OpenText Software Developer Jobs & Careers in Ottawa, ON Canada

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OpenText Reviews

271 Reviews
271 Reviews
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OpenText President & CEO Mark J. Barrenechea
Mark J. Barrenechea
128 Ratings
  1. 2 people found this helpful  

    Trying to be more than a holding company, with mixed results so far.

    • Comp & Benefits
    • Work/Life Balance
    • Senior Management
    • Culture & Values
    • Career Opportunities
    Current Employee - Anonymous Employee  in  Ottawa, ON (Canada)
    Current Employee - Anonymous Employee in Ottawa, ON (Canada)

    I have been working at OpenText full-time for more than 3 years


    Excellent work-life balance. Flexible work arrangements. Salary and raises can be decent depending on your manager's willingness to go to bat for you. A surprising number of good people in various parts of the organization, especially in the branch offices. New CEO is smart, capable, and has a decent long-term vision for the company.


    Penny wise, pound foolish. Has been essentially a holding company for a long time, growing by acquisition (3-5 per year), and making the numbers through maintenance revenues of acquired products and cost cutting. Little ability to grow organically. Acquired products are integrated ad hoc. Middle management is generally atrociously incompetent, especially within the product management and marketing functions at HQ in Waterloo. Layers and layers of management left from all the acquisitions. Those who keep their jobs post-acquisition also keep their titles, so the org chart is comical - more VPs and directors than individual contributors in some areas. Promotions are seemingly random or based on the Peter principle. No bonuses or other incentives to speak of, and raises for the rank-and-file are rare (many employees get no raises for 4-5 years at a time). HQ has a dysfunctional culture similar to other Waterloo companies like RIM, where customer needs and competitive threats are ignored completely and ideas that have already been done to death by competitors are treated as "innovation". Technical career growth opportunities beyond the senior individual contributor level are non-existent.

    Advice to ManagementAdvice

    In order to execute on your new vision, you need to change the company culture. Changing the top layer of management was smart; now bring in some new people who can execute and drive culture change under them. Invest in some strategic product initiatives rather than continuing to rely solely on acquisitions. Develop a dual-track career path to keep senior technical people motivated and growing.

    Neutral Outlook
    Approves of CEO