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MRA - The Management Association Jobs in Laurel, MD

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6 job openings Back to all jobs

Show:  All Results Last 7 Days
24 days ago

Survey Crew Chief

MRA Laurel, MD +2 locations

understanding of construction plans and stakeout techniques. JOB REQUIREMENTS Successful candidates will have: • Ability to perform… CareerBuilder

30+ days ago

Project Engineer

MRA Laurel, MD

Proficiency in AutoCAD 2012. Civil 3D experience preferred. Benefits: We offer a comprehensive benefits package which includes: • Competitive… CareerBuilder

29 days ago

Survey CAD Designer

MRA Towson, MD

s for land development projects, which includes but is not limited to site engineering of roadways, utilities, and stormwater management facilities… CareerBuilder

30+ days ago

Structural Engineer

MRA Towson, MD

MRA's structural group in Towson, MD is seeking a Structural Engineer with 3-5+ years of experiencedesigning buildings. We are looking for an… CareerBuilder

MRA - The Management Association Reviews

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Susan Fronk
16 Ratings
  • Helpful (5)

    Striving for Mediocrity, Stifling Environment, No Path for Advancement

    • Work/Life Balance
    • Culture & Values
    • Career Opportunities
    • Comp & Benefits
    • Senior Management
    Current Employee - Anonymous Employee
    Current Employee - Anonymous Employee
    Doesn't Recommend
    Negative Outlook
    Disapproves of CEO

    I have been working at MRA - The Management Association full-time


    Flexible hours, friendly coworkers, professional work environment and ability to attract top talent.


    No diversity in employees or ideas. Complacency runs rampant, way too many employees that have been there for 10+ yrs to be innovated and thought leaders. Management pretends to listen but generally just does what they want regardless. There is no opportunity for advancement. Required to track time down to increments of 15 mins. If you do choose to work here, use it to boost your resume and have a action plan to get out.

    Advice to Management

    Practice what you preach. It's time to get tough and critically look at pieces that are not functioning. Figure out why there is a revolving door of employees (job fit, wages, culture mismatch).

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