Title Forward Reviews

*Leadership: They speak to you as though you matter, but any action taken towards imminent problems or disruptive ongoing concerns is nonexistent. I had to force my way through to HR just to be heard, and of the 6 companies I have worked at the past 25 years, I have NEVER gone to HR. Problems were solved together as a fully functional team. Meaning, I don't run to HR whenever there is a small inconvenience. It has to be extreme - and these were, as HR immediately understood and kindly allowed me to take time to decompress and reevaluate my decision to stay, which I happily took and quickly chose not to come back! With a resume full of highly successful administrative, auditing, real estate, title, marketing, and HR experience, they had no other career opportunities for me. *Bullying: I have experience with Title and Closings and know, first hand, how extremely stressful this line of work is. But there is NEVER a time or a place in this industry for bullying. They often confused bullying with persistence, allowing people's responses to stress and/or pushing to get results to quickly evolve into oppressive, domineering demands used to subjegate and torment you into submission instead of working with you as a team-member leading to them understand the unrelenting challenges you're experiencing on your side of the file which involves other team-members you're trying to work with for results. I assisted 5 closers at my first title/closing company, so I understand pushing for quick turnarounds and freaking out from mistakes. The actions allowed here were not professional and should have NEVER been tolerated. *Training: They had training videos, which, as a reference, are helpful. But as the only way of training... horrible idea. I thought it was great at first but as the nuances of title and closings reared its ugly head, as it always does, I had to fend for myself, which resulted in annoyed co-workers from other teams (it was recommended to reach out to others of the same job title for answers - and they were already completely overwhelmed with their own files/problems), even more confusion (bc they aren't trainers), delays, mistakes, and extreme anxiety. Once I quickly found my way through, others were having the same problem, which, in turn, affected my work and highly frustrated the difficult/malicious members of my team. Case load: With professional co-workers, a well-oiled team, and great training, the number of files per team would still be enough to overwhelm you and make you decide that running out the door with no notice is worth not being able to use them as a future reference. Just another way they care about numbers over employees. I understand the bottom line! I do. But if you can't find a way to balance files with the number of teams needed to efficiently process them, accurately the first time around, then you're doing everyone a disservice. Including your bottom line! In-between all of the mistakes, employee turnover, and loss of future customers from word of mouth and reviews, your company, sooner or later, is going to feel the damage. All of these major setbacks and highly problematic ways of operating intersect and constantly run into each other, creating a horribly toxic, exhausting, and daily defeating work environment.

Not run as a typical Texas title company