software engineer

account executive

senior account executive

senior software engineer

sql developer

OpenText

Introduction:
Engaging with a product or service can be an exciting experience, but when faced with inadequate support and documentation, that excitement can quickly turn into frustration. Unfortunately, the product in question fails to provide the necessary assistance, leaving users to grapple with PDFs and a steep learning curve.

Support Absence:
One of the glaring issues with this product is the lack of reliable customer support. When users encounter problems or have questions, they are met with a void of assistance. The absence of a responsive support system leaves users stranded, unable to navigate through issues efficiently.

Documentation Dilemma:
The reliance on PDFs for documentation compounds the problem. While documentation is crucial for understanding a product's functionality, the choice of PDFs can hinder accessibility. Navigating through lengthy PDFs can be cumbersome, and finding specific information becomes a tedious task. A more user-friendly approach, such as an interactive knowledge base or comprehensive online guides, is sorely missed.

Expecting Users to Know Stuff:
The expectation that users should glean everything from static PDFs is unrealistic and contributes to an unwelcoming user experience. A well-designed product should strive to empower users through clear, concise documentation and robust support channels. Expecting users to independently acquire intricate knowledge without adequate guidance is a significant flaw.

Learning Curve Challenge:
With limited support and challenging documentation, users are left to grapple with a steep learning curve. This can be discouraging, especially for new users who may feel overwhelmed by the lack of guidance. A more supportive infrastructure could significantly ease the onboarding process and enhance user satisfaction.

Conclusion:
In conclusion, the absence of proper support and the reliance on PDFs create a frustrating user experience. To ensure the success of any product, developers must prioritize user support through responsive channels and accessible documentation. Ignoring these aspects not only hampers user adoption but can also lead to a negative perception of the product. Users deserve a seamless experience, and it's imperative for developers to address these shortcomings promptly.

- work/life: Working late was not rewarded with additional pay, but longer following lunch breaks. However, if these were not taken, you didn't get the extra pay.
The managers lied that we would get out early Christmas eve but this was not the case and no subsequent apology was granted.

- Pay/benefits: At one point, the company posted new positions at a higher rate of pay for entrance positions. When current employees were getting paid less and tried to bring it up, we were told that we weren't allowed to talk about it. When we were asked in one-to-one meetings about what we thought of this, our salaries were changed, but I wasn't confident about keeping my job.
Overall, the pay was good for the area I lived in at the time, but we were not permitted to relocate.
As opposed to other  positions in the US, we were allowed unlimited sick time, which was much appreciated.

-Advancement: As a woman, I was denied multiple times when asking to interview for positions despite my numbers and customer support rating.

- Management: sketchy, never met anyone in person, not transparent

- The position was online and I never got to meet anyone I worked with

Was a position that interfaced with prospects and current clients...worked for a sociopath of a manager who lied, gaslighted, and used a regimented model that made you feel like you were working in a call center.  This manager definitely had his/her favorites--those he/she like, but didn't always meet goal, were safe...but if she /he didn't like you or felt threatened by you, beware: you were on a target list.  I saw quite a few people who had been in this role leave the company because of this manager.  

As far as the company itself...the company itself has many broken processes, because it is so big, and I get the impression that many of the people in certain departments don't approach issues from a "big picture" standpoint.  Many are only focused on their jobs and this can be frustrating when you have to deal with these folks.  One of the few redeeming factors of this company is that the office is closed from Christmas through NY's.  Also, they provide reasonably decent benefits.  However, I really can't say too much else that is positive, seeing as how I was in a role, at this place, that was fraught with problems and obstacles.

What is the best part of working at the company?
Management showed strong interest in employees, providing professional development and career counseling. Good compensation packages as well.

What is the most stressful part about working at the company?
No real stress while working at OT, but it is a very large multinational. Sometimes getting things done that are out of the norm or changing procedures could take time. Keep that in mind if moving from a smaller company where decisions are made quickly.

What is the work environment and culture like at the company?
I worked remotely, so cannot speak to the corporate environment at headquarters. Management is pretty much hands off if you are a self-starter and good at accomplishing goals and keeping your boss in the loop.

