Toxic Culture, Exploitative Work Expectations, Broken Promises - Senior Software Engineer bei OpenGov: Mitarbeiterbewertung

The culture here is genuinely unmatched. From day one, leadership has invested in my growth. When I was promoted to CSM II in April, my VP immediately gave me direct feedback on areas to develop and has continued to check in on my progress. That level of support and candor isn't common. People actually care about your success here, not just your productivity. What really sets OpenGov apart is the mission. We're building software for state and local governments (cities, counties, and special districts) that actually impacts how they serve their communities. You're helping governments run more efficiently so they can do their jobs better. That sense of purpose bleeds into everything we do.

Office location isn't in FiDi

The startup-era culture here was genuinely good — collaborative, energetic, people-first. As the company grew, so did the ego. Leadership lost what made the place work and replaced it with a top-down, my-way culture that has driven out some of the best people.

I'm writing the review I wish had existed when I was researching this company. Not checking Glassdoor before I started was my single biggest professional regret. Promotion is positioned during recruiting as a near-term, achievable goal. In reality, the criteria are vague, inconsistently applied, and rarely result in actual advancement. KPIs are set at levels that ensure most reps will fall short — creating a perpetual sense of failure that serves management's pressure tactics, not your career growth. Advancement often appears less tied to clear performance metrics and more dependent on subjective favoritism, including maintaining close alignment with or “sucking up to” hiring managers and leadership, rather than merit alone. Transparency is essentially nonexistent. Turnover in the SDR org specifically is high and ongoing, but it’s never acknowledged or addressed internally. Candidates have no way of knowing the full picture going in. One more thing worth knowing: account executives are coached during training to post positive Glassdoor reviews. Please weigh that when you look at the overall rating. “Unlimited PTO” is also not as flexible as it may be presented. In practice, time off appears to be closely monitored and can be restricted, even for high performers, based on internal perceptions of fairness across the team rather than true flexibility or performance-based trust. This makes the benefit feel more like a recruiting talking point than an actual employee perk.