housekeeper

maintenance technician

caretaker

front desk agent

locality manager

Vacasa

I managed a region in which we assumed ourselves with a 4 Housekeepers and eventually 1 Maintenance Technician. Prior management failed in the region causing turmoil among Owner and Region relation.  I was lucky to be asked to try being a Property Caretaker as my first role/position after a grueling 4 month hiring process. Within less than two weeks in this position, I was promoted to Local Operations Manager. I was told this position could take 6 months to 1 year to figure out, and to be able to be able to perform comfortably without having to ask for help along the way.
   I was hired as an LOM in February during prime snow seasons to the beginning of March; county code enforcement complaints and snow removal were high priority at this time leaving little time for the in between turnarounds or other high priority tasks. As a manager hired into the middle of a season while snow removal vendors were scant, I was shoveling snow a majority of my time as my team somewhat refused to do it unless they were receiving more than hourly pay. This made it tricky to prioritize tasks and prep for further season. 

    Summer progressed and our team stood stronger; a Lead Housekeeper took medical leave and I was told by my Regional Director I could assume both positions with no trouble for the next 14 weeks. Since beginning work at Vacasa in January 2019, time with my family especially including my newborn that I perform this job for, has been scarce, days off have not existed. I was told by my General Manager, because I am salary I am required to take phone calls and help on my cross coverage scheduled days off. When you do accidentally leave your phone or it dies for more than an hour be prepared for a fury storm. It is in your contract with the County(generally) and Vacasa you will be available for 24 hours a day and able to comply with complaints within 1 hour of receiving them(county specific). I never left the region, spent many times apart from my family and even worked on my daughter's first birthday. I crashed both my cars in the snow, Vacasa was nice enough to provide a rental so I could keep working. Finding time to repair the vehicles was a different story. The only major name stores are located outside of our rural region, at least 45 minutes away. I made this trip consistently unknowing that I could log mileage. Parts of my salary went to gas every single day in my work truck,
     
     I managed a region of 47 homes, putting in requests for things I couldn't change(rates, listing info, pricing, etc.) but a majority of the work being put towards myself, 4 housekeepers, and a maintenance person. Day in and day out, I would begin work at 9am and would not finish well into 10pm or 11pm in order to not be questioned by my management as to why such and such wasn't updated within 48 hours. You are required to respond to every homeowner or any direct reporter, no matter the amount of or size of the requests, within 24-48 hours.

I worked day in and day our for our region and our owners, most days 12 hours a day. Direct reports/downstaff coworkers who understand the load are the best companions and willing to fold over anyway they can to ensure we all meet this goal and to avoid the overseers. Regional Teamwork was well equip and the team I've trained and overseen the last several months have been the best thing from Vacasa. Because we understand were all in the same boat and we have to meet the same goal.

 But be mindful tracking hours, I noticed sometimes my down line/ direct employees actually made more money than me driving around and collecting overtime. Sometimes 2x/TWICE the AMOUNT of my  biweekly Salary rate. While I bend over backwards, take calls, emails, texts and actually provide the work for the team.

Most the time between our 4 housekeepers here, they would generally threaten quitting because the workload was so much every day. Vacasa will dock you as a part-time employee and deny you benefits. Maintenance would work a minimum of 90 hours every two weeks, collecting overtime, and would be denied health coverage. Still is fighting for it.  


  Anything that management can pass to you to avoid spending extra salaried time doing it, they will. I had a New Home Representative(OBS) that would pass along everything she could to me. Not only is your job delegating maintenance and housekeeping, ordering supplies for your team, keeping in contact with owners and updating their requests, guests requests, guest problems, home problems, owner requests, owner credits, expenses, filing insurance claims, meeting and greeting owners, reaching out to new owners, helping housekeeping clean homes, shoveling snow, hauling trash, checking on a home in the middle of the night because a homeowner is worried, showing a guest how to work the TV, doing some extra dishes while a guest stands over your back scowling you because housekeeping didn't do their job, updating your tickets on a daily/hourly basis, setting the housekeeping schedule, talking to an owner at 11pm; but it will also include you learning how the permitting and county ordinance of a home works and also fulfilling the county applications and agendas. You will have 2 weeks to fulfill each requests while the Business Developers keep pumping houses out to you that are under qualified most the time so they can earn their $1.5k bonus each sell. The longer it takes you, the longer you will be told that you are taking food out of his families mouth while you haven't seen yours in days due to work. We were given 11 homes within 2 months to complete. The deck isn't up to code? Better figure out how, this man is losing money. 

