At OppenheimerFunds, 88 percent of employees say their workplace is great.



This review is based on 776 employee surveys, with a 90% confidence level and a margin of error of ± 2.31. It was published on May 17, 2017. 10898 Visitors

What Employees Say

I am able to take time off from work when I think it's necessary.
I'm proud to tell others I work here.
Management is honest and ethical in its business practices.
Our facilities contribute to a good working environment.
I am given the resources and equipment to do my job.

What They Do

We asked OppenheimerFunds to explain what they do. Here is what they had to say.

We are a global asset manager dedicated to serving the needs of our clients, ranging from institutions to financial advisors working with individual investors. We are committed to providing innovative investment ideas to meet the evolving needs of our clients.   

About this Company

Website: Industry: Financial Services & Insurance
US Headquarters: New York, New York, 10281 US Sites: 7
Major Locations: Denver, Colorado, 80112; Rochester, New York, 14625; Dallas, Texas, 75201; Philadelphia, Pennsylvania, 19103 US Employees: 2,015
US Revenues: $1,660 million Worldwide Revenues: $1,660 million
Employees Worldwide: 2,024 Corporate Structure: Private
Founded: 1959

Employees in our New York office collaborate on a project.

Perks and Programs

We asked OppenheimerFunds to share a few programs they feel really capture what's unique about their workplace. Here is what they had to say.

  • A Client-Centric Approach: Our clients’ needs and experiences are at the center of everything we do at OppenheimerFunds, from our day-to-day activities to our business processes and product development. Every aspect of our business is viewed through a client-centric lens, and we continually work to raise the bar to ensure our clients have the best experience possible. Our consultative approach helps us discover clients’ needs, and then bring those expectations into discussions throughout the firm to make sure those needs are met.
  • Diversity & Inclusion: At OppenheimerFunds, we believe that diversity and inclusion provide a competitive advantage in developing innovative solutions internally and for our clients, driving sustainable impact within our communities, and making more informed decisions for our investors.  Our Business Resource Groups (BRGs) play a key role in the firm’s inclusion efforts by creating communities for diverse talent while representing those demographics underrepresented at the firm.  All BRGs play an active role in engaging members through strategic initiatives aligned to education, philanthropy, leadership, culture, professional development, and networking. Our current BRGs include:  the Black Professionals Network, the Disabilities Network, the Military Network, the PROUD (LGBT) Network, and the Women’s Network.  In late 2017, the firm will launch both the Latino Professionals Network and the Asian Professionals Network.
  • Living our Corporate Values: Our Corporate Values – Excellence, Integrity, Collaboration and Passion – form the foundation for how we conduct business and define the behaviors, attitudes and philosophies that guide our company. We are deeply committed to these Values and aspire to incorporate them into everything we do, knowing that our success is measured equally by what we achieve and how we achieve it. Furthermore, our reputation is built on our integrity and commitment to always act in the best interest of our investors, clients and each other. More simply, we do the right thing. We do not tolerate people who are disrespectful to colleagues and our clients. We make sure we hire and retain only those individuals who are focused on our company's mission, and live our Corporate Values.
  • Innovation:  Investing in the Future: At OppenheimerFunds we are building and nurturing an innovative and insightful culture for employees. The firm supports a number of initiatives, like design thinking, that aim to spark inspiration and exploration so that we can serve our clients in the best way possible. We want our employees to feel empowered to innovate and continue to learn and grow, no matter where they sit in the organization. Realizing the changing workplace needs, we have been proactive about preparing employees for the future through an initiative that encourages employees to take the reins of their own careers and continue to develop their own skillsets to meet the evolving needs of our clients and industry.
  • Work/Life Balance: OppenheimerFunds recognizes the importance of work/life balance and offers rewarding career opportunities, while providing programs and benefits that recognize family and personal needs. We offer a generous New Parent Leave policy; after one year of service, mothers giving birth are eligible for a 13-week paid Maternity Leave, and non-birthing/adoptive parents are eligible for a 5-week paid New Parent Family Leave.
  • Wellness: OppenheimerFunds promotes health and well-being by offering free fruit, breakfast foods, healthy snacks, filtered water service, and gourmet coffee. Our onsite Colorado Fitness Center provides employees with the opportunity to exercise at their convenience, including fitness classes offered throughout the week. Additionally, we offer a bike share program and a recreational area with a basketball court, sand volleyball court, 7-hole putting green, picnic area and BBQ grills. In New York City, the firm provides meditation rooms and fitness center subsidies.
  • Saving for the Future: OppenheimerFunds provides quarterly profit sharing incentives based on overall firm performance. Eligible employees with one year of service at the beginning of each calendar quarter automatically receive profit sharing contributions into their 401(k) accounts. After one year of service, OppenheimerFunds offers a 401(k) contribution match up to 4.5%. For participants earning less than $75,000 per year, the company makes an additional annual contribution to their 401(k) accounts (up to $1,000 for employees with one to four years of service and up to $2,000 for employees with five or more years).
  • Philanthropy: The firm’s corporate philanthropy initiatives include its 10,000 Kids by 2020 program, which aims to introduce 10,000 students to math literacy programs over the next several years through non-profit partnerships and active employee volunteerism. The firm works closely with organizations including the National Museum of Math, the Boys & Girls Club, MATHSWORLDUK, Cross-Cultural Solutions and Common Impact, which provides impactful and sustainable service opportunities and skills-based volunteer programs in locations around the world.
  • Matching Gifts: OppenheimerFunds has committed to matching the financial contributions employees up to $5,000 per calendar year to eligible nonprofit or educational institutions in the United States that are recognized as tax-exempt designated public charities. Through the Matching Gifts program, OppenheimerFunds provides contributions to many diverse organizations supporting Arts & Culture, Civic, Education, Environment and Health and Human Services causes.
  • Volunteer Time Off Program: OppenheimerFunds’ Volunteer Time Off Program allows employees, with manager approval, to spend up to two full workdays volunteering, as part of a team or individually, supporting projects organized by qualified organization.


