Mission: Opencare is on a mission to untangle healthcare. We match you with vetted healthcare professionals so you can get the care you deserve.
Helpful (6)
I have been working at Opencare full-time (Less than a year)
Pros
A great bourgeoning culture.
The corporate culture at Opencare is developing and growing day by day. The best part is that you can join the team here and have a noticeable impact on it. Things aren't stale or stuck, and it is a pleasure to see how we are growing and developing our culture.
A thoughtful and dedicated team.
It is great to be around a group of very thoughtful people. Since joining Opencare, I have found the team here really thinks things through, and emphasize using data to guide decisions. I get the sense that there isn't much we cannot accomplish.
Office perks that make a difference.
One of the perks of working here is we have our lunches catered every day. I don't have to think about what to make or bring to eat every day — one less thing to clutter my mind. Plus I find getting to sit with the team over a shared meal is a great way to forge bonds.
We are all in this together.
Having strong executive leadership dedicated to transparency makes it easy to feel "we are all in this together." Regular town halls where team members can ask any question go a long way to keep things clear and ensure we are all on the same page.
Cons
Working in a startup isn't for everyone. There is no shortage of problems to solve, and priorities can change very quickly.
Opencare, like many businesses in their position, needs to be mindful not to create new problems while solving for others.
Advice to Management
You build up your people, keep everyone mission-focused, and aren't afraid of trying new things. Keep up the great job.
Application
I applied through a recruiter. The process took 2 weeks. I interviewed at Opencare (Toronto, ON) in April 2019.
Interview
The role was referred to me by a recruiter. After being selected for interview, I was schedule for a 30 minutes call with HR which was smooth and informative. The second step was a 2 hour long case, which was just the right about of difficulty. The next step was a ~1 hour culture interview with two current (non-finance) employees.
Advice:
1. While I understand the company’s will to protect the culture and being very selective in the hiring process to look for “fit”, I would suggest putting the culture interview before any long time commitment cases. While all candidates show respect and interest through these commitments to write a case, they also expect to have a chance to meet the hiring manager who is the one truly looking to hire. If there is going to be a very important filter through the culture process, then it would be better to ask only those who pass the culture round to write the case, then meet the hiring manager. As a candidate, it felt strangely disrespectful not having a chance to meet the hiring manager after 3 rounds.
2. It’s fine to have people representing different functions within the organization to do the culture interview but it would be better if that group included either the hiring manager himself or an HR specialists. Finance is a specialized function and I am concerned that examples given for behaviour type of questions in the work context is not correctly interpreted by people with completely different backgrounds.
3. wish the entire interview process was more transparent upfront instead of finding out what the next step is only after having passed the previous.
Overall, I think the interviews and test cases themselves are fine, but found the process a bit frustrating. I probably spent 2 hours coordinating with recruiter and another 4+ hours doing interviews/writing case...yet I was eliminated from the process before meeting the hiring manager.
Interview Questions
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