The house has a major pest problem that going to take weeks to clean and cost the homeowner thousands of dollars? 
What can we do to make this home clean and rent ready, this shouldnt have taken so long, what are you spending all your time doing, why isnt this done, blah blah blah.

I was terminated without notice, this is expected as an "At-Will" employee. My wife, infant and I will have to find means suddenly. I have worked and given a lot of time to this company the last 7-8 months in hopes of continuity. I believe that because my General Manager was unable to help our region due to her workload, she was forced to terminate my position to save herself only a little longer. In terms, her region will hold out a little longer, while ours dwindles and becomes no more. All to make the higher ups look better. The work we were performing was slow, but it was progress. 
Since termination, I've had some owners I know personally come to my home and ask me why their houses are not being cleaned and why they can't get ahold of me. It's been one week since my termination and Vacasa has failed to let any of the homeowners know  the change as I am still receiving emails, calls, and personal visits. This will continue to be an issue until they meet their demise.

The General Manager was hired months after myself with way less experience to Vacasa LLC. than myself. The one prior to that was fired too. Still, a week later, homeowners from my region are unaware that I am no longer available.

You want to work at a company that doesn’t care about you, won’t communicate or even hold a simple meeting, gets mad at you for working overtime when they’re the ones who asked you to do another project after hours, this is the company for you! 

For starters, yes they have great pay, and health benefits, but the culture is one that I never thought that could exist in any workplace. No support from management and a small team of coworkers to assist in the day to day needs of 200+ properties is a guarantee that you will be burnt out within the first month.  When I say no support from management I mean the higher ups for the specific region, as they have no clue what goes on in the day to day, but continually expect perfection. How can you reach success in any company when your workers are beyond short staffed and then you don’t provide the necessary resources to get the job done. WELCOME TO VACASA. The local GM’s try their best to make it work and are actually pretty decent, but with no support from the corporate level, that heavily affects the resources and culture of the job. Having to use your own personal vehicle to drive around to the many many properties and not being compensated for any of that is a huge red flag, but that’s not even the worst of it. Constantly having the company credit card being declined so you have to choose between spending your own money on a tool or dealing with an angry customer/owner and not getting the problem fixed is a constant at this company. As they will force you into becoming a lifeless machine, just so they can push you into getting everything done. If that’s not bad enough, and you’re able to go above and beyond to meet customer and guest needs, you still won’t hear a peep of a compliment from any manager or corporate level person. In my time there, I received way more compliments from guests and still even keep in contact with some very nice owners who also realized that the company they use to rent out there home is a complete mess. That brings me to the next point in which you have a constant flow of contractors and other various people that you connect with on a project that will tell you that the company you work for is an absolute sham. I had more conversations with contractors about how terrible we are than any positive thing that I tried to make out of it. All of this could be improved, but the people at the higher levels within the company refuse to see that anything is wrong, and fully believe that it’s the employees problem, not them. The pay is great and the benefits are definitely worth it to work there, but after a while those become obsolete, and as anybody knows, great employees go to great cultures rather than just follow the money. The only reason advancement is 4 stars is because the people ahead of you will also come to the realization they need to get out too! That’s why it’s so easy to advance, because they always have a constant flow of people leaving and continue to get people like me to join them. They had two great managers there and flushed them both out with no plan or direction. 

My last point is one that any future employee of any company should know: If you see that the company is constantly having job openings for the same position for every department, that right there should tell you everything you need to know. GET OUT, just like everybody else is doing. 1 star is way too much. Look at the other reviews if you don’t believe, there’s a reason they’re so poorly rated. Luckily I was able to find elsewhere a great company to work for and got out of there after wasting several months there. We even had hired new people in my time there that immediately knew what Vacasa was all about that quit after a few weeks! We all tried to improve the company, but every time we had an idea or solution or basically just wanting a simple company vehicle to get fixed, we were merely listened to and never actually one of our ideas was ever taken seriously. 

