OGP is formally (legally) part of the Government Technology Agency, but we practically function as a separate organisation.

We share a common mission with GovTech in that we’re building tech for public good.
However, we differ in that OGP has been set up since July 2019 to run separately from the rest of GovTech, so that we can take best practices from companies out there e.g. best tech and organisation practices from top tech companies, and apply them in the government domain to better deliver on tech for public good. OGP’s mission is threefold:

(1) Experiment on these best practices (from how we build tech products, the technologies we use, to how we run hiring, compensation, career tracks) in the public sector domain.
(2) Demonstrate what works in the public sector domain on projects and things which matter e.g. nationwide systems and products.
(3) Propagate these products and best practices to the rest of government, so that over time, we’re doing tech for public good well across the whole government.

OGP reports directly to GovTech and Smart Nation senior management, ie, our supervisory panel. We retain our own product ownership, run our own product teams, and have our own HR systems and practices.

In general, we look for people who show strong ability in the field they’re applying for, who care about tech for public good, who are strong communicators, and who take the initiative to make things happen.

We look more at demonstrated experience (e.g. side projects) than academic qualifications or specific degrees.

For product managers - we’re looking at candidates who show an entrepreneurial drive for public good.

An ideal candidate is one who shows tech know-how (understanding software engineering concepts, background in coding), good product sense in deriving product vision and road maps, and initiative.

We are flexible and leave this to the employee. We do not mandate a set number of days from home or from office. This flexibility is similar to how OGP functioned before COVID, where we believe we hire good people who will act responsibly, and do not clock-watch nor mandate where people work from.

We intend for work to always be hybrid in nature; OGP employees may be asked to come back for critical meetings e.g. regular team syncs, town halls, but generally we do not insist on this nor have fixed days or rosters

Generally, our interview process starts with screening, followed by skills-based interviews, and a final interview with the hiring managers. You can view more here.

For PM roles:

• CV Screening

• Phone screen

• Take-home assessment

• Resume deep dive + case study interview

• 1-hour interview with hiring managers

For Core/Senior/Lead SWE roles:

• CV Screening

• Online coding assessment

• 2 x technical interviews

• 1-hour interview with hiring managers

For Eng Manager roles:

• CV screening

• Online coding assessment

• 2 x technical interviews

• Leadership/people management assessment

• 1-hour interview with hiring managers
  

For other roles: Generally, follows the same format of screening, hands-on assessments, final interview round with hiring managers. Details are provided to all applicants at the point of application

OGP is currently a team of 110, and we’re looking to hire 50 more people in the next 3-6 months.

We intend to scale to nearly 200 within 2023. We’re actively hiring for roles in all functions:

• Product Management (Senior, Lead PMs; PM managers)

• Software Engineering (Core, Senior, Lead SWEs, Eng Managers)

• Product Design (Senior, Lead Designers, Design Managers),

• Product Operations (Product Operations managers),

• Policy Team

• People Team (Hiring, People Operations).

We welcome applicants to any of these roles.

In general, we look for people who show strong ability in the field they’re applying for, who care about tech for public good, who are strong communicators, and who take the initiative to make things happen.
We look more at demonstrated experience (e.g. side projects) than academic qualifications or specific degrees.

For software engineers - we work mostly in TypeScript, though we do not require experience in any specific programming language or technology.

We look for people who have a demonstrated ability to build software + who can write code to solve programming problems.
We look for individuals who can not just code, but also take and reason about code with other engineers as well as non-engineers.

Yes, when a job posting is removed from our career page, it could mean that the position has been filled, hiring has been put on pause, or no longer hiring