What is the hiring process like at Vacasa?

Working remotely and managing the recruitment process was great and allowed me to learn new skills as a recruiter.

Shortly after the recent CEO stepped in, I was laid off with a bunch of corporate employees. Obviously, that was very upsetting. Corporate management made me feel expendable.

They were very flexible and family-oriented. Plenty of resources to help owner relationships go smoothly

False pricing predictions during the onboarding process, which later led to distrust and unrealistic expectations.

The people were great to work with

Constant layoffs, poor leadership, poor business model. They always layoff most tenured employees first and then hire new employees for the same role, and a much lower pay. We are at round 5 of layoffs since Rob Greyber took over. I can’t wait to see the company crash and burn as it deserves <3

Nothing positive comes to mind.

3 CEOs within 5 years, constant C-suite churn, abysmal internal/corporate communications, completely incompetent and inefficient middle management, poor competitive pay and benefits package. Employee booking discount is only %20 off nightly rent and it doesn’t even apply to every home in the portfolio AND you get taxed on your anniversary credit. The employee booking and credit redemption process is also clunky and overly complicated.

Wonderful staff who work hard and mean well.

Poor sr leadership and budgetary oversight resulting in a yearly cycle of mass layoffs, huge hiring pushes, mass layoffs, and repeat.

All remote work, so you have a fairly flexible schedule. "Unlimited" PTO policy is a great incentive in theory and when you have time to utilize, Good leadership at the local level, less so regionally and even less so organization-wide.

I was hired, but was told be the recruiter that the hiring manager had concerns that the position required the candidate to be on-call a lot. She indicated (w/o saying it outright) that his issue was my age. I was in my early fifties. Vacasa acquired Turnkey in 2022 and my experience with the transitioned, new leadership was that there seemed to be no vetting of those folks to see if they were a good fit for a leadership position in HOSPITALITY. Unlimited vacation "as long as all your work is done" is nonsense, especially in a management position with a tiny, already-stretched-too-thin support team.

The working hours were between 10am-variable. If you want lots of hours this is the place to work and I got a dollar raise every summer I rejoined the team.

Cons include: constantly short staffed, management was constantly trying to call you in on your day off-if you didn't agree to come in they would cut your hours significantly, they were always hiring new people but didn't train them which caused more work for everyone else, they gave you completely unreasonable amounts of work causing you to work 10-16 hour shifts multiple times a week, they were constantly out of cleaning supplies, and management didn't know how to take accountability and was constantly blaming the housekeepers for everything.

Great opportunity for engineers interested in the technical challenges of transitioning from a monolith to a microservices architecture. Documentation is thorough enough to support a smooth onboarding experience, and the team uses a modern tech stack fully hosted on AWS, making it a strong environment for those looking to work with current tools and cloud infrastructure.

The engineering management team often lacks experience, which can lead to inconsistent guidance and support. KPIs and goals are frequently set without a realistic understanding of project constraints, leading to pressure and burnout among the team. Additionally, there's a tendency toward passive-aggressive communication, which can create an uncomfortable work environment and hinder open collaboration.