PulteGroup Reviews

DCO's need to know that its not all about being in the good old boys club its about making sure your people are trained. Hiring new hires that have zero experience if any experience can actually hurt the company and drive costs up. Set reasonable goals and staff accordingly. Turn over rate is 30 plus percent and all senior guys are leaving or have left the company with an exception for some. They give no notice of when they are going to let you go. They put you on what is called a PIP which is not in the employee handbook. Then give you 90 days and then your gone regardless if you succeed or not. A pip even When HR was contacted they had no idea what is was so it seems it is a made up written warning and seems like a good way for a wrongful termination lawsuit. You are required to follow a process that is not fully implemented and not fully thought through and changes so if they need to find a reason for disciplinary action it can be found. They ask you to work long hours to get the job done then give you a talking to once you go over 100 hours for a 2 week pay period. Bonus structure is based on 3 metrics which never are fully achieved due to them being for the entre division not per individual success. When asked for help it is typically not given and you are told be more organized and you can get more done. You are also told to be in the work when trades are there but you are expected to spend hours doing punches for trades so they can come and do them. Most trades don't have supers that punch house you do all the work form them. The phase that it used when someone has a rebuttal to it is we need to make the trades successful. the trades have become so dependent on Pulte field managers they no longer punch everything and want to send bills to them if something was missed. Managers call you and email you on the weekends when you are off. You work holidays even though we are supposed to be off. Trades are low balled and don't deliver their end of the scope of work when tried to enforce it they run to purchasing and then you are labeled as someone whom the trades cant work with. They promote from outside and not from within but preach that they need to make everyone better this is all so they can cut costs when they bring someone in instead of doing the right thing and promoting the persons that have earned it. They allow homeowners to run all over their field manager and are scared to tell the homeowners no. The manager could be 100 percent right and if the homeowner runs and sends an email to corporate the field manger is the one who is told they are wrong even thought they are right. people fear for their jobs and are only out for themselves in the end. They make up new positions and then fire everyone once they feel they no longer need them. Good luck if you work here. Most new hire last 6 months then hit the revolving field manger door to go to another builder. my advice if you work here expect to get taken advantage of used up and then thrown to the side once one to the favorites is in need of a promotion. PDPS are a joke. they only list bad things on them and then the manager will tell you what you did good at the end. The good should be what should be put in the PDP not just all bad there is no section for the positive things you have done. pay is below average and the bonuses are below average.

1. The employee culture has been completely devastated over the past 5 years by the CEO. This powerful but narcissistic man has single-handedly removed the company founder after 50 years, taken his position as chairman of the Board and then carefully removed "problem" Board members with "sympathetic" ones. This strategy is also widely and effectively employed with managers that don't "comply and agree" which has caused a sad and unprecedented destruction of a once great culture. 2. The company's products and processes have become one size fits all. The company does not value innovation or creative thought from employees and in fact, they continue to "de-select" these employees in favor of compliant, process driven, robot-like personnel. The bulk of the leadership has been changed from operationally experienced leaders to Finance leaders. Not all bad, unless of course you're talking about a HOMEBUILDER. 3. The HR department has transformed from a once useful and culture focused team into a massive bureaucracy that has become nearly as unwieldy and inefficient as our very own IRS and requires about the same amount of paperwork to remain "compliant." This is a sinister bunch that should not be taken lightly and should not be trusted. 4. The company employees a massive legal department to defend the thousands of lawsuits they have been served with over the past five years as the result of shoddy workmanship, unscrupulous conduct and mistreatment of employees. The significant waste associated with defending these activities leaves the Divisions underfunded and understaffed while the corporate machine grows. Have you seen the new headquarters in Atlanta? I think thats where the CEO started his career with the company.