Compare S&P Global Platts vs Oil Price Information Service (OPIS) BETASee how working at S&P Global Platts vs. Oil Price Information Service (OPIS) compares on a variety of workplace factors. By comparing employers on employee ratings, salaries, reviews, pros/cons, job openings and more, you'll feel one step ahead of the rest. All salaries and reviews are posted by employees working at S&P Global Platts vs. Oil Price Information Service (OPIS). Learn more about each company and apply to jobs near you.
- S&P Global Platts scored higher in 2 areas: Compensation & Benefits and Work-life balance.
- Oil Price Information Service (OPIS) scored higher in 7 areas: Overall Rating, Career Opportunities, Senior Management, Culture & Values, CEO Approval, % Recommend to a friend and Positive Business Outlook.
What Employees Say
- "Work life balance" was the most mentioned Pro at S&P Global Platts.
- "Career progression" was the most mentioned Con at S&P Global Platts.
I have been working at Oil Price Information Service (OPIS) full-time for more than 8 years
OPIS is pretty laid back and offers a lot of opportunity to learn real software development, particularly Microsoft technologies (.NET Framework/Core, SQL Server) and AWS infrastructure. There is... little micro-managing and reasonable schedule flexibility, so long as you meet your commitments. The majority of the people are friendly and helpful. All in all a great place to start your career.
OPIS has become steadily more corporate, cheap, and bureaucratic since being acquired by IHS Markit. There is an increased push to use contractors in "cheaper" countries, to not spend money on travel... or team building activities, and to file the proper paperwork at all levels. At the same time there is little corporate oversight over how the business is run, so bad leadership continues. More importantly, OPIS has never known how to appraise, train, and reward developers beyond their early years. IT managers receive little/no training as managers, spend most time on projects rather than coaching people, and have no real influence on employee compensation/promotion. Upper management doesn't track employee contributions, but judge everything on personal impressions that are impossible to change. If you are not one of the handful of people obviously on the fast-track to success here, do not stick around more than five years.