Avoid Unless You Love Puppet Managers and Boot-Lickers - Anonymous employee OpenGov Employee Review

OpenGov is a great place for professionals who want to grow and make impact. The company invests in coaching and recognizes strong performance with opportunities for promotion. The mission also makes the work more rewarding because every conversation connects back to helping state and local governments operate more effectively.

The pace is fast and expectations are high. Success requires resilience and a willingness to continuously improve.

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.