Q: How do you expect hard working employees to continue to operate at any business when they’re never recognized for their hard work? 
A: That’s why Vacasa constantly has openings 

So do yourself a solid (like I didn’t) and go and find a better company, one that actually cares about your happiness. 

Upon hire as a piecework houskeeper, I was told this was a very lucrative position, full time, and I could clean multiple homes in one day, to make more money. I didn't receive any work, not one hour of real work, for MONTHS. Management was telling me that it's the slow season (which they told me nothing about prior), that they actually only had one rental at the moment and they were waiting to build more, that if I could just be patient and work is coming soon. I waited, thinking this was going to all be worth it. Then, I got my first few cleans and inspections to complete. Yes, it's true, this "could be" a lucrative job, IF VACASA RAN THEIR COMPANY PROPERLY. Not only do the managers not provide all of the necessary tools for the housekeepers to do their jobs correctly, as a housekeeper and as a result of management's laziness, we are responsible for reminding the manager to get the things they were suppose to supply us with in the first place, I.E. cleaning supplies and guests amenities/toiletries replacements. Once you have what you need to do your job and clean the home, you soon come to realize that either the washer or dryer doesn't work properly and/or that alot of the bedding, including the comforters cannot fit into the washing machine. Also, for a 3 bedroom home, ALL of the bedding is to be washed using ONE WASHER AND ONE DRYER (not large capacity). To successfully clean ALL of the bedding in the home, between guests, takes HOURS AND HOURS of your time. In Vacasa's training, they inform you that if the laundry from the home is too much to get done, you can take it to their off-site laundry facility, to more easily get the job done. Unfortunately, not all Vacasa locations have an off-site laundry facility. The first instance of me noticing this, I immediately let my manager know. He told me, if it doesn't look dirty, don't clean it. Well, if you took a blacklight to something that may first appear clean, you may find that it was not clean after all. I told him that the comforters were dirty, stained, and that we'd have to take them to a different laundry facility to properly get them cleaned prior to our next rental guests. I told him that I bagged them up and put them aside for him as he requested. The following day, I needed to go to the rental home once again, to finish what I was unable to the day before, as I was waiting for my manager to replenish supplies (which should have been done prior to my arriving at the rental to clean). Upon arrival to the rental home, I saw that the same dirty comforters that I had just put aside to be cleaned, inside of bags, were BACK ON THE BEDS, UNCLEANED. I couldn't believe the lack of standards. The lack of empathy for our guests. To make them sleep in a bed with dirty blankets. I challenge anyone who rents from Vacasa, to thoroughly look at the bedding and pillows. Take the comforters out of the duvets (the cover that holds the comforter inside of it) and inspect it. It is absolutely appalling to see a company, who boasts of its high standards, yet doesn't even have basic standards and doesn't follow their own policies and procedures. Yes, it was my choice to be patient with them and I did in fact wait months for any real work to start. I didn't want to throw away, what I thought was a going to be a great opportunity for me. Unfortunately for me, that was a mistake, but also, a learning experience. I hope Vacasa sees this review and makes the necessary changes needed, not only for it's manager's and employees, but for its guests. I personally would NOT recommend anyone to work for Vacasa or rent a vacation home from them. They are going to get someone sick. They use bait and switch tactics during the hiring process and are not transparent. If you have no standards and no life, apply to Vacasa. They do not value their employees or their guests. 

