software engineer

implementation consultant

project manager

senior software engineer

support specialist

Tyler Technologies

I spent quite a few years with Tyler and did enjoy the job for a time.  Most of the staff that I worked with were amazing people.  Very personable, fun to be around, and relaxed.  I thought that I had found my forever, employer and wanted to retire from there.  I was the employee that spoke very highly to anyone about the job and took great pride in my work and my employer.

However, in the last couple of years, the atmosphere was more profit driven than customer service focused.  The volume of cases for support have easily doubled with a new feature of an instant messaging system.  They stated that it should reduce the volume, but it did the complete opposite.  There was no down time to focus on projects.  When management asked what can we do to help, the overwhelming response was add more staff.  Which was not the response that they were wanting as the rebuttal was, we are fully staffed.  Clientele are more than frustrated with hold times when trying to get help and the time it took to handle research cases.  

With the doubled case loads, other projects are thrown at you.  Testing of new features, special projects, acting as a middle man between the client and development.  You are told to find the time and make it happen.  Cannot say how many times I have worked through my lunch or 1-2 hours after work was to be over.  

There is no room for advancement and leadership does not take an interest in the struggles when looking for other positions in other departments.  Looking at other departments and the job description, you think "I might enjoy doing that".  But there is no way of knowing unless you apply, do the job and decide to move on.  Asking management for any kind of guidance or coaching falls on deaf ears.  The only way that you can move up or advance is to fit into a very specific model, and if they don't want you in that role, they will not coach you to fit.  

If you have any kind of 'trouble' with another co-worker, you are expected to handle the situation and not bother management with it.  They do not hold any accountability or have any disciplinary action for those that cause the issue.  They are allowed to be disrespectful and unprofessional in every manner possible.  If you do involve management, you are labeled as a 'troublemaker'.  Even if management states if you cannot talk to so and so, you can always come to me.  

Some of the few perks that were available are the option to work from home if you or a family member is ill.  They are willing to accommodate time off for appointments.  The compensation was never an issue and the benefits were very reasonably priced for a family coverage.  They provide a  401K option and have an employee stock purchase plan.  

Tyler used to be the best and I did love it when I first started there, but that's how they get you hooked. Things quickly spiraled out of control and just got out of hand.
Pro's:
-They own all their assets in cash so they're debt free
-Benefits are wicked good

Con's:
-RTO initiative. Forcing a return to office when it leads to a higher percentage of employee frustration. Everything is online, including meetings. If you're away from your desk, management will ask you why you're not at your desk and give you grief for it even if you're assisting a coworker
-Micromanagement: Management used to be relatively hands off and let you do your thing; however, recent times they have become EXTREMELY over bearing and preaching about numbers left, right, front and center. You can excel at every single thing you do, go above and beyond whats expected, and still be told it's not enough.
-Communication: There is zero communication between teams in any given division. Cross-team collaboration is closer to warfare then it is team work most of the time. Divisions very rarely ever speak with each other either, they're all different worlds entirely.
-The software: The software is all extremely clunky and only works about 60% of the time if you're lucky.
-The sales process is mundane and angers a lot of the clients, causing frustrations to be spread to others at the company if the client is able to get ahold of them.
-Support: This is the largest complaint that's heard from clients and that is that they hate working with support. Cases are either bounced back and forth between teams for days on end or it's given to someone that doesn't answer for days, if not weeks on end causing the issues to never actually be resolved. Trying to work with anyone on support if you're not in a support capacity of some sort is almost an act of congress to simply get ahold of them.

I could go on, but I think I've made my point clear. This company has gone so far downhill and I hate to be at the point I am to be able to say that, but the truth hurts. I really do hope someone sees this and attempts to implement a change, because Tyler is going to start losing clients soon if this trend continues.