5% Average 401(k)/403b company contribution per employee81% Company-paid health coverage for employees (for This applies to employees in our most popular plan (35% enrollment) in the second tier of a 5-tier subsidy structure.)
81% Company-paid health coverage for dependents (for This applies to employees in our most popular plan (35% enrollment) in the second tier of a 5-tier subsidy structure.) 81% Company-paid health coverage for part-timers
20 hours Weekly hours required for part-timers to receive health insurance $3,390 Average Tuition Reimbursement
$5,000 Maximum Tuition Reimbursement


  • 401(k) or 403b Program
  • Stock options
  • Restricted stock units
Our employees supported the local community during a recent Distribution Symposium in Boston. Conference attendees assembled 30 toddler beds, 100 blankets, and 100 superhero capes for children in Boston Cares’ partner programs.


30 days Paid time off after one year of full-time employment 18 days Paid time off after one year of part-time employment
21 days Paid sick days after one year of full-time employment 9 days Paid sick days after one year of part-time employment
30 Days Paid time off as of first day of full-time employment 18 days Paid time off as of first day of part-time employment


  • Flexible schedule
  • Telecommute option
  • Compressed work weeks (5% use it)
  • Subsidized On- or Off-site Fitness (39% have access)
  • Onsite Amenities (Free breakfast foods, snacks and beverages during the day; Onsite package/mailing service; Discount ticket sales; Fitness center and classes; Weight Watchers meetings; Convenience store; Dry cleaning; Onsite ATM; Personal travel services; Subsidized public transportation and parking; Shoe shine and repair; Meditation rooms; Bike share; Recreational area with a basketball court, sand volleyball court, 7-hole putting green, picnic area and BBQ grills)


130 days Job-protected maternity leave (including FMLA/STD) 65 days Fully-paid maternity leave (does not include personal vacation or paid time off)*
88 days Average length of maternity leave new mothers take25 days Job-protected paternity leave (including FMLA)
25 days Fully-paid paternity leave (does not include personal vacation or paid time off)*19 days Average length of paternity leave new fathers take
$5,000 Adoption benefit25 days Job-protected parental leave for adoptive parents (including FMLA)*
25 days Fully-paid parental leave for adoptive parents (does not include personal vacation or paid time off)
*Employees are not required to use all their personal paid time off before taking parental leave. All employees are eligible for parental leave benefits.