I had to leave to care for family member,  I was treated poorly and robbed of my PTO. Company did not try to help me or offer me Part time. Company has NO Loyalty or regard for employees. Managers hang you out to dry. I loved my homes and took pride in their appearance, the company needs to change.
Vacasa has some great people in Oregon and other states. Washington needs help in the management department. Cons are huge.
1. New employees are NOT given proper training or set up for success.
2. Teams are led by tyrannical managers that do not promote teamwork. Upper management are keyboard cowboys, NEVER in the field.
3. Team meetings are non-existent and when they happen, they are merely a session for GM's to role out new policies.
4. Interaction with other LOM"S is strictly forbidden.
5. Company is extremely profit driven, no regard for front line employees whatsoever.
6. Housekeepers and LOM'S are continually understaffed and overworked. Upper management is more concerned with their budgets than having a workable happy staff.
7. Reservations and cleanings during our Covid experience are horrific. housekeepers are expected to clean 2- 4 units during the small window of check out and check in. There is NO extra time given to sanitize or clean. Units are not being cleaned, time constraints will not allow.
Suggestions;
1 Make sure maintenance options are in place for new LOM's do not rely on LOM's to find their own resources. This is not an employee it is a contract worker if not given the proper tools.
2. More team work should be encouraged.
3. GM"s should be more involved in the areas they manage. They should visit the areas on a regular basis and be able to add content and suggestions and or learn from their subordinates.
4. Peers should be allowed to interact and exchange ideas and help each other solve issues. This is normal in MOST jobs.
5. Companies that step on the front line employees instead of supporting and lifting them up, are not good companies to work for.  I have seen upper management show partiality to some employees and disregard others.
6. Housekeeping and other front-line positions should have regular increases in staffing based on that locations reservations. A busy area should have more housekeepers. Hiring is left to the last minute and it should be handled by upper management when they see the local management is overwhelmed.
7. Reservations during Covid SHOULD have 24 hours in between rentals OR there should be only 1 clean or 2 small cleans given during the 5 hour window in order to make sure property is cleaned to the best of the ability of the staff. In understaffed areas and areas with large homes. the units are not being cleaned properly and uper management does not care.
8. Hiring 2 lom' s per area, 1 part-time and 1 fulltime would be a better model.
I do not think the CEO has knowledge of how the lower half of the company is being treated and how things are actually managed.
I never had my RD come to my area and my GM came 1 time in 2 years. There is minimal if any support out in the field which eventually reflects on the area. Upper management needs to be more involved in issues and not cut out the lOM'S the Local managers should be empowered and have more control over owner billing and other issues in order to maintain their positive relationship with owner.I loved my job and would do it again for a different company. ( or Vacasa if it changed dramatically) 
Pros
Great guests and owner relationships. Awesome CX team
Cons
Upper management/Greedy company goals/ Horrible healthcare. NO work/life balance No raises.

Management was horrible. Never actually trained me on anything, just threw me in , and expected me to know everything. Know what your getting into with this company. You may have a different expectation of what your job may entail, due to job title. But trust me, it is a position that best suits the management. They will use you to take on their responsibilities. So they have to do less. Example: Vacasa pushed me as a Maintenance Tech. to get billable hours. Which means work you can do on the properties that can be billed to the owners. Now I was doing this, however they would pull me off projects to assist them in other areas. Meanwhile there is a requirement for the amount of billable hours you have to have, which is 50% of your hours. The things they would have me doing had nothing to do with billable hours. Helping with assisting in housekeeping issues, delivering supplies, and etc. All of which were responsibilties of other employees. You spend much more time assisting them in their needs, than the needs of your position. Another example: Received messages from other employees about some grime on a wall in the stair case. I went to the property to assess. There was grime on the wall. I gathered cleaning materials from the staff already at the property. And cleaned the walls. The problem with that was. The other employee was already there with proper cleaning materials. And called me over to do it. They have no concern about exposing employees to lots of guest, even in this time of pandemic. They will actually use you, so they don't have to expose themselves. And to top it off unless you are a housekeeper, all other positions are subject to be on call. Which means they can call you at 10p.m., at night and tell you to go deliver parking passes to an exsisting guest. When its the job of the housekeepers, and the staff doing housekeeping inspections, to make sure they are there. The pay does not compensate for being on call at all, as you are on call most days. As well as, no compensation for gas, or wear and tear on your vehicle. Required to do work on the rentals they manage, and will give you minimal tools. The rest have to be your own tools. Know that most of the task you have to do to get billable hours requires mostly use of your own power tools. Very unorganized in the St. Simons Island market. I worked with them for a year. Never received a single raise. At the time I was working with them, there was 5 full time employees. And this was to manage approximately 20 properties. They still couldn't seem to pull it together. The management loved asserting there power in telling you what to do, and was never in a pro social manner. The GM was a hard worker. However didn't have the time of day for you if you were to raise concerns to her. She always would state, talk to your LOM. When in fact my concerns were regarding the LOM. They have a strong bond that seems to go outside of work, so you can forget about bringing up an issue to her regarding workplace environment. I believe Vacasa as a company is great. However local management is a problem. If you are applying in the St.Simons Island market. Please ask questions about what exactly your position will require. I can assure you its not what you think. I would not recommend anyone seek employment on St. Simons Island, with Vacasa , as the local management is horrible.

