maintenance technician

community manager

leasing associate

maintenance manager

maintenance supervisor

RPM Living

What is the best part of working at the company?
This company fails to prioritize employee well-being and completely disregards the importance of work-life balance. The turnover rate is alarmingly high, comparable to the rapid spread of the Covid-19 pandemic. Moreover, they display no hesitation in terminating your employment if you dare to request time off for personal or professional reasons.

What is the most stressful part about working at the company?
The lack of effective communication and consistency among department heads and leaders, coupled with inadequate training for new employees and inconsistency in training materials being provided to all team members, results in significant challenges. Additionally, there appears to be a gender bias among managers, as they seem to favor hiring individuals of the same gender for their departments. Furthermore, there is a distinct absence of empathy from department managers towards employees when they raise concerns about policies, procedures, and meeting company standards. Instead of addressing these concerns, they subject employees to intense scrutiny and work towards terminating them immediately, resorting to fabricating false accusations to shift blame onto the employees.

What is the work environment and culture like at the company?
The work environment can be quite challenging. They have informed you that you are required to come into the office for one or two days each week. They have assured you that you will have a designated workstation. However, upon arriving at the office, it turns out that there is no specific workstation assigned to you. Consequently, regardless of which day of the week it is, you are uncertain about where you will be working or for how long you will have access to a workstation. Interestingly, the main reason they want you in the office is for the sake of "culture," particularly centered around pizza. Unfortunately, there doesn't seem to be much of a culture, since you still have to collaborate with other team members via virtual platforms like Zoom, even though the rest of the office remains empty with only five other employees present.

What is a typical day like for you at the company?
Amidst a flurry of individuals pointing fingers at one another, lacking both the answer and the support, and displaying a dearth of willingness to assist their colleagues, you find yourself burdened with the urgent task of meeting a deadline within a disparate time zone that does not align with your current location. Moreover, should you dare to enhance or update your project with a superior and more efficacious idea, you are reprimanded as if committing an offense, despite no prior communication indicating the prohibition of further work on the project after its submission. To summarize, the workday was nothing short of a torturous ordeal.

There were a lot of warning signs with this company that I should have noticed but I was too excited to get a job with them that I did not see it. I come from a mechanic and industry maintenance background, dealing with much larger companies and larger more demanding facilities. I thought this job would be a breeze and a nice change of pace but most of the people within the company make it extremely hard for that to be.

The interview was a joke, the regional manager rarely let me talk, instead answering their own questions before I could. Knowing this it is no wonder that most of the maintenance they hire have no clue what they are doing and rarely last. Their maintenance is a revolving door and most of the ones that stay are not reliable.

The employees in the field, working at the properties, are expected to do the job of three people. Eat, sleep and bleed Roscoe. Don't you dare have a personal life or they will threaten your job. They complain that there just aren't enough people to help but are always willing to threaten your job if you don't bend to their will. Take a day off, PTO you earned, and you better be ready to work three times harder when you get back to make up for the time lost. Managers don't make plans for well events like an employee taking time off or someone being out sick, even if they knew months ahead.

You'll be told when you get hired about an On-Call schedule, that you are expected to rotate every X number of weeks. The problem is if any of the other people get fired, quit or are out for any reason you will be expected to be on call weeks, maybe months, being the only one on call. Miss one call and you will be disciplined.

Don't expect any advancement either unless someone really likes you or you just manage to fail upwards. They don't really care if you know what you are doing or work really hard for a year straight for less pay. You either end up in a better position because someone above you got fired and they need a body to fill the hole or their manager liked you for personal reasons.

The work itself is not hard at all but everything else makes it not worth it. You won't see your family or even be able to finish a meal without being called into work because a resident clogged their toilet.

There is no safety program, no safety manager, no reimbursement for required safety equipment like steel toe boots. Coming from outside of property management I see this whole industry as a joke. Someone is going to get killed and someone else is going to call OSHA and have the whole place shut down one way. I don't want to be a part of either happening.

Working at this company has been challenging due to a lack of emphasis on employee well-being and a disregard for work-life balance. The turnover rate across all departments is notably high, and terminations often occur without clear reasons provided.
Effective communication and consistency among departments and leaders are lacking, contributing to challenges for new employees. Inadequate training, coupled with inconsistencies in training materials, further complicates the training process. Additionally, the absence of empathy from upper management towards employee concerns about policies and procedures is concerning. Instead of addressing these issues, employees are often subjected to scrutiny and, in some cases, unjust terminations based on fabricated accusations.
Amid a culture of blame-shifting and a lack of support, meeting deadlines becomes challenging. Suggestions for improvement are met with reprimand, creating a culture of fear rather than collaboration. Promises of quick promotions are made during the hiring process, only to be broken when external candidates lacking experience are hired instead. Upper management tends to avoid addressing concerns through email, preferring phone calls to keep any deceit concealed.
In addition, it's worth noting that upper leadership expects associates to deceive clients and withhold pertinent information about their communities. They actively discourage honest working relationships with clients and will terminate employees whom they believe have such relationships. This creates a challenging environment where transparency and integrity are undervalued in favor of misleading practices. RPM Living appears to prioritize quantity over quality, seeking compliance rather than valuing the individual contributions of its employees. 


