support analyst

technical consultant

senior human resources generalist

screener

MRI Software

There are ongoing challenges with maintaining a clear and consistent strategic direction. Leadership priorities can shift frequently, and alignment across teams is not always well established. As a result, work that has been planned and executed over extended periods can sometimes be deprioritized or replaced, creating inefficiencies.

Organizational changes also occur regularly, including new leadership hires and restructuring of teams. While change can be positive, the pace and frequency can create uncertainty for employees around reporting structures, team alignment, and long-term role stability. This can make it difficult to maintain continuity and focus.

The environment can feel fast-paced and demanding, with increasing expectations and compressed timelines. Teams are often asked to adapt quickly to new initiatives, technologies, or priorities, sometimes without sufficient time to fully transition or build expertise. This can impact both productivity and morale over time.

There are strong contributors across the organization, particularly within mid-level leadership, but they can be constrained by shifting priorities and limited clarity at the top.

There is also a significant emphasis on adopting emerging technologies such as AI. While there is clear potential, the implementation can at times feel premature or overly broad, leading to mixed results in terms of code quality and development efficiency. A more targeted, use-case-driven approach may yield better outcomes.

From a broader perspective, opportunities may exist to simplify product strategy and delivery—such as reducing fragmentation, standardizing platforms, and further embracing cloud-based solutions. These types of changes could help improve scalability, maintainability, and overall operational efficiency over the long term.

On a positive note, the company offers a hybrid work model that provides a reasonable level of flexibility between remote and in-office work. This structure can support a healthy work-life balance when managed effectively, giving employees some autonomy while still maintaining opportunities for in-person collaboration.

A typical day at work would be sitting in front a computer working on the proprietary software and processing financial files that come in quarterly and monthly. Year-end season, beginning in February, is a lot of work, but the morale is good and we push through with a big celebration at the end of the spring. Analysts often work together and assist each other with data work. It is a good team environment, but it could be more organized as far as specialization of work. 

Upper and even immediate management make decisions that, on occasion, are not cognizant of the people they are affecting. For example, the global company continues to acquire smaller companies but cannot hire more people to the department I was a part of even though we desperately need more help and extra assistance with training. This usually left my department and other departments short of employees, which created resentment that I experienced and what eventually led me to leave. 

The most enjoyable part of the job was the people that worked with and was able to socialize with. My coworkers are awesome people and I am missing them already. The hardest part of the job is doing the massive volume of work without the ability to pass on tasks because of lack of confidence in those who would be assigned the tasks. 

The most important thing I learned from this job was to take charge of what you want out of the job. This position can be very boring, but I made leaps and bounds into other responsibilities that made me happier. It was awesome and I wouldn't trade learning that for anything.

Unless you have no other option I would avoid this company as a salesperson. Management picks favorites, gerrymandering territories so their favorite reps get all viable opportunities. Will compare reps against their favorite's, when the playing field is far from even. 

Management knows less about product/ GTM strategy than anyone, and senior leaderships loves to acquire new solutions from different markets and expect them to be successful in the US. Incomplete solutions that can’t even deliver on what leadership then tells sales to promise customers…. They blame sales when there isn’t even a good gtm strategy in place, no system or framework.customer  Support gets worse  every year, can’t deliver on basic promises to clients. 

Management will try to act like your friend, but they constantly will throw individual contributors under the bus. 

Your territory will be changed without notice. They will force you to start selling add-on solutions that have performed poorly then blame the individual contributor when it continues to do poorly, when the core issue is the product is both less complete and more expensive than competitors in the marketplace. 

Management will harass you after hours and on weekends about forecasted deals, and generally make the work environment/ culture draining and stressful. 

I worked there for just about 6 months. I went through a roughly 3 week training program (that was pretty good for entry level SaaS sales) and then I hit the sales floor. Your success in sales is basically determined by which product and vertical you get to sell on. I was selling a product that wasn't particularly a strong offering from a functionality and price perspective, and my buddy was making almost 125k a year because he got to sell one of the products that was "best in class". Also be very wary of whether you are given the title of Account Executive or account manager; they pay both of them roughly the same, but the account executive role is pure cold calling and net new business (no current customers at all). Account managers get to do both and get the same base salary, so it's almost a no brainer to tell them you want that role, or a massive boost to the base for being a pure hunter (you are at higher risk as a hunter, therefore you deserve a bigger reward over time). 