I have been working for Vacasa for over 3 years now and I have to say it is one of the best jobs I have ever had! This may not seem very long in one respect but you have to realize that we are not even 6 years old as a company yet... I think I was one of the first 30 employees and we had 200 homes to rent (we started with 1 home and a few people working long and hard to grow the company) and now we have close to (or over) 1800 homes with 600 employees in 11 states and growing. We also went international this year into Belize and Panama with plans to be worldwide soon. Some of the original team are still with us and while their jobs my have changed over time, they work as hard (or harder) than ever. Top Executives have even been known to drive from Portland to the Oregon Coast or even Central Oregon to clean homes when we were short staffed after a holiday - that is dedication!

Here's where I get to brag! I am very proud that we earned the top spot in the Portland Business Journal’s 2014 list of the Portland area’s 100 fastest-growing private companies and INC Magazine listed Vacasa as the 9th fastest growing company in entire United States! They also identified Vacasa as the fastest growing company in the travel & hospitality industry. 

As a new (start-up) company, there of course have been growing pains as we have figured out things along the way and change is ever constant so flexibility is a key strength if you want to work for this company... I have seen many changes over the time I have been here and most of them have been very beneficial but that is the great thing about a fast paced company with a responsive in-house IT team - when we find that something doesn't work, we can change it quickly and try something else! Communication has also greatly improved since I started working. 

I currently work with the Reservation Team as a trainer for new team members but I have worn many hats over my tenure here. Some have fit better than others which allowed me to try different things to find what I wanted to do. Some jobs we have today did not exist when we started but were created for people with the right skills and attitude. Vacasa notices hard work and promotes from within to help people find the right fit. 

I am excited everyday to come to work to see how many more new homes we have added and to watch the sales climb higher day by day! Vacasa has a great culture but one of the best is teamwork - the people on my team are all wonderful people and we have the best supervisor (although I have had other great supervisors as well over my time here) but we also have great teamwork between departments as we all work together for a common goal. The people I work with are more than just co-workers - many of them I count as friends (who actually care about me) and some of them are even kindred spirits.Even though we are miles apart (many working remotely) we have a strong connection and great friendships.

If you have hospitality experience and enjoy giving exceptional customer service and working in a fun environment, then I highly recommend that you consider a career with Vacasa. I plan to work here until I retire. (hopefully many years from now!)

I'll get the one BIG perk of this position out of the way first- If you're a Field Operations Specialist, you won't be sitting at a desk all day, you'll be driving around going to different properties. Also, I was once sent to a different market on the coast to work for a week which was a nice change of pace, but that market had many of the same problems Austin did.

The problem with being on the operations team is that the company's grand vision of expansion outpaces what you're able to do on a day-to-day basis. This job changed immensely in the 9 months I was there. Initially FOS were supposed to inspect properties and fix smaller issues when we could, reporting back to our superiors if something required a contractor to fix. 

By the time I quit we were fully responsible for dozens of houses, in constant contact with contractors, homeowners, guests, and the various housekeeping services used to clean the houses. This huge increase in our duties wasn't accompanied with any kind of pay raise, in fact while they were giving us more work they enacted new policies regarding our mileage payments that were less favorable for most employees. There was also supposedly a monthly bonus program for our department but no one ever qualified for it and managers shrugged when we asked about it.

