senior software engineer

account executive

software engineer

client manager

sales representative

LexisNexis Legal & Professional

Every day at this branch can be a whole new adventure, at least with my department. I worked in the Data Acquisition - Civil Automation department. The department manager is very flexible and has a "can-do" attitude. If you need access to a piece of software, database or server, he will definitely be on your side if it will mean advancing the task or any enhancements in process throughput. The work/life balance is very flexible, which makes it great for those with families. However, the pay scale is below-average to average for the type of work you're expected to accomplish. As we're responsible for acquiring data primarily through automated processes for the entire United States and U.S. Territories, we get pulled into doing Junior Developer work a lot of the times. Report Development, Open Source ETL process development, Automated Process throughput maintenance, Compliance issues and Data Integrity investigations due to Client inquiries and Consumer inquiries are all on the menu. 
This was my first experience with an I.T. field after some classes about basic Database Developer classes and learning some T-SQL. This manager and company offered me an exceptional opportunity and took a risk hiring me since I had no professional background in I.T., but plenty as far as legal research (previous professional position) and quantitative training in college (Economics major).
The experience I have with this company is that it is VERY amiable, flexible and definitely dynamic. You have to be willing to learn new things and take advantage of researching and applying techniques on your own. If you're not self-motivated, you will not make it (I've personally seen 2 contractors within the first year of my working there come and go for this very reason).
The downside is that once you've developed a very desirable set of skills, you're duties will now include that desirable skill set for your retained position and your compensation doesn't necessarily reflect market demand for those duties or tasks. This is because you've grown your skill to match what's needed for every day processes to operate as they should. 
While I wholeheartedly believe I've not outgrown LexisNexis Risk Solutions, advancing in the specific segment of I.T. that I very much enjoy (Business Intelligence Developer/SQL Developer), transitioning INTO those specific roles is difficult since those skills are needed in more service oriented departments that typically are comprised of lesser paid, but more fundamental roles. After conversing with my manager and our Database Admin team regarding my desire to have, but inability to access certain SQL Server permissions (due to company policy and quite understandable), it was disclosed that these duties have fallen to Data Analysts simply because the DBA team doesn't have the resources to develop and deploy solutions for these tasks.

However, I think if you are an experienced (Senior Level Developer or DBA), especially with a family, the opportunity to work for this company would be one very much worth considering, and perhaps the compensation (especially with options to work from home and the amount of Paid Time Off) would perhaps be more competitive. 

In the future, perhaps when I am starting a family and ideally am a more senior level developer, I would definitely consider working here again given the flexibility with work/life balance and the extraneous compensation that isn't directly related to salary.

I began work for a private company, Knowledge Mosaic, that was filled with the most spectacular and unique individuals collected from all over the Seattle area whom had such great insight and experience to share. We worked together in order to create a site where our customers can easily locate publicly available records for publicly traded companies usually for legal & securities professionals. A typical day for me in research/customer support was answering the phone to take research calls from librarians, legal associates, attorneys, and any other customers who have access to our research platform. I have learned much about all government regulating entities and how they affect policies and laws. I would guide the customer through our platform to find necessary information on certain laws or public companies they were interested to learn about.I have learned a lot about government agencies like the Securities and Exchange Commission and all the forms required by public companies to file with these types of regulating agencies. The hardest part of my job was when we were acquired by a large international corporation (LexisNexis) who split our small agile company up and introduced a whole new way of adding content for the customer. The process of helping the customer directly got fragmented into moving requests up a chain of command that takes much longer to complete any and all adjustment to our site. The most enjoyable part about my work is assisting the customer with their complicated research questions and hearing the relief in there voice when we find what they were searching for. I also built wonderful relationships with most of the employees I worked closely with from web developers to other researchers on my team. The local management at our office are colleagues that I enjoy to work with but I have never seen or heard from most of the management with in the very large LexisNexis corporation.

I have been with Lexis for over 10 years and have seen many ups and downs at the company.  Overall, I have found that the co-workers are usually great people to work with and that is what makes the day good.

The hardest part of the job is all of the bureaucracy in management or wondering if/when your job will be eliminated.  Upper management states that they value their people, but in essence they continue to lay off those who actually perform the work that makes the company a success.  Then those that are left are expected to take on that additional workload.  It would seem that at the very high level of management they are only employed with LN to build their resume and are not looking at the overall long term strategy to keep LexisNexis at its best. 

