superintendent

community manager

land manager

manager

staff accountant

Taylor-Morrison

Management lies to their upper management. Division President is great except she relies on her VP and Area Sales Managers to be truthful without question. Rules are made up as you go then when they aren’t in writing they use the ole “we mentioned it in a meeting” excuse knowing it never happened. I can’t tell you how many people roll their eyes at that. Culture was amazing in the beginning then it all changed about a yr and half in. Then it was more like a cult of brainwashing. A lot of “we really care about your needs” without backing it up. You can win awards, be praised, and they’ll pretend to listen, but the minute you make a mistake it’s like a Twilight Zone the stuff they come up with if they want you out. Especially if you have hundreds of thousands of dollars in commissions on the books. Very disappointing and extremely degrading. The VP has serious issues. I’ll just leave it at that. I’m not perfect. I made mistakes. But nothing purposely. It was just things myself and others had done for years. Then when they don’t want you anymore they use those mistakes to push you out and keep your pay. They also make up stuff that never happened. I was seriously scratching my head in disbelief so many times if it wasn’t sad it would be funny. They really had me fooled. I hit all my sales goals the entire time I was there. My customer service scores were 94%, but I failed a secret shopper and there it was.Their excuse to get rid of me. If you’re not in the clicky group might as well start looking for a job. Cause they’ll invent a reason to fire you. 
My two cents: show more empathy, be truthful to your employees, stop with the smirky condescending smile and condescending words. There are good people there and they are discouraged too. They do not feel appreciated. There’s so much more I could say, but run. Don’t walk. The job was the worst experience I’ve ever had at a place of work. I have never been made to feel so humiliated in my life. Division President really needs to dig deep and evaluate the people she has representing her and Taylor Morrison. 

From my recollections:
If you are not a sales person or manager you are a 2nd Class citizen at Taylor Morrison.
If you are employee of an acquired company get that resume dusted off. The timeline seems to be 12-18 months before you get laid off. Typical package is two weeks of pay and a week of pay per year of employment if you are lucky they round up.
Don't believe anything C-Level officers tell you. My entire team was repeatedly lied to from our first and second level managers all the way up to the CIO. The typical pattern seems to be merge/acquire a company than lay-off the middle management of the acquired company and then lay off the remaining acquired employees as needed. In my experience the the CIO and myself were the last two IT employees remaining from the acquired company left and I was the last remaining legacy employee let go. Interesting enough during this time none of the staff from the other side of the house was let go. Performance, seniority, skillset, or any other metric was not used it was simply a look back at your hiring origin.
If you don't have a high-level manager as a champion/mentor your entry position is a terminal position. 

Overall, Taylor Morrison presents a strong corporate vision, especially at the headquarters level in Arizona. Sheryl Palmer clearly communicates what she wants the company to represent, and at the corporate level that culture seems well‑defined and consistent. However, the experience at the division level can be very different.

In recent years, several divisions have brought in leadership who are still developing in their roles. When someone is hired as a Division President, employees expect them to arrive with the experience and judgment needed to lead a team without extensive coaching. That gap creates inconsistency in how divisions operate and affects employee trust. Depending on which division you work in, the experience can range from excellent to challenging.

Taylor Morrison is highly focused on awards and external recognition, and while those achievements look impressive, they don’t always reflect the day‑to‑day reality within every division. Awards matter less when employees don’t feel aligned with or supported by their local leadership.

Ultimately, it’s a stable job with a steady paycheck, but the employee experience depends heavily on the specific division and the strength of its leadership team.

Before I joined the Taylor Morrison team, I knew of the organization and had collaborated with a few of the team members on a few projects.  From my initial meeting with the now Taylor Morrison team, I was very impressed by the team and the culture of the company.  Since then (almost 15 years later), I am now a part of the team, and I am pleased to note that the culture and team spirit has remained. To be honest, this sustained culture and team spirit finalized my decision to be a part because I witnessed the growth of a company that excelled in the core tenets of the new bottom line: people, planet and revenue.

What I have found at Taylor Morrison is an organization that genuinely values people, develops people, builds community, promotes honesty, provides leadership and shares leadership.  In general, the company is an organization that embodies a form of Servant Leadership that recognizes leaders for their roles of service to the stakeholders and shareholders.  

In my opinion, Taylor Morrison offers a balanced work environment, exceptional compensation/ benefit packages and progressive people services, which contribute to the continued growth and success of the organization.

“Taylor Morrison has a strong foundation and the potential to be an excellent company. The biggest issue over the past few years has been the decline in management quality. Many of the experienced managers who understood construction operations and supported their teams have left, and the newer management lacks the knowledge and leadership skills needed to maintain a positive workflow. This shift has negatively impacted morale, productivity, and overall operations. Superintendents have been blamed for issues that were actually rooted in management decisions. With deeper evaluation and improvement on the management side, this company could return to being a great place to work.”

This review is my personal experience and refers to the SoCal Division only..

Management is still spooked by the crash of 2008 and is hesitant to hire which means everyone is overworked. An attitude of do your best "or else" pervades the department I worked for.

Management does NOT talk to one another.  Quite literally, one director will not speak to the other director in the department.  This made it extremely difficult for me to get anything done.  When I spoke up about it, one director created a plan of constructive discharge against me in order to get me fired.  I had perfect reviews otherwise.

NO whistle blower protection.  Stressful situation from day one.

The culture preaches employee first, inclusion and diversity. Which it is not “we’re a family like atmosphere.” But it’s not work is not your family and the values and ideals the company says they live by is not what’s practiced. There are so many dis in-genuine people that act like they care but actions say otherwise. They do not care. You are disposal. 

The department I worked in was literally like high school. Management is completely dis attached. 

They play favorites and even though they say they create career pathing for everyone they do not it’s provided to clearly the favorite employees.

The company is so disorganized and chaotic with the market changing It’s only gotten worse and worse. 

Great place to work. There are always going to be bad apples but you learn who the good people are quicky and mold in with them. Company spends a lot of resources to ensure employees have work life balance. Lots of paid fun days out with the team. Stocked break room. Up to date offices. Great IT support. Onboarding was seamless experience. 

I feel that Taylor Morrison Management was not the Best.  Normal day was running nearly 20 homes under construction overseeing trades that were the cheapest labor, that's why they were granted the work.  TM would hold you accountable but didn't have any control over their Trades.  You are their Employee and you are graded on their subcontractors.  Their subcontractors are the cheapest bidders that's why they get the work.  Hardest part of the job is pleasing or making the customer happy because they are buying a pricey home that is made up up less expensive trades and materials.  Not enough hours in the day to do your job.

Top Job Titles	Average Salary
Superintendent 1 salary reported	$84,000 per year
Community manager 105 salaries reported	$27.25 per hour
Land manager 19 salaries reported	$102,836 per year
Manager 23 salaries reported	$117,190 per year
Staff accountant 19 salaries reported	$26.00 per hour

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