This is the kind of job that follows you home at night, and you find yourself stressing out over a single issue for days on end. An AC system going out in the summer (the worst thing that can happen) likely means a week or two of work in finding someone to fix it, contacting the homeowner for approval. scheduling a proper time for the fix to happen, and then coordinating payment. All the while you're also in charge of apologizing and making amends to each party that checks in and out of this property while the fix is happening. It's likely that you'll be juggling half a dozen ongoing cases like these at a time in addition to your daily duties.

It's easier to feel unappreciated in Operations. The Austin Operations office is in a dingy strip mall that rests in the shadow of the main  office which is in a nicer corporate building. Mid-level management would do what they could, buying us coffee and donuts in the morning. But half the time we wouldn't get the email invite to company-wide happy hours when we were the ones on the front lines doing the grunt work keeping properties guest-ready on a daily basis.

The disconnect between corporate and Ops was evident in the constant policy changes for our department, which were conceived by corporate with the best intentions but often weren't practical when implemented. When we would ask our managers for clarification about certain issues it would be clear that they didn't know much more than we did.

I will say that towards the end it seemed like the company was starting to realize how underserved Ops was, and started implementing more training for new hires and clearly defining what our job was, but my experience at Turnkey was consistently frustrating. I hope moving forward they put more resources into running their day-to-day operations smoothly rather than prioritizing expansion.

Vacasa has some great people in Oregon and other states. Washington needs help in the management department. Cons are huge.
1. New employees are NOT given proper training or set up for success. 
2. Teams are led by tyrannical managers that do not promote teamwork. 
3. Team meetings are non-existent and when they happen, they are merely a session for GM's to role out new policies.
4. Interaction with other LOM"S is strictly forbidden.
5. Company is extremely profit driven, no regard for front line employees whatsoever. 
6. Housekeepers and LOM'S are continually understaffed and overworked. Upper management is more concerned with their budgets than having a workable staff.
7. Reservations and cleanings during our Covid experience are horrific. housekeepers are expected to clean 2- 4 units during the small window of check out and check in. There is NO extra time given to sanitize or clean. Units are not being cleaned, time constraints will not allow.
 Suggestions; 
1 Make sure maintenance options are in place for new LOM's do not rely on LOM's to find their own resources. This is not an employee it is a contract worker if not given the proper tools.
2. More team work should be encouraged. 
3. GM"s should be more involved in the areas they manage. They should visit the areas on a regular basis and be able to add content and suggestions and or learn from their subordinates.
4. Peers should be allowed to interact and exchange ideas and help each other solve issues. This is normal in MOST jobs. 
5. Companies that step on the front line employees instead of supporting and lifting them up, are not good companies to work for. This will show in the quality of healthcare and how they are worked. I have seen upper management show partiality to some employees and disregard others. 
6. Housekeeping and other front-line positions should have regular increases in staffing based on that locations reservations. A busy area should have more housekeepers. Hiring is left to the last minute and it should be handled by upper management when they see the local management is overwhelmed. 
7. Reservations during Covid SHOULD have 24 hours in between rentals OR there should be only 1 clean or 2 small cleans given during the 5 hour window in order to make sure property is cleaned to the best of the ability of the staff. In understaffed areas and areas with large homes. the units are not being cleaned properly and uper management does not care. 
I do not think the CEO has knowledge of how the lower half of the company is being treated and how things are actually managed. 
I never had my RD come to my area and my GM came 1 time in 2 years. There is minimal if any support out in the field which eventually reflects on the area. Upper management needs to be more involved in issues and not cut out the lOM'S the Local managers should be empowered and have more control over owner billing and other issues in order to maintain their positive relationship with owner. 


