Company details

HEADCOUNT

25-99

ORG TYPE

Startup

SECTOR

Finance

WEBSITE

https://www.ozefinance.com

About the company

Oze is a Ghana-founded fintech building tools for small businesses across Africa, combining a mobile app for recordkeeping and payments with products that help lenders underwrite and manage SME loans. Oze positions the mission as helping entrepreneurs make data-driven decisions and access capital. The company operates across multiple African markets, with public office contact details for Accra and Lagos and additional regional numbers listed on the website. Public hiring signals are strongest on the company careers page, LinkedIn job posts, and employee and interview feedback on Glassdoor.

Locations and presence

Oze lists Accra as headquarters and shows a Lagos location on LinkedIn, alongside multiple office contact lines on the company website. The team is described as remote-friendly with either fully remote or hybrid schedules.

Palpable Score

64.4

/ 100

Oze is more graduate-friendly than many similar-stage fintechs because the company publishes real learning benefits, equity participation, and a culture that explicitly includes interns in information sharing. The score is capped by limited visibility of consistently junior-scoped open roles and a lack of public proof on promotions or intern-to-offer conversion rates.

Pillar 1: Early-career access

Score

12.0

/ 20

The company has a public track record of taking interns, including an internship experience write-up tied to Oze in Accra.
Oze hires across functions like lending operations, activation and customer-facing roles, which can be more accessible for 0–3 year candidates than product or engineering-only startups.
The company’s careers page does not show a clearly labelled recurring graduate intake or internship cohort schedule, so early-career access depends on timing and role-by-role postings.

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Pillar 2: Hiring fairness and transparency

Score

15.0

/ 20

The company has public interview feedback describing a three-stage process with feedback, flexibility, and disciplined scheduling.
Oze runs a central careers hub with role pages and a clear apply flow, which is easier for first-time applicants than informal inbox hiring.
The company does not publish a standard interview timeline or assessment expectations on the careers page, so candidates still need recruiter clarity on what to prepare.

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Pillar 3: Learning and support

Score

13.8

/ 20

The company lists an annual professional development budget for each team member, which is a concrete learning investment rather than a vague perk.
Oze explicitly says information is shared “from the C-Suite to the interns,” which is a practical signal that juniors get context and can learn faster.
The company does not publish onboarding mechanics like buddy systems, ramp plans by role, or review cadence, which limits how confidently support quality can be assessed.

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Pillar 4: Pay fairness and stability

Score

11.8

/ 20

The company offers stock options to full-time team members and frames ownership as a core value, which supports long-term alignment.
Oze publishes stability perks that matter early-career, including health insurance, paid annual leave, work tools on day one, and an internet stipend for full-time staff.
The company does not consistently publish salary ranges in job posts, so pay competitiveness for entry-level roles can’t be validated from public evidence.

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Pillar 5: Early-career outcomes

Score

11.8

/ 20

The company has strong employee sentiment signals on Glassdoor, including high overall ratings and positive marks for career opportunities and work-life balance.
Oze has limited public evidence of structured progression outcomes like promotion timelines, intern conversion rates, or retention over 12–24 months.
The company’s LinkedIn footprint shows a meaningful employee base and multi-country presence, but that does not replace concrete, published early-career progression proof.

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