Unfortunately more direct management is typically trying to play the business game with upper management so that they can continue to have a job long term.  This can make the individual contributors crazy trying to figure out the ultimate goal and strategy for the company.

Overall, the vacation benefits are excellent and the complete benefit package is OK.  It is not top notch any longer when it comes to medical and dental, but at least there is a package. It includes a 401K as well as a flexible spending benefit.  If you are lucky enough to get a manager who allows you flexible hours, you can take advantage of that, but sometimes it is not administered properly or you are made to feel guilty for using it.

LN holds limited opportunities for advancement within the career field of your job and you must move to other groups to become promoted.  This may make it difficult since other groups may not be in your career field.  If you are a high performer, you may receive a 2% increase in salary each year.  This is the norm across the company lately.

There is an on-site cafeteria, volleyball and other sports as well as a gym on campus.  Management tries to have parties that will get the co-workers together such as a July holiday bar-b-que and a holiday party in December.

My experience at LexisNexis (owned by Reed-Elsevier, for whom I technically work) has been a mixed bag of emotions and comfort.  Over the years, the work climate has become less attractive than when I began working here.  When I first started, 10+ years ago, it wast the premier place to work in southwestern Ohio.  For the past few years however, I've felt less job security as I've watched, time-after-time, large swaths of employees get laid off.  Technical skills and tenure/experience level didn't seem to matter.  Newbies were laid off right next to the guy who built the system and had all of the in-depth knowledge and specialized experience.  It was difficult to figure out how decisions were made, and re-organizations felt disjointed and haven't quite made sense.
That being said, the biggest advantage to working at LexisNexis is the company's willingness to let you try new things and try new technologies, even on flagship projects.  Co-workers are fantastic, and, despite the lay-offs, middle-management is terrific and will typically work with you and work for your benefit; which ultimately helps your immediate group, anyway; and eventually the entire company.  
In short, the work is challenging (in a good way), and your coworkers and immediate managers will probably be some of the greatest people you've worked with; however, the atmosphere is tense at times of re-organization and that, to me, makes it difficult to consider it to be one of the greatest places to work in the Cincinnati/Dayton area.

Compensation and benefits are the only positive elements of this company.  

The company and its leadership lack any strategy. Quarterly budget cuts due to loss of revenue and poor sales accountability.  

Company is claiming to be a technology company but in reality it can not fix what is broken unless it starts from ground zero.  Old products without a plan to reinvent or develop new solutions.  

Yearly shift in people and roles cause insecurity about job security and essentially no room for advancement because everyone is CYA. No one speaks out because it is the fastest way to get pushed out at the next downsizing which occurs regularly. People are friendly, smart and capable but the environment is chronically toxic. 

It is surprising that after 5+ years with abysmal results some leaders continue to have jobs especially in the BLISS division.Senior GM, VP's and Directors rarely seen unless they are telling you how great things are going to be or when there is a downsizing announcement. All are managing up (specifically to the stockholders) not managing the business with a strategy. Leadership is very reactionary. Forecasts are mostly pie in the sky and no basis in fact for business planning.  Too much groupthink at the top without being in the business to know how to shift/manage it for the future.   

With its size it will take a long time to fail -but fail it will.  This company is desperate for top to bottom shake up and wake up. 

Good luck in the future -they'll need it if they are going to survive.

Worked extensively with data analysis, designing news subject matter from raw data to publishable online data. This was done by writing conversion instructions for programmers to code the raw data and write a customized conversion to get the data in proper format for online publication. There were many more tasks, including troubleshooting data problems and helping customers with issues. A typical day involved a lot of desk work, using many analysis tools...and a lot of interaction with peers and programmers.

We were given a great deal of latitude as long as we accomplished our daily responsibilities. We were encouraged to work as a team, in a fun, casual environment. This freedom was perhaps the most enjoyable; no micro-managing and great co-workers. No threatening corporate culture.

