Tyler Technologies reviews

Where should I begin. I was in a very large class of new hires. Many had left jobs they held so long they could have retired. We traveled to Yarmouth for week one of training. On the second day, we were told that we had to do three presentations and needed to pass them all in order to keep the job. This was news that should have been shared before offers were made or accepted. Needless to say, many in the class did not make it. The lucky ones took PTO that first week, so they returned to their old jobs. Regardless of the division you work in, the platform is HUGE, and each product has a ton of modules within it. You'll have approximately six months of training to learn it all. Two of the six months, you'll shadow senior representatives. Hopefully, you'll get one who's patient and willing to properly train you. After training, you will be on your own, so you'll need to have a full understanding of a humongous HR and payroll platform so you can train others right out of the gate. You'll be assigned a Project Manager who will controls your calendar. You will spend eight hours a day every day, with the exception of two days per month where you will be allowed to complete administrative work. Before you get excited, those two days can be split into half days. You will spend those eight hours meeting with leaders and subject matter experts of public entities, including mayors, city managers, HR Directors, school superintendents, etc, and you will train them using the knowledge you were able to grasp in the prior six months. Do not expect any empathy or compassion from anyone. As a warning, I don't care how much money they're paying, it will not be enough because you will spend COUNTLESS unpaid hours working and cramming to learn something new, sometimes hours before you're set to train on the subject. There is a huge lack of diversity by way of black and brown people. Do not let the LinkedIn profiles of the ones you see fool you, because they are about 10% of the employee population.

Where to begin? Many of the leaders in Tyler Marketing Management are Tyler "lifers" - they've been there over 10 years. As such, the opportunities for true career growth are minimal. And, there is a significant resistance to new and innovative ideas. It's a rinse and repeat department with many of the leaders having territorial issues. A number of the Senior Managers, Directors, and above in Tyler marketing have often been promoted on the backs and at the expense of other employees who've helped them along the way. It is VERY cutthroat, and anyone going into Tyler needs to understand that up front - because they make it seem so wonderful and welcoming at first. Tyler's Senior Management pits employees against one another for spots on leadership committees, retreats, and the biggest event of the year - Tyler Connect, where all of the real networking and promotional opportunities at Tyler are decided. If you want to know who is getting promoted at Tyler, just look at who goes to and posts about Connect - it's the same people year after year after year. Same deal with the "future leaders" retreat. Raises and promotions are not tied to performance - in fact, the performance review cycle and the annual raise cycle are often at different times during the year. Because Tyler grows through acquisition, many of their campaign goals including new leads or opportunities are just lip service. Missing your numbers doesn't actually result in any significant action on the part of Senior management and if you're in the "in" group, you may even get promoted no matter what your numbers are! Senior management has a strong desire to listen - but they don't know how. As such, very little actual change occurs within the Tyler Marketing and Sales Department. There's simply too much risk for lower level employees to speak out and speak up, period.