manufacturing specialist

production worker

construction project manager

new home sales consultant

laborer

Ryan Homes

Overall, my experience was decent. During the hiring process, I did tell them I was in transition from moving from one place to another, so I was for the most part very flustered. Overall, I was given specific things that was told to do in which I did my best. I was open to constructive criticism, but I noticed that there was a lot of encouragement to be the best employee, but it was not practiced by those who preached it the same leads and management that trained me to be customer oriented and have a heart for people were also the same people That gossip about me behind my back and amongst any other employees. And most of those employees and coworkers were in management. It was quite clear that favoritism was shown and disrespectful behavior was condoned. I was very clear on understanding what the goals were and acknowledged, even at the end of my time there where I could improve, but even during the meeting in which I was terminated, the managers that fired me after making certain statements that weren’t all the way true had the audacity to look me in a face as I was packing my things and say oh I’m so sorry as if their pity was going to get my job back. After being terminated, I asked to have a meeting with HR to express my feelings towards the way that I was treated while working at NVR. I was thoroughly able to express my feelings and although it was quite clear that they intentionally put me on speakerphone so the management or my leaders that management were there. I did not hold back and I let them know exactly how I felt the way they treated me and how they need to improve the way they treat employees, especially those that are non-white although they have their lawyers and prestige to have such a turnover rate that is ridiculous. Should be a wake up call and it is something that they need to really reevaluate. There should be a high level of ethics training that needs to be done and complicated, not only by the lowest ranking employees in position that is, but the higher-ups, because if the higher-ups do not recognize the way that their “ foot men”of the company are treated, their foundation is going to be destroyed and will impact the integrity and longevity of this company, which I believe needs improvement and reconstruction

Selling new construction in a sub market is always a challenge. Unfortunately WNY is a decaying population. 

Tenured sales reps make great money as they have the best opportunities.they rarely leave and because they have a decent amount of shares, NVR doesn’t want to pay the share value. Handcuffed to stay. 

 New reps are there just to absorb quota for the division. Take a look at the “NEW” rep turnover in the past 5 years. Manager will sugar coat that they have great tenure of reps and reps make great money. He won’t tell you that the bottom two positions are a revolving door, to help the rest of the reps eat quota. He lies and has to because of unrealistic expectations from VA.  

 Your manager will not spend any time developing you (for me that’s great as I don’t care for a micro manager).  If you don’t have prospects coming into your model, there is no way you can sell houses. If management doesn’t agree to land purchases in desierable locations, prospects are not coming into your model. If the division manager doesn’t adjust pricing with the market, prospects are not coming into your model. 
Keep in mind for the SMR this is a 100% commission position. For me there are way too many variables that I canot control to be 100% commission. 
Managers and VP are paid on profitability more than sales sets. Goals are not aligned to help the SMR be successful. 

If you want a high stress job where you are accountable but can’t “own it”, make 70K a year, work weekends then by all means this is the job for you. 
This could be a fun job but when a publicly traded company (accountants) dictate organizational direction, it becomes all about profit margin. 
Zero employee appreciation

If you're looking for work-life balance, this is not the place for you. If you're looking for diversity & inclusion, this is not the place for you. Management has no idea what each member of their team is doing at any given moment in the day. They have zero training in what their lower-level associates are doing, and cannot assist with questions about the simplest of tasks, yet will ask how they can help you. There is absolutely no balance of the workload. While one person is weighted down with tons of tasks, another person in the same job title is doing zero work, while watching movies on their phone & reading books unsupervised. There is also no diversity, & the few minorities that are hired are often overworked & underpaid. The company often does not use the talent they have within the organization to promote. Instead, they hire externally instead of considering the existing talent that they already have. Management has a tendency to blame shift and take zero responsibility when they are in error and does not give clear direction on tasks requested. Management does not respect the time of their associates, and will often contact you on your days off for tasks that could have been requested at another time. It's a very stressful company to work for, & many of the Sales team associates are cutthroat, disrespectful, entitled & demanding. You're often treated as a concierge to royalty...but there's nothing royal about this company.

I was hired by NVR Mortgage as a Loan Processor in October 2016 and my experience has met and exceeded my expectations in many ways. When speaking with the outsourced recruiter from StraussGroup in Buffalo, NY, I was unsure if what they were telling me was true because he is technically not an NVR employee. Glad to find that he knew more about what I was could expect working for NVR than I every imagined. He guided me through the process by scheduling my interviews, setting me up with NVR's assessment, talking through my offer letter with me, and even calling me the day before I started to make sure I was ready to go! The 3rd-Party perspective he provided me helped me tremendously with acclimating to the work-life here at NVR. 

A typical day for me includes completing my training, shadowing experienced Loan Processors and other staff, interacting with my managers daily and much, much more. I have a lot to learn, yet have all the tools needed to get up to speed. My co-workers are great and I can see myself working with them for years to come. It was funny to find out that a lot of my co-workers were actually hired through the StraussGroup recruitment agency as well!

The days are not easy in regards to work, work, work, yet I am learning so many things, enjoying the people around me, and I am very glad to have considered working for NVR!

