Company details

HEADCOUNT

100-499

ORG TYPE

Startup

SECTOR

Energy & Climate

WEBSITE

https://www.opusonesolutions.com

About the company

Opus One Solutions builds software for electric utilities to plan and operate distribution grids with high levels of distributed energy resources. The company is best known for work associated with GridOS and distribution energy resource management capabilities. Opus One Solutions was acquired by GE Digital in late 2021, and the brand shows up in GE Vernova communications around grid software. Most public hiring signals now sit closer to the GE Vernova ecosystem than a standalone startup-style careers presence.

Locations and presence

Opus One Solutions is closely associated with Toronto, Canada, with the wider product footprint tied to GE Vernova’s grid software business. Early-career opportunities that touch this work are more likely to be listed under GE Vernova early careers and grid-software postings than under a dedicated Opus One Solutions graduate hub.

Palpable Score

42.2

/ 100

Opus One Solutions has weak early-career visibility as a standalone employer today, mainly because public job availability and candidate guidance are limited and sometimes effectively “resume-drop only.” The best early-career pathways appear to route through GE Vernova’s early-career programs rather than clear Opus One-specific junior hiring.

Pillar 1: Early-career access

Score

6.7

/ 20

The company shows no consistent stream of 0–3 year roles on the official Opus One Solutions job board, with periods showing no active openings.
Opus One Solutions does not present a dedicated graduate, internship, or apprentice intake under the Opus One brand, so entry-level access looks intermittent.
The company’s most visible early-career routes appear to sit under the parent organisation’s early-career programs rather than a repeatable Opus One Solutions pipeline.

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Pillar 2: Hiring fairness and transparency

Score

11.2

/ 20

The company uses an ATS-style application page rather than informal inbox-only hiring, which is a baseline fairness signal.
Opus One Solutions currently points candidates toward sending a resume for future roles when openings are not listed, which reduces transparency on timing and selection criteria.
The company does not publish a candidate-facing process guide for Opus One roles covering stages, assessments, or feedback norms.

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Pillar 3: Learning and support

Score

8.5

/ 20

The company sits inside a safety-and-reliability-critical domain where juniors can learn quickly from real customer problems and complex systems.
Opus One Solutions does not publicly describe onboarding, mentoring, pairing, or structured ramp plans for early-career hires under the Opus One brand.
The company’s public-facing recruiting materials do not spell out how early-career staff get coaching day to day, so support quality cannot be verified.

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Pillar 4: Pay fairness and stability

Score

9.0

/ 20

The company does not consistently publish salary ranges for Opus One Solutions roles on the official hiring channel, limiting early-career pay clarity.
Opus One Solutions has only thin third-party compensation coverage, which is not enough to judge fair entry-level pay with confidence.
The company’s acquisition into a larger group can improve benefits stability in practice, but Opus One-specific reward detail is not clearly published.

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Pillar 5: Early-career outcomes

Score

6.8

/ 20

The company has very limited public employee-review coverage under the Opus One Solutions name, which makes outcomes hard to validate.
Opus One Solutions is referenced in external press and partner communications post-acquisition, which supports business continuity but not early-career progression proof.
The company does not publish cohort outcomes such as intern-to-offer conversion, promotion timelines, or 12–24 month retention for junior hires.

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