Working at this company has been challenging due to a lack of emphasis on employee well-being and a disregard for work-life balance. 

In DFW RPM has fired excellent, knowledgeable, with exceptional work ethic individuals for unclear reasons.  These individuals having no prior disciplinary action, meeting expectations, with no prior conversation where improvement can be made, or some sort of improvement plan.  The termination reason masked in “not meeting RPM Standards.”  turnover rate across all departments is notably high.

Direct leadership (RM, RVP, etc) actively discourage honest working relationships with clients (mainly emphasizes that you do not have communication with the client & follow “chain of command”) and will terminate employees whom they believe have such relationships. RPM’s culture undervalues transparency & integrity, and favors misleading practices (“let’s spin it off as” is often instructed).   RPM Living appears to prioritize quantity over quality, seeking compliance rather than valuing the individual contributions of its employees.  If you have any kind of “voice” you either silence it and follow suit or be terminated.  They want sheep.  No rebuttals, no objections, just “yes ma’am.”  Suggestions for improvement are met with reprimand, creating a culture of fear rather than collaboration. 

The absence of empathy from upper management towards employee concerns about policies and procedures is concerning. Instead of addressing these issues, employees are often subjected to scrutiny and, in some cases, unjust terminations based on fabricated accusations.  
Amid a culture of blame-shifting and a lack of support, meeting deadlines becomes challenging. Promises of quick promotions are made during the hiring process, only to be broken when external candidates lacking experience are hired instead. Upper management tends to avoid addressing concerns through email, preferring phone calls to keep any deceit concealed.

This was, by far, the most disappointing company I’ve ever worked for in property management. I was promoted to Marketing Manager and excelled in my role; however, the leadership culture made it extremely difficult to thrive long-term. Many members of management lacked a fundamental understanding of modern marketing strategies and often led from a place of ego rather than collaboration. 
 When you ask questions or offer innovative ideas, they tend to feel challenged instead of inspired.

The company frequently promotes a positive culture online, but in reality, that culture doesn’t exist beyond their website and LinkedIn page. Their policies are inconsistently applied, and even the corporate handbook is not followed internally. Most employees seem to be there simply to collect a paycheck rather than contribute to a shared mission.

The turnover rate speaks volumes — the marketing department in Houston experiences constant change, and the company overall reportedly has around a 48% turnover rate. For comparison, my current company maintains less than 8%. Leadership at this company is extremely young and inexperienced, with most Vice Presidents in their twenties or early thirties.

If you’re considering employment here, be prepared for minimal training, inconsistent communication, and very little support. While the compensation may appear attractive, it comes at the expense of structure, respect, and professional development. The owner and upper management seem aware of these issues but show no genuine effort to resolve them.

While the corporate team enjoys a flexible hybrid schedule and frequent in-office events, the operations team is left to shoulder the real workload with little recognition. In summary, I would strongly advise others to proceed with caution — this company lacks integrity, direction, and genuine leadership.

I am proud to work for RPM Living as the Community Manager at Beacon Point Towns in St. Augustine, Florida, and I can genuinely say that this has been one of the most rewarding career experiences I’ve ever had. From the very first day I joined RPM, I have felt fully supported and valued. The company culture is one that truly fosters growth, collaboration, and teamwork at every level.

One of the aspects I appreciate most is the incredible support system in place. My regional manager and regional vice president have been nothing short of phenomenal. They provide consistent guidance, encouragement, and resources to ensure both my success and the success of my community. I have never once felt on my own—RPM cultivates an environment where leaders are approachable, engaged, and invested in your professional development.

The teamwork here is unmatched. Whether it’s day-to-day operations or navigating new challenges, there is always a strong sense of collaboration. The company encourages open communication, celebrates achievements, and provides the tools necessary to continue learning and excelling in the property management industry.

For anyone considering a career with RPM Living, I would highly recommend taking that step. This is a company that not only sets you up for success but also makes you feel appreciated and empowered along the way. Joining RPM has been one of the best professional decisions I have ever made, and I am excited to continue growing with such a supportive and inspiring organization.