What is a typical day like for you at the company?
I was the training manager for one of OT's software products. As such my day was spent managing trainers and their assignments, coordinating training with  customers and dealing with vendors for training materials and classroom rentals.

Overcommitted resources hop-swapped to various projects. 

Overly hierarchical leadership structure. 

Former exec made decisions on many mergers and acquisitions without plans to synthesize them into products. 

Failed at organizational management increasing headcount and devaluing existing employees, racing to keep up with increased offshoring of key roles. 

No cash comp for performance or taking on more than role requires. 

Promotion path is long and not encouraging given current state of the business. 

Behind in talent and operational effectiveness. 

Company is in obsessed cost cutting position and not a good place for those trying to grow their career with a family. 

Healthcare benefits have become much worse and offer less due to rising costs. 

Overall the Opentext culture is very embracing of the different. The company you can view as a large bag of marbles. Each company they buy is another marble added to the bag. However your department makes or breaks you. 

work life balance there is none to speak of in the 24/7/365 departments and you will be lucky if you receive a 1-2% annual raise. All while hiking the price for family insurance through the roof. You also have to make it through the annual culling of the heard, to find out if you still have a job. While hearing about yet another company Opentext decided to buy. Then comes the evaluations where you are being told "you should be lucky you have a job, and you did/did not work hard enough. But that don't really determine your raise. We can only give you 1% b/c we bought another company. So enjoy your 50 bucks oh btw we raised health insurance costs again by 80+ dollers.

But its not all doom and gloom. Depending on your manager and their high levels of management. You can either get promoted quickly or not at all.

OpenText continues to acquire large companies and offers little to no training to perform daily job duties to support the acquisitions.  Not many employees in my organization like to take full responsibility of their workload and love to "pass the buck".  Each year our revenue continues to grow and so does the expectation to do more with less.  They continually take away benefits and rarely give out increases or monetary awards.  For 2017, they have doubled the employee cost of health insurance, doubled the deductible and lowered the amount the insurance pays (they used to pay 100% of major medical such as hospitalization and surgery and now insurance only pays 80% across the board).  They also took away our quarterly STIP bonus plan.

They do offer a nice vacation and paid time-off package, however, most departments require that you work during that time.  It's not the same company it was 6 years ago.

The company provides you the fastest and most basic training then you learn most of your skills while actually troubleshooting. If you are given a salary position you will be working at least 50 hours a week. The company culture prevents you from branching into other departments literally impossible. The middle management will choose favorites while giving everyone else below average reviews even when you're doing tasks beyond your job expectations. The upper management have huge egos and literally place their picture on every email which involves one of them. 
The upper management cares 'nothing' about its people and once every 5 years they fire 5% of the working people in the USA and replace them with people working in countries overseas which is done to prevent stock prices from decreasing and thus upper management gives themselves bonuses as a result.

Very hierarchical antiquated company ruled by an iron-fisted social warrior CEO who micromanages everything. "Communication" is the cause-of-the-moment. 

I was hired to help update and change processes to "fix" things and create efficiencies in specific areas. There is no will or imagination to change. No idea is a good idea unless it is a directive from the CEO. No free exchange of ideas or "having your voice heard".. A toxic work environment with no diversity of thought or approach which leads to stagnation and groupthink.. Whatever Mark says goes.

Lip-service to DEI - much fanfare but nothing behind it - just guest speakers and "goals" that are never met.

The flexibility of remote work is now gone and the autocratic edicts have resumed, as has my job search.



Decent place to start right out of college/high school, but it's a giant bureaucracy and things move slowly. CEO tends to make snap decisions. Middle Managers are horrendous.  Some front-line managers actually care about their employees - feel fortunate if you get one of these.  

Do your time, put your head down, update your resume and get out of there.

The benefits are decent, but the pay is on the low side.  Beware the title trap - they use titles that do not describe what you do at all, which means when it's job hunting time it could lead to issues with ATS systems.

They refuse to pivot from their "no remote work" policy and therefore lose the best talent to better opportunities - despite proving to the executive leadership team for over two years that remote work was not only possible but production did not slack.

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