates looking for a supportive, growth-focused sales organization may want to explore other opportunities.

While I was hired to work remotely, the day started with Microsoft Team Meetings.  Management is an absolute disaster; they hire managers from other areas of the country with zero knowledge of how the building process works here in SW Florida.  One had no idea what a septic system was or how it was constructed - yet 92% of the houses built here are on septic.  The culture was cut-throat; you had 'managers' that had zero understanding of what you do for your paycheck that claim credit on your work while undermining you to their superiors.  Zero accountability for management and everything gets blamed on the worker bees.  VERY stressful and uncooperative upper management. 

Top Job Titles	Average Salary
Community manager 81 salaries reported	$19.66 per hour
Field manager 4 salaries reported	$82,500 per year
Construction manager 20 salaries reported	$103,638 per year
Customer support representative 2 salaries reported	$72,500 per year
Staff accountant 9 salaries reported	$68,333 per year

Working at Century Communities: Company Overview and Reviews

Century Communities

Century Communities Ratings

Popular jobs at Century Communities

Salary Satisfaction

Job Seeker Tools

Employer Tools

Browse

Stay Connected