Working at RPM has been one of the most rewarding experiences of my career in the industry. The most enjoyable part of my job is building a trusting rapport with residents and ensuring their living experience far exceeds their expectations. There’s a true sense of purpose in making people feel at home, and it’s something I take great pride in every day.

What sets RPM apart is the culture. The “Be A Good Human” philosophy isn’t just a slogan, it’s lived out daily. Kindness, respect, and genuine support are woven into the fabric of the company, and it creates a work environment that’s both motivating and refreshing. I’ve never experienced a workplace culture like this in any other company I’ve worked for in the industry.

The potential for advancement here is amazing! RPM is truly committed to recognizing talent, and the opportunities for growth are real. The talent acquisition team does a phenomenal job bringing in people who not only fit the culture but also have the space to fully use their skill sets. Your strengths are seen, valued, and put to work in ways that matter.

If you're looking for a company where you can grow professionally, make a real impact, and be part of a culture that genuinely cares, RPM is the place to be.

This job really depends on getting along with your coworkers and PM. If your PM isn't looking out for you, and/or your RM isn't looking out for you, you have nowhere to turn. HR has yelled at me and threatened to fire me over something where I was trying to protect myself from potential wage loss. I filed a complaint with HR about another issue and the person I complained about was immediately notified and given my name, without telling me they were doing so. 

I have had to throw fits to get problems addressed because no one would take them seriously. If they see that you're getting everything done, they see no reason to hear anything you're telling them - which means that to get a response, you have to start letting your work slide so that they pay attention. It's ridiculous; just because I CAN do the work of three people does not mean that it's healthy or acceptable for me to have to do so. I had sent multiple written requests to talk about my compensation, none of which were ever responded to. Six months later, out of the blue I was told I was given a raise, done in a manner that left me no room to discuss it or negotiate. 

They don't respect or appreciate their people. They will tell you how much they value you but then tell you you have to work Sundays now when you never had to before (and when you're doing just fine on occupancy, so it's not like they even have that excuse), or take cuts from your commissions. If you try to discuss it with them, they shrug and say there's nothing they can do. This is the real reason I'm even writing this  - I've already tried talking to them about these problems to get some resolution, but they just don't seem to care. Currently job searching elsewhere.

What is the best part of working at the company?
The residents and working with clients 

What is the most stressful part about working at the company?
The most stressful part about working at the company was the inconsistency in leadership. While the company promotes values like integrity and support, I often observed a lack of follow-through. Instead of collaboration and solution-focused leadership, there was a tendency to assign blame rather than support on-site teams who were working hard. This created a challenging environment and diminished morale.

What is the work environment and culture like at the company?
The work environment is fast-paced and demanding, especially for on-site teams. While there are some dedicated individuals who truly care about the success of the properties and residents, the overall culture can feel disconnected. Communication between leadership and property staff could be improved, and a stronger emphasis on collaboration and support would go a long way in boosting morale and productivity.

What is a typical day like for you at the company?
A typical day was fast-paced and highly demanding. I spent most of my time managing property operations, responding to urgent resident concerns, supporting on-site staff, and addressing compliance or maintenance issues. My day also included reviewing financials, preparing reports, and juggling multiple priorities to ensure each property met its goals. Often, I had to step in and problem-solve situations that lacked upper-level support, which added pressure but also built my resilience and leadership skills.


I joined this company because I was sold on the culture, growth opportunities, and support that were promised during the hiring process. Unfortunately, my experience was very different from what I was told.

The level of disorganization is unlike anything I’ve experienced. Training is minimal to nonexistent, and you’re often expected to figure things out on your own. When you need help, getting answers can be incredibly difficult, leaving employees frustrated and unsupported.

Compensation is also disappointing, especially considering the workload, expectations, and stress that come with the job. Weekly pay is appreciated, but it doesn’t make up for wages that don’t reflect the responsibilities employees are expected to handle. For a company of this size and reputation, I expected much better.

Leadership was another major disappointment. While there are some wonderful people throughout the company, there are also corporate managers whose communication and leadership style create a negative work environment rather than supporting the teams they oversee. No matter how hard you work or how much you contribute, your efforts often go unnoticed and unappreciated. It becomes discouraging when dedication and results are met with little recognition or support. It often feels like appearances matter more than the people doing the work.

Overall, I left feeling that the company’s image is prioritized over its employees. I hope leadership eventually recognizes that taking care of the people on the front lines is just as important as maintaining the brand. Do better, RPM!

Top Job Titles	Average Salary
Maintenance technician 260 salaries reported	$23.04 per hour
Community manager 140 salaries reported	$78,270 per year
Leasing associate 195 salaries reported	$19.57 per hour
Maintenance manager 170 salaries reported	$30.09 per hour
Maintenance supervisor 8 salaries reported	$29.69 per hour

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