This can be a great company to work at that remains flexible and committed to a culture of fun and ease, at least on paper. That stops after middle-management. Upper management is sadly short-sighted and indifferent to complaints or suggestions from anyone, even employees that openly know more than they do. Like many companies, it seems like Tyler is locked in this habit of promoting individuals that have a tenacity for "getting things done" even when the things that they are doing and the manner in which they are doing them in are obviously irresponsible and damaging to clients and employees alike. This has scared away a lot of long-term talent, many of whom had told me that they had planned to stay at Tyler for another ten years or more (this has left a huge knowledge deficit and has placed a tremendous burden on those remaining).

When I did have a team that was functional, despite the challenges that we faced on a daily basis, this was a fulfilling, secure role and a company that I would have highly recommended to anyone looking to crawl up out of the poverty of dead-end jobs and self-centered management. I would no longer make that recommendation. My team is now a husk of its former self, and the emotional drain this has brought has been passed on to our clients, who deserve better.

This was easily the best job that I have had (prior to monumental changes to structuring and leadership).

My technical team has interesting work and my co-workers are fun to work with and are skilled. Not all teams are as strong - there are a few exceptions. After a bit of a slow start, my Division and Tyler in general are adopting solid technologies and processes; hosting in the cloud, CI/CD, DevOps, GitOps, containers, micro services,  functional programming, Agile, etc.

Pre-COVID, my Division was very remote work friendly, that will likely continue. Return to office policy is very reasonable and respectful of individual situations. Pre-lockdown, I was on a hybrid schedule (WFH 2-3 days a week and occasionally work remote for a week or so if I needed to travel for personal reasons.) Some employees were 100 percent remote. My larger group has employees and contractors in several different countries. That has worked out well, but you have to adjust a bit for differing time zones.

Tyler has grown a lot through acquisitions, but executives seem to maintain a good working environment after a company is acquired. My original company was a great company to work for pre-Tyler, and it remains so to this day, 2-3 years later. If anything, having access to the resources of a larger company is a plus. I know our Division leaders do care about employees and having a good working environment. Pay is solid and benefits are excellent. We had to pay a bit more for insurance after being acquired, but Tyler gave all our employees a raise to make up the difference.

The down side to being part of a larger organization is that you do lose some control over tools, technologies, computer infrastructure, etc. The biggest concerns are that it is becoming more difficult to adopt new software and workstation performance is taking a hit due to security software. It is tough to balance innovation with security.



As Payroll/Benefits Manager, there was no typical day at work as there was always something new and the work cycle was weekly, monthly, quarterly and annual.

I learned many things over the course of my employment. New softwares, insurance/benefit trends, regulatory requirements and communication skills among them.

I worked 17 years at New World Systems before it was sold to Tyler Technologies. The management team from New World remained largely intact at Tyler as well. The New World management team consists of incredibly professional veterans of the software industry. With the addition of the management from Tyler, this has to be one of the best management teams in the country.

One of the best things about working at New World/Tyler is the people. Incredibly dedicated, hard working people who also love to have fun (yes there are Foosball tables).

The hardest part of the Payroll/Benefits job would have to be meeting the various deadlines that cannot be missed. Also, as Payroll/Benefits manager, I was the one to help when bad things happen (administering life insurance claims among the worst).

The most enjoyable part of the job for me was helping people. Whether it be helping people understand the complex issues surrounding insurance or the complexities of their 401(k), It gave me satisfaction to know that I have helped people understand. Also, as Payroll/Benefits Manager, I was able to help out when good things happen (marriages and new babies among the best).

This job is for anyone to take advantage of as a learning opportunity. With little skills in the clerical line of work I was hired and allowed to expand my knowledge in a field I had never imagined I would explore...taxes. Tyler Technologies deals with the property taxes of commercial and residential lands and along with the cooperating town halls decide upon a formula that will either higher, lower or remain the resident's taxes. I have definitely grown in office skills such as scanning, emailing, organizing paperwork, data entry, Microsoft word and excel spreadsheets and filing. Among those skills the most important tool was my ability, speed and efficiency of data entry. As the receptionist and a data entry clerk my duties varied and more often than not spilled over. I could be responsible for scheduling appointments over the phones for residents to allow us in their homes or data entering a large pile of paperwork into our unique computer systems. The work environment is very relaxed, barely any hard to follow rules or conditions and very accommodating. My coworkers however aren't the best of the best, because of the lax environment some people more than others take advantage and use work time for personal things like phone calls, online shopping, e.t.c. The hardest part of my job was to develop time management in where I was able to handle all my responsibilities as differentiating as they were.

