McCalla Raymer, LLC
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24 days ago

Panama City, FL - Legal Assistant

McCalla Raymer, LLC Panama City, FL

Job entails managing all administrative tasks of legal cases. These tasks generally include editing and preparing correspondence and legal documents… Glassdoor

5 days ago

Tampa, FL - Foreclosure Attorney

McCalla Raymer, LLC Tampa, FL

Established premier law firm seeking associates with 1-4 years of experience to work in a high volume real estate foreclosure office… Glassdoor

8 days ago

Orlando, Florida - Legal Assistant - Reporting

McCalla Raymer, LLC Orlando, Florida - Legal Assistant

Job entails managing administrative tasks of legal cases and includes editing and preparing correspondence and legal documents; maintaining paper and… Glassdoor

McCalla Raymer, LLC Reviews

9 Reviews
9 Reviews
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    Just a pitt stop on the way to something better.

    • Comp & Benefits
    • Work/Life Balance
    • Senior Management
    • Culture & Values
    • Career Opportunities
    Current Employee - Anonymous Employee  in  Orlando, FL
    Current Employee - Anonymous Employee in Orlando, FL

    I have been working at McCalla Raymer, LLC full-time for more than a year


    There is a possibility for flexibility within this company. That is, if you can get your manager to allow you to work remotely. There is also a benefit to their time-off policies. Your sick time and vacation are combined into one personal time off bank, of which you can take when ever you need to.


    This company does not invest time and resources to get their people prepared for doing their jobs. There is no formal training and departments don't even have manuals to reference when you have a question.
    The company offers 1 review per year of their employees in which you can guess was put together in 10 minutes or less. The rest of the time, you'll be left guessing if you are doing your job correctly. As far as personal development, you are on your own.
    If this is the company you think you can build a career with, you might be left wondering what you got yourself into. If this is the company you just want to gain some skills and within 6 months, move on to something better, this might be good for you.
    If you are hoping to get a good reference when you leave, you will be disappointed. Management will not offer reference letters, even if you are going to a completely different field and want a reference of character.
    Even if you think you might move into a better position within the company, then you shouldn't be so concerned with knowing your stuff, you should be more concerned with making the right friends. Because that's what's going to get you to the next level. One of the biggest complaints you hear is that jobs are never posted internally. The majority of jobs you will never see a posting for, you just might hear about it through the grape vine. And most of them are already hired for when you hear about it.

    Advice to ManagementAdvice

    Invest in some money into decreasing your turn over in the company. In 6 months, people are already looking at moving out of the company. It takes about 3 to 6 months for people to become familiar with your computer system and processes. Therefore, by the time you have more seasoned people, they are ready to leave and you don't have manuals or additional resources to teach the new people coming in. Spend some money on getting some manuals and resources together. To increase retention, the next step would be to offer personal development guides. Your managers have no idea how to keep their people interested because they don't take the time to develop their people. With development of your people you learn the strengths and weaknesses of each and help them to build those strengths so they can grow with the company. Without development, your company will remain what it is now, just a pit stop on the way to something better.

    Lastly, I think it's worth mentioning the culture of the company could use a bit of reinforcement. A year after I was hired I asked my manger where the company's mission statement was placed and I was advised "if there is one, I sure don't know where it is". I suggest your company starts to understand what it stands for. That starts from the top (Which I must say the owner makes his rounds often to say good morning to everyone as much as he can). But the culture of the company cannot ride on the "good mornings" of one person. It takes the top to pump some culture into the management and the management to reinforce it with the employees. But you can't teach culture and mission if you don't have any.

    Doesn't Recommend
    Negative Outlook