Are transfers to other offices possible with Hawthorne Residential Partners?

-the best people you’ll ever meet in multi family -values are people focused (including employees) -high standards and unlimited training opportunities -grow baby grow! You will almost be guaranteed an opportunity to promote within the company with their career path programs

I feel that the quarterly bonus structure could be improved but they have already taken steps to do so!

The company provides various growth opportunities

Employees are expected to be involved in lots of activities

I worked at Hawthorne Residential Partners for over two years, starting as a Leasing Specialist and being promoted to Assistant Community Manager. During that time, I gained valuable experience, closed over $3M in sales maintaining an over 50% closing ratio, enjoyed working with my onsite team and formed strong relationships with other ACMs and Leasing Agents.

Recognition and support from upper management was inconsistent — even high performance did not guarantee acknowledgment or growth. Leadership culture varies widely, and some managers are strong administrators but lack the emotional intelligence needed to inspire and develop teams. This creates high turnover and limits long-term career growth for those not within the company’s “inner circle.” Transfer opportunities are often discouraged or presented as demotions, which makes it difficult for employees who want to stay with the company but need a change in leadership. While the onsite culture can be rewarding, corporate leadership would benefit from listening more closely to exit feedback and addressing the impact of poor management styles.

I worked at Hawthorne Residential Partners for over two years, starting as a Leasing Specialist and being promoted to Assistant Community Manager. During that time, I gained valuable experience, closed over $3M in sales maintaining an over 50% closing ratio, enjoyed working with my onsite team and formed strong relationships with other ACMs and Leasing Agents.

Recognition and support from upper management was inconsistent — even high performance did not guarantee acknowledgment or growth. Leadership culture varies widely, and some managers are strong administrators but lack the emotional intelligence needed to inspire and develop teams. This creates high turnover and limits long-term career growth for those not within the company’s “inner circle.” Transfer opportunities are often discouraged or presented as demotions, which makes it difficult for employees who want to stay with the company but need a change in leadership. While the onsite culture can be rewarding, corporate leadership would benefit from listening more closely to exit feedback and addressing the impact of poor management styles.