Real Estate Journal — March 24 - April 13, 2017 — The Best of 2016 — 19C


M id A tlantic

The best places to work in 2016



Skanska USA’s Mid-Atlantic offices in Philadelphia, PA and Washington, DC are committed to a healthy work environment for our employees. Our company takes pride in the work we do and the values that define us: Skan- ska’s Core Values. These values not only shape the image of our company, but the reputation and lives of our employees as well.

The atmosphere is always positive. Co-workers are always ready to assist one another. Continuously of- fering educational classes both training and continu- ing education. What some of the firm’s most attractive ben- efits? Staff appreciation events; summer ice cream truck; monthly birthday cakes and great holiday parties.

Quality 1st Contracting is the best place to work because it is a very family oriented place. Year- ly bonuses, health insurance, match 401K plan, employee training, free parking, yearly performance based reviews, onsite training several times a year for all depart- ments, length of service awards, maternity leave and em- ployee of the month program for each department. 12


Cushman & Wakefield provides an enjoyable working environment with multiple opportunities for growth. They support employees who want to expand their edu- cation both inside and outside of the firm.


Gebroe-Hammer’s 41-year reputation for supe- rior broker training and employee retention is exceptional in an industry where mergers/acqui- sitions are the norm. Over 50% of its employees have been with GH 18+ years, with a large percentage recording 25-41 years of service. The firm also offers career pathways focus- ing on cultivating talent from within, as indicated by the recent promotion of three top-producing brokers and one administrative professional to new executive management positions. 13 14 Our nationally recognized training program pre- pares newer team members for their future. Ad- ditionally our mentoring and teaming helps you do more deals each year. Our training program is extremely thorough and covers real estate and sales, with lots of dis- cussion, role playing and analysis. Online work, reading and training classes are augmented by one-on-one mentorship from experienced successful brokers. This continues with our development program, designed to move your career forward as quickly as possible.

Our company is the best place to work because we help our employees accelerate their success by pro- viding monthly free training and internal mentorship. We inspire our employees by creating a culture of transpar- ency. We have an “open door policy”, which builds trust. We value every employee and our culture is one of family values.


Withum prides itself on a company culture that is fun (work hard/play hard); flexible (offering the con- venience of working remotely to accommodate par- enting and non-work activity schedules) and open (a true open-door policy makes partners/senior team members available whenever and wherever needed). These tenets reinforce the “Withum Way,” which extends to in- and out-of-office responsibilities and personal interests.

M&E Engineers firmly believes that our employees are our strongest asset. In our experience happy em- ployees produce better work and do it more efficient- ly. In addition to a great work environment, M&E holds team building events and provides continuing education. We are huge advocates of energy efficiency and sustain- ability and pride ourselves on making a positive impact on the environment. 9

4 We spend an incredible amount of time supporting our collaborative team culture. The culture in our office is everything to us. We always have a company outing on the calendar and often eat lunch together on Fridays. We run a flat organization structure without the layers of corporate nonsense. We truly care about each person under our roof as if they were family. We have free lunch Fridays and cool company outings; however, the people in our firm are most attracted to the support we provide. The folks in our firm are everything to us. Plus, we have a cycling team!

Torcon was built on the ideology that every sin- gle employee should feel like a member of the family. Company founder, Benedict J. Torcivia, shaped that philosophy five decades ago and today his two sons, Benedict Jr. and Joseph, continue to foster that unique culture in their role as co-presidents. Although Torcon has grown to be one of the Mid-Atlantic’s largest construction managers. 10

Our culture is one of innovation, mutual respect, intellectual curiosity and client advocacy. Any- one, at any level, can affect change here if it makes the company better We offer, retirement plan, health insurance, profit sharing, performance based reviews on a regular basis, employee training and maternity leave. 15


High Concrete Group LLC is one of a diverse group of companies in the High Companies. The company is committed to two great tasks: Building Trustwor- thy Relationships and Being Innovative Leaders. The company strives to achieve and enhance industry leader- ship, environmental leadership, community commitment and philanthropy.

16 The Walters Group fosters a giving mentality throughout the organization, encouraging em- ployees to get involved in activities that help the less for- tunate. The result has been some very creative communi- ty-action drives. The firms’ corporate giving program has provided over $400,000 to more than 100 organizations since 2007. In 2016, donations resulted in over $41,000 for local and national charities.


6 TPD is a Best Place to Work due to: 1. Our com- mitment to staff members’ work/life balance; 2. Our unique corporate culture in which every staff mem- ber, from senior management to cooperative educa- tion students, is able to set her or his own work schedule to effectively manage their work/life balance and 3. Our desire to continually improve our workplace environment and practices.

Since founding Nave Newell in 1992, Greg Newell’s philosophy has remained: strive for the extraordinary as both a standard in design and service to clients. 25 years later, this enthusiasm has evolved into a unique culture that we call “The Nave Newell Way.” This culture encourages employees to participate in open communication and often brainstorm ways to improve and grow our business.

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