NVR was a warm and welcoming environment that would appeal to any mortgage professional looking to join a great team! The company is top tier with there commitment to excellence..but more than that..they honestly care about their employees and want to give everyone the tools they need to succeed. My co-workers were all hard-working in their roles but not a day went by where we didn't all share a good laugh in the office! Like any job, the work is hard and requires good attention to detail along with a strong ability to multi-task. I had the great priveledge of doing what I love and being surrounded by positive, encouraging people who truly supported each other to bring the loans to closing. It is a rare thing to find a work environment that allows you the opportunity for professional growth along with a little fun while meeting your goals. I tend to write long stories when I'm expressing myself, I'm just passionate about my work! ... I'll give one help-ful hint to any new Processors that want to impress from the get-go...Include detailed Memo's on every file for your Underwriters..they really appreciate the extra effort and it makes there jobs so much easier..you will be a superstar out of the gate!
(I left for re-location reasons)

Long story short, not a good company! It’s ran like a dictatorship. It’s an unorganized chaos filled job!  The managers and team leads are all egotistical narcissistic jerks that have no clue what they’re doing and are not even close to being good leaders! It’s like a blind man trying to find a light switch in a dark room! They are so low they would have to jump up to touch bottom!  They will lie to you in the interview. They’ll basically tell you what every new hire wants to hear! They’ll offer one position and place you in a completely different department. They say the hours are 6am-2:30pm there really 5am-2:30am. The employees are not welcoming at all. They seemed annoyed that they have to train a new guy because their “numbers” would go down. The company’s only concern is production above all else. Your safety and health does not matter to them. There is no house keeping. The place is filthy! No social distancing is taking place and no mask policy is enforced! COVID didn’t come from China it came from this place! You’re just a tool to make the big wigs richer you will be used and abused. I was fired for voicing my concern on safety issues to my team lead. He ran right back to the higher ups and they quickly sat me down and told me I was a trouble maker because of my concerns and fired me! You’ve been warned! Stay away!

I held responsibility for generating sales with new prospects, and for managing a backlog of my sales while the customers were under contract to build their home prior to their settlement on the home.
The job is fun and rewarding most of the time, as I developed good relationships with customers, because the transaction is obviously a very important one in their lives.  The ability to make the customers feel that they are equally important to me was a key in my high satisfaction surveys, as well as making the job rewarding to me.
The sales process was very regimented though, and if there is one complaint I have it is that reps are not treated as individuals, each with their own strengths and weaknesses.
I also did not have any role in forecasting and planning, and I struggled to understand the forecasts across communities, as some communities were obviously going to produce more than others.
In addition, and significantly, income potential is controlled - there were instances when my community got on a roll, only to have my prices increased, and my plan numbers suddenly adjusted higher, therefore negatively impacting my income potential.

I have constantly monitored the same open positions at this company for well over 3 years.  They never seem to get filled.  Which is very odd, when a company can't find qualified candidates in an area completely saturated with talent/prospects.  This should be a red flag to anyone applying. 

Meeting with hiring managers, who while they may be very good at their respective role; sales, building, etc....  they have absolutely no idea how to qualify candidates and hire talent, which is probably why they rely upon 3rd party recruiters (applying to the website is simply a technicality).  To anyone who knows, this is a complete waste of time and money, as it can be done in house for far less, and increase communication cycles.  This is an area of concern for upper management, or at least should be.  It prohibits business, and hinders greater success for a company that already does very well as it stands, but could be even better.

The end result is that the company hires partially qualified individuals (friends).  Perhaps the company is so focused on expansion that it forgot about this major aspect of the business, which is obtaining and retaining the best talent.  While the company is attractive, this type of management can be very toxic if not prepared.

• Involved in the development of Sales Navigator 2 project.
• Worked on User Interface layer, and re-styled all the existing Web Pages using HTML,CSS, JavaScript.
• Involved in development of the Data access layer, business logic layer (Middle tier) and the User Interface (Front end) using .Net Framework 4.0, C#, Visual Studio 2010.
• Worked with Iterative Agile Methodologies
• Used Server side Asynchronous JavaScript, JQuery and XML (AJAX) techniques to improve performance.
• Created team project in VSS for effective collaboration.
• Created and consumed WCF service.
• Used LINQ to Entity for all data retrievals from WCF.
• Used AJAX script manager, update panel for partial updates to make UI more responsive.
• Performed UI testing, navigation testing, unit testing and regression testing.
• Used LINQ to SQL Feature of .NET Framework for retrieving data from SQL Server.
• Wrote several validations and client-side functions using j Query.
• Developed reports using SSRS for thorough analysis of inventory. Designed and developed parameterized reports, linked reports, matrix and tabular reports with drill down, drill through and drop down menu option using SSRS.

A day in the life of a NVR (Ryan Homes) project manager typically goes something like this:  You arrive to the site early (7AM), you review your schedules, check your calendar for appointments, update your rain log/BMP map and walk your houses under construction.  In the first walk of the day, you send out contacts to contractors scheduled to ensure you're hitting your schedule appropriately and order any necessary materials needed to keep all critical tasks moving. Throughout the day, you're typically solving a lot of problems, making lists for contractors and answering emails, phone calls and texts. Towards the end of the day you will confirm work is being completed correctly and your next contractor is going to hit the schedule. This job is very rewarding when you see the complete product and a happy homeowner. Management is very hands off; they will let you learn and grow.  As long as you are getting your work done, there are no issues.  The hardest part of the job is keeping unreliable contractors on schedule and ensuring their work is completed with 100% quality and in a reasonable amount of time.  It is a great job for anyone who hates sitting behind a desk.  You're out in the field all the time, which is great.

Top Job Titles	Average Salary
Manufacturing specialist 5 salaries reported	$22.68 per hour
Production worker 8 salaries reported	$23.27 per hour
Construction project manager 19 salaries reported	$71,316 per year
New home sales consultant 17 salaries reported	$34.11 per hour
Laborer 1 salary reported	$18.25 per hour

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