* Great People.
* Solid product ideas for the real estate market.
* Events and outings organized regularly to help employees across departments get to know each other.
* The current renovated open space plan went obsolete well over 5+ years ago yet we rolled it out anyway.
* Not entirely current with hiring strategies as many potential great employees don't make it past our very dated HR policy for hiring.
* Need fresh minds in management positions to allow for company growth and retention of employees.
* Doesn't make it easy to work with clients due to less than ideal internal processes.
* Stances are often too black/white on situations that are very much in the gray area, negatively impacting client relations.
* Growing too quickly and unwilling to hire accordingly which is causing increased internal strains in many departments.

Coming from a 3rd party recruiting background I have worked with hundreds of companies across various industries. In my experience, most companies say the exact same thing, but few actually back it up with action. This company is the rare exception. If you are interested in working for a fast growing company that is willing to invest in its employees and its business then you will likely love it. The company has grown from roughly 150 employees 10 years ago to just over 2600 currently which doesn't happen without a large amount of care and commitment. 

As with any growing company, MRI has its challenges/problems but they are also actively working to overcome those challenges to create a great work environment for everyone who works here. 

Great place to grow your career if you have set it to be in the PM/PD/Sales/Implementation Management realm. Salary is on the lower end of the industry standard but can be negotiated. Yearly bonus (while it is an option, it is not guaranteed), yearly salary increase (while an option, not guaranteed). 
The organization is growing fast by acquisitions mostly so there are some growing pains. Lots of opportunity to move around if you perform well and are chosen for the next role up on your career path. 
Roles start at level I and up to VI for PM as well as PD. So come in high or will have to plan to be at least a year at each level before having the opportunity to move up. Too cluttered of an org structure to allow for meaningful career growth within the organization so the options are either a role with a new team or a career jump with another company after the 1st year there.  

MRI/CTM is a glorified call center that focuses
solely on making the quota. Employees are not respected and voicing concerns goes unheard. They allow family to advance family members when not qualified. You as an employee do not matter, you WILL work your shift no family emergencies unless they have a bucket. You cannot get your vacation days unless theres an available bucket. Whats the good of having vacation if you cannot use it when you want. Dont count on vacation around holidays, that goes to senior staff. MRI promises you money through a health program and never pays out.  MRI throws policy down your throat but doesnt abide by it if you are a not college educated or someones family. Beware of MRI/CTM they talk a good game but you're just a body to fill a shift, they will work you to death and you will never be allowed to advance. Poor company, if its such a great job why did these 5 star reviews leave?

I have learned a lot since starting at MRI to now - a lot more than I learned getting my degree, especially when it came to software development within an Agile Framework. MRI really made me what I am today. The people and connections are really what made MRI a good place to work. Those are the main reasons why I stayed at MRI for as long as I have.

However, everything must change. The company grew at a pace that I was not ready for, and because of this, they had to adapt. The high level decisions made around these adaptations did not seem to put the employees first. MRI has created a great culture - and that culture has remained strong today. I fear, however, that new leadership will start to lose sight of those ideals I was built on.

The company is good in that they are willing to train you, but there is a lack of communication between management and staff and the day to day is extremely stressful, expected to perform and complete tasks that aren’t possible within the time constraints. There has been some reworking and several people have had to take on new responsibilities (almost like a second position at the company) without being properly compensated for the extra work that they are doing. Working there I feel the need to consistently work overtime just to keep myself afloat, and even at certain times of the year they don’t allow you to work overtime, so no matter what you are swamped with work. They are starting to hire more people to spread out the work load, however, they should have done this months ago.

Top Job Titles	Average Salary
Pt 9 salaries reported	$38.25 per hour
Support analyst 3 salaries reported	$46,667 per year
Technical consultant 1 salary reported	$57,500 per year
Senior human resources generalist 1 salary reported	$35.00 per hour
Screener 1 salary reported	$38.25 per hour

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