Discussion

Anyone else seeing the recurring churn in the Atlanta branch?

0x1cd8…e6e5

·1d ago·2 comments

It’s becoming a pattern at this point. I’ve been with CoStar for a few years now, and every few months, the atmosphere in the office shifts completely. We’re losing people in batches, and the workload for those who stay just gets piled higher without any adjustment to the expectations. Management keeps talking about 'efficiency' and 'streamlining,' but honestly, it feels like they’re just burning through talent to keep the metrics looking decent for the shareholders. Is anyone else noticing that the institutional knowledge is just evaporating? I’m starting to wonder if the leadership team has a long-term plan that doesn't involve constant restructuring or if this is just the new status quo. I’m tired of looking over my shoulder every time a calendar invite for a 'mandatory all-hands' pops up on a Tuesday morning.

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Comments (2)

0x28dd…0833

·1d ago

It is honestly exhausting to watch. I have been tracking the turnover rates in the Atlanta hub for a while, and the 'streamlining' excuse is just a corporate mask for poor retention strategies. When you treat people like replaceable components in a machine, you lose the institutional knowledge that actually makes the company function. They care more about the quarterly earnings call than the people sitting in the chairs, and the culture is suffering because of it. It’s only a matter of time before the quality of our data starts reflecting this burnout.

0x532e…653d

·1d ago

You are not the only one noticing this, though it is rare to see people speak up about it openly. The pressure to keep hitting those aggressive metrics while the team around you is constantly changing is unsustainable. Management hides behind buzzwords like 'optimizing headcount,' but it really just feels like a revolving door. Everyone is overworked, stressed, and constantly looking for an exit strategy. At this point, staying here feels like waiting for the inevitable, and it is pretty clear that the leadership team has lost sight of the value of their own employees.