The most difficult part of the job was being held accountable for every possible problem with an online publication, even years down the line. The fact is, the years after a publication release, many hands were in the pot, making changes, often resulting in customer complaints. However, it was the original Analyst held accountable; it was frustrating and also a waste of productivity trying to determine the origins of the problem, and often being forced to defend our actions from years prior.

For the longest time this was a terrific company; they would hire locals with no publishing background and often no college degree, and over time teach them everything they needed to know and grow. They were excellent in this way, truly excellent, in that they'd take a local, a country person, someone with no formal training or higher education, and gradually turn them into a white-collar professional in the publishing field. It was this way for decades, and it was good. ,

This stopped COLD in the mid-to-late 90s at force of the dozens of re-orgs and LN hiring outside management consultants.  At that point, they offshored most of the jobs to Phillipines or India, let all the legacy employees go, and only hired a handful for local operations, all of them college grads and no locals except for menial labor in facilities and shipping. This destroyed the culture and the quality of the experience there. And in many ways, destroyed the quality of the product, because it was not being made by Americans and native speakers of english, but by offshorers, and the work was not done with the disciplined rigor of those who had <grown into the job> but by zero-commitment and highly mobile yuoung college grads.  It was the end of the company's loyalty to employees, and the end of any employee loyalty to the company.  This was death by management consulting. The company deserves what it has gotten--a reputation as second-rate product produced by offshore sweatshops. ,

Lexis is great in some areas and terrible in other areas.  I've enjoyed my colleagues, most managers, and most senior level executives in all my years year.  They're good at hiring good people.  They've allowed for a flexible schedule that fits my life's needs.  They give ample PTO, especially after you've been here several years and don't restrict when it can be used. All major holidays are days off too.  They provide several company-sponsored events, both onsite and off, every year which are a lot of fun and a nice culture bonus. The 401k match was exceptional but we did receive notice that this getting scaled back over the next few years to be closer to industry standards.  The on-site gym (free) and food service (paid) are great.  However, substantial trade-offs exist for all the good things.  There is constant reorganization. The company reorganizes its departments at least yearly.  Rules and processes change so fast you'll constantly question what you're supposed to be doing.  Leadership is opaque.  They claim transparency but are very good at "corporate speak" and often sound like politicians.  They'll talk but not really say anything so really knowing what's going on is never certain.  With constant changes and offshoring many jobs you'll constantly wonder if you'll be losing your job.

The pay is not the greatest, especially when you're new to the company. The trade-off is, you can flex your hours, work from home sometimes within reason, and management is supportive without micromanaging. PTO is generous, even when you're brand new to the company. Benefits aren't bad, and you can add a domestic partner to medical, vision, dental and life insurance.

If you're a "corporate climber" Lexis might frustrate you. Most new hires are expected to start from the bottom (even if you have experience and an advanced degree). On top of that, Career paths at Lexis are not clearly defined. The structure is not hierarchical like the government... it's more of a matrix with 100 different directions you could possibly go, but no clear path for any of them. Also, If you apply for another job within the company, your manager is notified... which can be awkward. Some managers take it personally, some don't.

If you're a parent that needs a job that gives you decent benefits, wiggle room to get your kid to appointments or to get to parent conferences, Lexis is a good option. Maternity leave benefits are not the best and aren't terribly clear, but better than nothing.

It's sales. Most of the day is cold calling and meetings. Pay is okay but pretty low for the amount of money you bring in. I like my direct manager and coworkers, everyone is friendly and supportive. They do want you to succeed (it's sales, they need you to do well). 
Unfortunately a huge aspect for most of us is we were promised FULLY REMOTE work (those of us who started after 2020). Unfortunately for seemingly no reason, we're being forced to return to the office. I've talked to dozens of coworkers and the vast majority of us would much rather stay remote. Upper management can't give any real reason for us coming back to the office other than white collar nonsense like "fostering more teamwork and collaboration" despite us having some of the most profitable years in company history since we've been remote. Anyone with kids or pets or lives more than 20 mins away from the office is now wasting tons of money on gas and time loss with this return, not to mention childcare for some people. Truly ridiculous and it's upsetting we can't even get a real reason

Top Job Titles	Average Salary
Senior software engineer 27 salaries reported	$117,624 per year
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Client manager 21 salaries reported	$82,680 per year
Sales representative 22 salaries reported	$50,545 per year

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