Ochre House


Ochre House Jobs & Careers in Southampton, England

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Ochre House Reviews

12 Reviews
12 Reviews
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Ochre House CEO Sue Marks
Sue Marks
2 Ratings
  • 2 people found this helpful  

    So much potential that wasn't achieved!

    • Comp & Benefits
    • Work/Life Balance
    • Senior Management
    • Culture & Values
    • Career Opportunities
    Former Employee - Anonymous Employee
    Former Employee - Anonymous Employee

    I worked at Ochre House full-time


    Good customer base, they have some really fantastic employees who have been with OH since inception, young company, can provide a challenging role on a day to day basis. The owner is a fantastic visionary who speak exceptionally well.

    The salaries are quite good although the benefits aren't


    Directors/senior management have their "buddies" who are giving special treatment, if you aren't a buddy, then don't expect anything special. This leads to a "yes man"/bum licking culture, if you do this well you will succeed, if you don't then you're part of the team but you ain't going anywhere.

    In the company kick off's and meetings the messages are soo positive that they make you want to stay with OH for the rest of your life, but in practicality its different. If you are working at the customer site and away from the OH Head office, then the chances are great that you won't have any idea of what is really happening. You are in a separate world.

    OH say they care about the people, but in fact, I have never seen this. I heard it for 2 years, but never saw anything positive that showed that it was for their staff.

    There are no pay reviews, the yearly performance review is a joke - why have it if it wont develop you?, the bonus targets are ridiculously inflated so before you even get in to the quarter, you see the expectation and realise, that this target can't be achieved, so you are de-motivated for that whole quarter - clever planning!

    Advice to ManagementAdvice

    If you really care about your employees, especially those that have been bringing in the revenue then do the following:
    1) Review salaries annually
    2) Reward the high performers/hard workers not the bumlickers
    3) if you don't want to review salaries, then remove the Performance review doc, there really is no point
    4) Set realistic targets that can be acheived, I went 3 quarters without a bonus... Why? Because it was such a huge target, that if all hires by all the recruiters were direct, even then we would have been 1/4 short. It doesn't add up.
    5) May be totally remove bonus and offer better staff benefits and an annual salary review

    Negative Outlook
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