Miracle Software

  www.miraclesoft.com
  www.miraclesoft.com
There are newer employer reviews for Miracle Software

1 person found this helpful  

Place to earn knowledge on Technology but not to work

  • Comp & Benefits
  • Work/Life Balance
  • Senior Management
  • Career Opportunities
Current Employee - Business Development Manager in Novi, MI
Current Employee - Business Development Manager in Novi, MI

I have been working at Miracle Software

Pros

You can learn about technology

Cons

no employee benefits, no knowledge sharing

Approves of CEO

19 Other Employee Reviews for Miracle Software (View Most Recent)

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  1. 1 person found this helpful  

    good

    • Comp & Benefits
    • Work/Life Balance
    • Senior Management
    • Career Opportunities
    Current Employee - Anonymous Employee in Novi, MI
    Current Employee - Anonymous Employee in Novi, MI

    I have been working at Miracle Software

    Pros

    good salary and good benefit

    Cons

    no bonus no health care

    Approves of CEO
  2. 2 people found this helpful  

    Good Place to Start But.......

    • Comp & Benefits
    • Work/Life Balance
    • Senior Management
    • Career Opportunities
    Current Employee - Business Development Manager in Novi, MI
    Current Employee - Business Development Manager in Novi, MI

    I have been working at Miracle Software

    Pros

    It is a good place to get started in IT Software and Sales. Specifically, the relationship with IBM and the Websphere product line is heavily promoted. If you can encourage the management to have you trained in the IBM software sales process, you are off to a good start. You will have the freedom and independence to be as successful in your market as your ability allows. The middle management in the Sales team is competent and aggressive. The CEO is very articulate and represents himself and the company well. After the initial training, you need to be committed to your professional growth as your interactions with the management team is a fast paced information exchange aimed at identifying every opportunity in your market and client base without wasting words or becoming too philosophical about an account or opportunity.

    Cons

    The practice heads seem to be spread extremely thin and as such they tend to be poor listeners and have tendency to jump to conclusions. Some of this is simply an overzealous attitude toward capitalizing on every opportunity. However, as a BDM, you need to ensure that they stay focused on listening and diplomatically steer the conversations so that it doesn't become an information dump that has no relevancy to the prospective client. The practice team members AND management specifically complain incessantly about compensation and workload until you simply become numb to the dissatisfaction with their jobs. None of this is obviously expressed to the leadership. And, when the CEO is focused on other matters the sense of purpose and urgency is nonexistent. I honestly have no idea what these teams are experiencing on a daily basis when the leadership is present and focused on the results they are delivering. But they certainly phone it in when no one is watching. Recruiting is not nearly as aggressive as the the rest of the teams here and they act as though they either lack the tools or training to be an effective part of the equation and that you should be aware that this handicap exists. It is odd that every other team shares their specialty and contact information. Yet, once the requirements reach recruiting, it's as if it has entered the "black hole" of opportunities and you never know what result you will receive.

    Advice to ManagementAdvice

    It's not the top management that appears to be hindering the growth of the company. Although the focus may be sporadic. But the lack of what appears to be loyalty and personal responsibility to the success of the organization overall from the recruiting teams especially and the practice management. One manager to oversee the performance of the sales, technical and recruiting side is not enough. In every organization, the management should be experienced to go beyond what is known to be achievable today in order to grow. If not, then they should be reassigned or replaced. There needs to be a system of checks and balances where everyone is accountable for satisfying the needs of the client. If the ground teams cannot envision or solve a problem or deliver consistently excellent results. The management is then tasked with demonstrating what years of experience and focus can achieve and use that as a training opportunity and not a brow beating session. Then , hold that team members and others accountable for replicating that success and finding new ways to apply those newly acquired skills to contribute to the success of the organization. Sales, Practice and recruiting should not have only one person to answer to. They should have one person that serves as a liaison between the upper management and the sales team, This person is simply there to communicate the needs and deficiencies of the teams observed and not responsible for the performance or lack of performance as this person will not only be vulnerable to heavy criticism but most certainly will be used as a diversion for the lack of performance of management. That person needs to have great experience and sound judgement in order to process and recommend process and team improvements to further the vision goals of the organization.

    Doesn't Recommend
    Approves of CEO
There are newer employer reviews for Miracle Software

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