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Sedgewick Homes

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Not a “Great” place to work - Sales Consultant Sedgewick Homes Employee Review

2.0
30 Jan 2018
Recommend
CEO approval
Business outlook

Pros

The ability to be involved with helping someone bring their vision to life is a very rewarding experience. I enjoy working with people and building relationships with customers through the process. I have no complaints with the “product”, from a sales perspective it is relatively easy to “sell” a home.

Cons

Not going to elaborate on my personal experience. But, I will say that the major con is that you can easily contribute a year of service to this company before realizing that it is not worth the effort or pay. The company does not value employee feedback nor is it open to change/improvement. Leadership is very arrogant.

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Sedgewick Homes Response
8y
As always, we value feedback and continue to assess our company to provide an exceptional workplace for individuals dedicated to lifelong success. This review is unfortunate due to the fact that we have an internal process called “Opportunity For Improvement” (OFI) and in 4 years we have received over 700 OFI’s of which 99% have been implemented. Every employee, including the reviewer, is shown this system. It is so important to us that we have an OFI meeting every 3 weeks and it is mandatory for all new employees to attend the next available meeting after their hire date. To any candidates reading this review we can only hope that you can understand when we express our disappointment that someone would use this forum to call our integrity into question and call for transparency yet they accuse anonymously. We have not coerced any employees to post reviews or given “canned” responses to anyone, period.

Explore other reviews about Sedgewick Homes

5.0
8 Dec 2023
Recommend
CEO approval
Business outlook

Pros

Stayed strong in an ever changing year.

Cons

None that come to mind.

1.0
13 Feb 2026
Recommend
CEO approval
Business outlook

Pros

Potential to grow, but very unlikely.

Cons

Unfortunately, my experience with this team was disappointing. There was no clear ownership of responsibilities, limited strategic alignment, and frequent breakdowns in communication. Decision-making felt reactive rather than structured, and cross-functional collaboration lacked cohesion. A stronger governance process and clearer leadership alignment would significantly improve performance and morale.

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