When I began working for Vacasa it was the perfect fit, as they only hired remote employees and I had years of experience in the operations of the industry.   Through the years of my employment I witnessed tremendous growth and constant changes in every aspect of the company.  However, certain processes/procedures, or lack there of, remained stagnant.  Such as communication.  With an ever changing environment and remote employees, consistent and strong communication is absolutely detrimental to their success and in this area Vacasa is severely failing.  For example, I paid for my own internet the entire 4 1/2 years and used my own computer for nearly 4.  Just previous to my termination did I find out in a chat, not at all directed toward me, that Vacasa was paying the internet bill of remote employees.  Of course the employee had to submit a reimbursement form in order to get it, so only new hires were provided this info and able to act on it.  Due to the rapid growth there were a couple poorly staffed years, that resulted in constant mandatory overtime and a long period of PTO Blackout.    For the first 3 or 4 years, I was a dedicated employee, always looking for opportunities for improvement and actively working towards advancement.  This proved to be difficult, with the high turn-over rate of employees at Vacasa, including Team Leads and Directors.  Not once, but twice, I had successfully met the expectations provided by the current Director  (the second instance was the Team Lead) and come to find out there was no record of any 'advancement plan' for me.  At one point in time, Vacasa tried to implement a recognition program.  I was the employee that received the gift certificate for maintaining the 'Highest Productivity'.  I was the one selected to go home early on a holiday, because I had taken far more calls then anyone else.  Those are just a couple examples of my aptitude for the position, but none of which was ever documented and no advancement.  Due to health issues and hardships in my personal life, my attendance suffered in the last year of employment.  During that time the upper management in place, whom I'd never previously had any interaction with, decided they could finally, consistently, keep record  and follow through.  Nobody could commit to keeping record of all the positive contributions over the years, or negative for that matter, because I had no previous warnings of any kind.  There was never anything negative in nature noted in my Performance Reviews, which were conducted weekly by my Team Lead(s).   In the matter of a couple weeks, upper management proved totally capable of putting in place a termination plan and uncharacteristic of Vacasa, was able to implement it to the fullest.

You think $17 an hour is alot, not for half the stuff you do or put up with. Plus they keep you under 30 hours a week so you don't qualify for the benefits they offer. Sundays and Mondays you would work 8-12 hour days and then the rest of the week was hear say. You get your schedule every day at 4 am so you cannot have a life ever! Don't let them fool you! You must be available 7 days a week, they let you have one day off a week but will most likely call you in. I had a knee injury ONE time, I couldn't make it in and I got written up even though I let my LOM know before my shift I wasn't going to be able to make it. I was with this company for almost 2 years and my LOM was very degrading, demeaning and absolutely NUTS. Seemed really nice when I first started then turned into a psychopath, threatened to shoot all of her employees and the best part about that is HR, head management did NOTHING. Told us that all of us were replaceable and if we didn't like it we could quit our jobs. We all did! They now have 2 employees at our location instead of the 11 plus that they did. They give horrible reimbursement pay as well. I would spend $400 a month in gas alone and be reimbursed $50 maybe a month. Don't get me started on laundry. Theyll give you $5 a load to take home. You spend hours doing laundry to get $15 that won't even cover the doubling cost of your water or electric bill. You do NOT get raises ever, do not ask or you'll be barked at. we had a coworker who had been with vacasa for 5+ years, no raise. You have to crawl into garbage cans and fill your car (mine was an SUV) to the TOP with trash to take back to the office dumpster. I ran my vehicle into the ground working for this company, out 60,000 miles on it in a year, needless to say I now have a new vehicle because of the damage this company caused to mine. This is a very shady company. Seems like sunshine and rainbows until you get to see what's beneath the surface. Coworkers are amazing, management NO. These issues are deep seeded and they go all the way to the core. I read reviews about Vacasa before I started and all had a connection. Management. I jumped in thinking "oh it couldn't be that bad". I was right, it's WORSE. stay away from this sh×t show of a business.

Top Job Titles	Average Salary
Housekeeper 131 salaries reported	$21.99 per hour
Maintenance technician 38 salaries reported	$23.88 per hour
Caretaker 47 salaries reported	$20.94 per hour
Front desk agent 21 salaries reported	$19.42 per hour
Locality manager 45 salaries reported	$56,337 per year

Working at Vacasa, A Casago Company: Company Overview and Reviews

Vacasa, A Casago Company

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