Depending on what department and manager you get, you may have a wonderful time working at Tyler, or hate every minute of every day. Most people are friendly, but the trouble is with leadership. The head of HR is a hypocrite of the highest order, and several people throughout the company end up being promoted to managers who are either scared of their position or unqualified to lead at all. Almost no advancement opportunities are available for anyone that does not meet clients face-to-face. There's also a major problem with nepotism.

For development, there are three different versions of the same product being developed simultaneously and separately! It's a nightmare to try to transition clients from one version to another. More than half of all Tyler's software still runs on Cobol! Salaries are also wildly inconsistent. The only positions with decent pay are executives, developers, and managers. QA, support, and other less glamorous roles really get the shaft.

Worst of all, executives often make large decisions personally without regard to actual data. They also tend to fire long-standing employees for no reason and without warning.

Management does not provide solid actionable direction and then will write you up for not knowing what to do.   Some people complain that you are not available or you are unresponsive when attempting to contact or communicate, even when there is no record or log within any of the communication tools used by the company that anyone has attempted to contact at times when they have indicated doing so.  Management does not seem interested in any evidence to the contrary regarding other people's complaints about presence at work and will write you up for said complaints without verifiable evidence the complaints are accurate or true. Issues with management and some co-workers make it extremely difficult to succeed in the environment by creating an environment where you feel like you must always be looking over your shoulder and living in constant fear that you can and will be written up at any time for anything even when the thing you are being written up for has not been proven or confirmed with verifiable evidence.

An overall issue is the other departments 
 - always missing information when in front of clients from
Deployment, Development, Support and any other area you will rely on  (e.g. conferences, training). 

Implementation has to clean up deployed databases before meeting with a client. It takes a whole day - which no one even has, so you guessed it - on your time off. 

Workflow clean up is the worst. It is a manual clean up. Their forms program is deployed with defaults that stop implementation. More clean up. Admin access is missed 9 times out of 10, support has to fix - takes too much time. More Clean up. All outside applications are hit or miss and need to be thoroughly tested and support tickets entered. More time consuming Clean up. 

It should be done. Implementation is not deployment, not support, not development. These depts know a person will do whatever it takes bcs that person is the one in the hot seat and in front of the client. 

Be prepared to do many things that are not your job and are always after hours.  

Some people who work at Tyler are amazing. Some people who work there should be fired immediately. It all depends on which department you work in, and who your boss is. Unfortunately, Tyler has been growing so fast for the last several years that many people in management positions simply shouldn't be there, and have no training in leading others. The head of HR also believes in trickle-down fear tactics to keep people in line.

Cross-promotion and upward mobility are almost non-existent unless you have a degree that matches the new position. Unfortunately, an overemphasis is placed on masters degrees and certifications, even when they aren't necessary.

When going to negotiate your salary, make sure to be confident and ask for more. Tyler generally hires people for very little, expecting the low cost of living in Lubbock to excuse it. Also be aware, they almost never give raises of more than 2% a year. They also recently went to paying scales based on job title, rather than experience or longevity. This is seriously frustrating several current employees I'm still friends with.

Top Job Titles	Average Salary
Software engineer 21 salaries reported	$91,075 per year
Implementation consultant 7 salaries reported	$77,420 per year
Project manager 7 salaries reported	$107,143 per year
Senior software engineer 4 salaries reported	$89,244 per year
Support specialist 4 salaries reported	$51,000 per year

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