- The code base is incredibly dated and written in an unused programming language. This means new graduates that work at Tyler aren't getting real world programming skills that they can later transfer in the future when they move further in their career. This is a huge problem that causes new grads to want to work somewhere else after a short time. If you're going to keep an old code-base, compensate your employees more so they have a reason to stay.
- The development work is almost all reactive. Most of the development is about making the client happy rather than improving the program structure or increasing re-usability. If you need to add something that causes issues down the road, but makes the client happy, then do it.
- Continuously maintaining 10+ versions is a developers nightmare. Merge conflicts and code that can't go into previous versions means constant cherry-picking of changes.
- Product knowledge is a huge problem. Working on Tyler's ERP feels like you're a product domain expert first, and a software engineer second. Some product knowledge is needed for any development job, but for Tyler's software it feels weighted way too much on product.
- Yearly raises & promotion raises were not competitive. Your initial salary will usually not increase more than ~2% a year, and a title change usually is only a little bit above that.
- No code review. This might have varied team by team, but no code review was done on any code. Big red flag.
- Business Casual Dress code. Not a huge con, but with every other software company in the area being casual dress, Tyler stands out as an outlier.
