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Pegasus Residential

Engaged Employer

Don't bother...pigs don't fly - Anonymous employee Pegasus Residential Employee Review

1.0
Oct 7, 2015
Anonymous employee
Recommend
CEO approval
Business Outlook

Pros

There are no pros! They pretend to be open to feedback and then fire or seek revenge on employees when it is given.

Cons

Micromanaging, abusive leaders that cause constant turn-over. One regional in particular has lost 5 managers in less than a year- add the maintenance team and leading staff he's run off and your looking at over 10 people!

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Pegasus Residential Response
10y
Dear Anonymous, We are sorry to hear that your experience at Pegasus Residential wasn't amazing. We spend time coaching employees and helping them reach their highest potential to truly soar. We do recognize, however, that Pegasus isn't for everyone. We have a very high expectation level for all team members.

Explore other reviews about Pegasus Residential

5.0
May 18, 2026
Recommend
CEO approval
Business Outlook

Pros

Company culture, training offered, career paths offered

Cons

Turnover at higher levels within leadership roles

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Pegasus Residential Response
3w
Thank you for taking the time to review as a loyal part of our team! We are glad that there is so much you like about working here with us, and we would be happy to address any concerns you have and ask you to reach out to us at communications@pegasusnext.com. We are so glad to have you here with us.
1.0
May 3, 2026
Recommend
CEO approval
Business Outlook

Pros

Pegasus Residential manages a diverse portfolio with strong ownership groups and well-located assets. The exposure to multiple property types and operational challenges can provide valuable experience for those looking to grow in multifamily. Many on-site teams are hardworking, dedicated, and truly care about their communities and residents.

Cons

The leadership environment—at least within the Oklahoma region—can be highly challenging. Communication from upper management is often inconsistent and, at times, unprofessional. There is a heavy reliance on pressure-based management, frequent write-ups, and unrealistic expectations without adequate support or resources. Operationally, teams are often stretched too thin, with regionals and site staff covering multiple roles simultaneously. This creates burnout and makes it difficult to sustain long-term success. There is also a noticeable disconnect between corporate expectations and on-the-ground realities, especially during audits and high-pressure reporting periods. Employee morale appears to be a concern, with turnover at both the site and leadership levels. Recognition and support for high-performing team members can be inconsistent.

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