Ohpen Reviews

* This company is not about flexibility, you must be at work at 9am. * The development process is very chaotic, so much that a feature which was estimated as 2 weeks work can be forced to be done in 2 days and pushed into a coming release. * The whole development department can be forced to work on Sunday without any urgent reason and without any pay. And the company wouldn't even pay for lunch on that day. * There is not much to learn technically as a developer but lots of banking domain knowledge. Since the project is getting transformed to serverless, this comment might become invalid soon. * The main slogan of the company is 'Give it all'. Don't expect to get anything back. People are not appreciated and simple words like ‘Thank you’ are very rare. Overtime is not paid but very much expected. Some people would say work hard, party hard. Unfortunately it's only about work hard. Ohpen doesn't bother to make some fun for people. Maximum you can get is a Christmas party at a next-door restaurant once a year after work. Well, and free beer in the office on Fridays. * Poor planning, stressful environment and too little testing resources. All these result in regular high priority issues on acceptance and production. So, people get interrupted from their current tasks to fix the issues. * Higher management usually gets mad when someone posts a bad review at Glassdoor. As a response there are many 5-star reviews.

- Where careers go to die. Offices in London closed doors and 19 people were let go. In the press, management still didn't admit it was their inability to deliver on their promises to clients and blamed the asset management industry in the UK. A strong trait of the type of management at Ohpen - never their fault. - On the clock. 9am sharp start, 30 min lunch break and fingerprint access control (without any concerns about holding your biometric data). Expect to track every single minute of your workday in Team Foundation Server. - A stain on your CV and a drain on your soul. Search LinkedIn for people who left the company and reach out for an accurate opinion before you go interview, especially the ones in London. Of a company the size of 115 (current), 219 are past employees, 35 of those in the UK with most less than 1 year in the job. Turnover includes Human Resources Director and all of People Operations people. - Micromanagement. Everyone will be very nice during the interviews and sell you a great role. This will fade weeks after you join and that piece of work is not urgent for management. You'll be stuck at a job that you thought was going to be much more and you will not be trusted to do it.