Company details

HEADCOUNT

100-499

ORG TYPE

Corporate

SECTOR

Technology & Digital

WEBSITE

http://www.opustech.co.uk/

About the company

Opus Technology is a UK managed service provider covering managed IT, business telecoms, contact centre, mobile and IoT, plus managed print. The company markets itself as a large independent MSP serving 1,000+ organisations across the UK. Public materials put a lot of weight on culture and employee benefits, including AXA private healthcare and regular company-wide events. Opus Technology also publishes vacancies through an ATS alongside some direct email applications.

Locations and presence

Opus Technology is headquartered in Reigate, Surrey, and also lists offices in London (Cannon Street) and Hitchin (Hertfordshire). Roles appear UK-based, with a mix of office, hybrid, and field work depending on team.

Palpable Score

69.0

/ 100

Opus Technology looks like a solid early-career bet if you want a junior role inside an MSP environment, with clear benefits, a visible “junior” engineering opening, and strong employee sentiment on public review platforms. The score is capped because entry-level hiring is not consistently signposted, salary transparency is inconsistent across roles, and the interview process detail is still fairly light.

Pillar 1: Early-career access

Score

14.0

/ 20

The company advertises a Junior Project Engineer role that is explicitly framed as learning into a “fully-fledged Project Engineer,” which is a real junior on-ramp.
Opus Technology’s Project Provisioning Co-ordinator vacancy asks for around 1 year of telecoms or customer service experience, which is reachable for early-career applicants.
The company’s current ATS-listed roles also include more experienced requirements (for example 2nd Line IT Field Support Engineer with “3+ years” desirable), so early-career access is present but not the dominant hiring pattern.

Pillar 2: Hiring fairness and transparency

Score

14.0

/ 20

The company states that applications are reviewed by humans and that AI is used only for admin support, which is a concrete transparency signal for candidates.
Opus Technology uses an ATS (“View our current vacancies” leading to a formal apply flow) which usually reduces lost applications compared with email-only recruitment.
The company also runs some vacancies via “email your CV and covering email” pages, and those pages do not spell out stages, timelines, or assessment criteria.

Pillar 3: Learning and support

Score

15.0

/ 20

The company repeatedly promises “personalised training and development pathways” in both the benefits list and individual ATS job ads.
Opus Technology’s Junior Project Engineer description includes exposure to end-user training, remote support, and project work alongside engineering and project management teams, which reads like hands-on learning rather than being parked on ticket queues.
The company does not publish a role-by-role ramp plan (buddying, 30-60-90 day goals, coaching cadence), so the learning structure is credible but not fully inspectable from public information.

Pillar 4: Pay fairness and stability

Score

13.0

/ 20

The company offers a substantial benefits set for a mid-sized employer, including AXA private healthcare for all employees, pension, life insurance, and holiday buy/sell options.
Opus Technology publishes salary ranges on at least some ATS listings (for example a 2nd line field role advertised at £40,000 to £42,000), which is a meaningful pay-transparency signal.
The company does not consistently publish salary ranges across the junior-accessible roles shown on the “info” vacancy pages, which limits early-career pay confidence before applying.

Pillar 5: Early-career outcomes

Score

13.0

/ 20

The company has very strong Glassdoor ratings and category scores (including career opportunities), which suggests many employees feel the environment is supportive and growth is possible.
Opus Technology points to external recognition through Best Companies awards, which is a useful proxy for engagement, even though it is not a direct early-career outcome metric.
The company does not publish measurable outcomes like early-career retention over 12–24 months, promotion timing, or apprentice-to-perm conversion, so outcomes rely heavily on reviews rather than hard progression data.

Useful links & resources

Careers at Opus Technology Opus Technology vacancies (ATS)Junior Project Engineer vacancy