Optiver reviews

-Very high expectations and BS performance reviews means that you could be below average and get fired very quickly. I've seen smart and competent people shown the door. -Within the first few months I saw quite a few people disappear or leave. There was even someone that resigned due to mental health problems (more than likely caused by work related stress). If this place is so great why do people leave? Seriously ask yourself that before joining. -Projects are an absolute mess. As a dev you'll be project manager, tester, support which is on top of your usual dev work. -Limited career growth outside of finance and the tech is an outdated mess. Honestly try finding a C++ job outside of HFT that pays in the same ballpark. So make sure you plan an exit route. -Engineers are a pay grade below. Seriously a second year junior trader earns the same as a senior (l3) developer. -Individualist environment means people are always fighting for their bonus. -Got yelled at by a frustrated manager because I made an honest mistake and was a little slow to interpret something -Be weary of teams with low headcount where only new comers join and people just leave. -If you get an offer at a big tech company, take that option. The slightly extra $ you get is not worth the career risk. I'm glad I made the switch and got out early.

The company has changed over the last 12 months. Lots of amazing talent (both technical and leadership) has left over the last two thirds of 2017. Slow to pick up modern development practices and technologies. Below market rate base salary ('compensated' by a discretionary profit sharing scheme that can be taken away at any time). Upper management is opaque, and decision making by middle management often appears to be motivated by what's best for their careers rather than what's best for the company or their team. The level of ego among many of the technical specialists can be extreme at times. They're the best of the best - and they're not humble about it. Personal performance appraisal is directly linked to compensation. Which sounds great in theory, but the performance appraisal process is opaque. It appears to be heavily based on how much your direct manager is willing to 'champion' your cause when individuals are ranked among all teams.