  • Childcare reimbursement during business travel
  • Lactation room(s)
  • Paid sick leave to care for a child or relative


  • Mental health care
  • Alternative treatments (such as acupuncture, homeopathy, or chiropractic)
  • Fertility treatments

Community and Environmental Impact

16 hours Paid time off to volunteer $1,400,000 Philanthropic donations in last year
$592,000 Total company-matched employee donations in last year Shared responsibility between Head of HR and Manager of Corporate Services Leads environmental impact team
2 LEED certified building(s) Yes Sustainable commuting program
Yes Renewable energy program Yes Recycling program


  • Written policy prohibits discrimination based on (at a minimum) age, disability, race/ethnicity, religious beliefs, gender and sexual orientation
  • Formal programs (such as resource groups, mentorship, networking, or other affinity groups) support professional development for: Under-represented racial/ethnic minority groups; Women; Lesbian, gay, bisexual or transgender employees; Disabled employees
  • 9 events a year connect employees with peers from different racial/ethnic, religious or country-of-origin identities
  • Non-birth parents in same-sex relationships can take parental leave
  • Medical care covers gender confirmation surgery

Leadership Diversity


Workforce Diversity

As part of a Cross Cultural Solutions volunteer program to Costa Rica, our employees taught students at a local school.


Employees in our Denver office hold a meeting using our outdoor facilities.

How to Get Hired

We asked OppenheimerFunds for some inside information on how to get hired at the organization. Here is what they had to say.

What key characteristics tell you a prospective employee will be a great fit for your company?

OppenheimerFunds seeks candidates who share our high conviction philosophy, demonstrate passion for what they do, strive for excellence and continuous improvement, challenge themselves, support their teammates, and drive meaningful results for our clients. As our business continues to rapidly evolve, we value candidates who demonstrate the flexibility and grit to succeed in the face of ongoing change.  Finally, we value our inclusive culture and seek employees that add to the diversity of the company in every dimension. 

What can prospective employees do to get your attention?

OppenheimerFunds is active in social media, and we notice candidates who have a strong and compelling presence across various channels, particularly with their LinkedIn profiles.  Prospective candidates who leverage their networks to connect with employees within our company and learn about our culture and opportunities demonstrate their sincere interest.  OppenheimerFunds hosts quarterly networking and educational events through our PACE (Partnership, Advocacy, Connection, Engagement) program for Technology and Operations professionals interested in learning more about our company and culture.  

Are there any positions or types of candidates you are particularly focused on hiring in this coming year?

OppenheimerFunds is continuously looking for great talent.  The continued growth and transformation of our company creates numerous opportunities for candidates with a broad array of experiences in everything from digital marketing to smart beta ETFs to data science and analytics.  We are also always eager to engage with technology innovators with relevant experience.

What should interested candidates do to find out more and get started?

Prospective employees should visit our Careers website ( to learn more and get started.  Candidates can apply directly to a specific, open position on the site, or if they do not see immediate openings of interest, they can easily join our talent network by clicking “Get in touch” to register with us by sharing their resume or LinkedIn profile.  If a candidate is a fit for the position he/she applies for, one of our Talent Acquisition specialists will contact him/her to initiate a conversation.

hiring Outlook

500 Forecasted positions to fill in coming year -3% Job Growth
74 Average applicants per opening 27,217 Total job applicants
28% New hires by employee referrals 33% Openings filled by current employees
63 Recent graduates hired 7% Voluntary turnover for full-time employees
4% Voluntary turnover for part-time employees
* All figures refer to 12-month period prior to reporting, unless otherwise noted.

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