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      Next Level Solutions

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      Next Level Solutions reviews

      Wolf in sheep's clothing - Software Engineer Next Level Solutions Employee Review

      2.0
      19 Feb 2026
      Software engineer
      Recommend
      CEO approval
      Business outlook

      Pros

      *Dogs in the office *Well stocked bathrooms, if you run out of TP its your own fault

      Cons

      *CEO and especially the COO don't care about the employees one bit. How do I know that? Well it's clear when from their stage they say they do but their actions don't reflect that. A COO that is so disconnected from the work force that you have to wonder what's really going on with him. CEO is more personable so that is pro for him. *Also with the COO...how does someone with 0 people skills get to be in a position of overseeing operations? How can a guy that won't look you in the eye or avoids their workforce get into that level of leadership? *Favoritism runs RAMPET in management. If you want to get ahead you better learn to say yes to everything, NEVER question a decision, and play golf/become drinking buddies. *Loyalty means nothing at the end of the day. The only thing NLS is loyal to is making sure those in management doesn't feel the burden of a slowly dying company. *Hope you like watching leadership live a wonderful life while you work yours away for low bonusses (based off of factors that NO ONE outside of management can control. Sorry but I can't help that my coworkers leave or that the sales team didn't close any deals), and overall a company that once had morals but has now sold out to the corporate mindset. *AI is here for your job...don't believe me? Go ask the VP's about their plans to use AI to do 80% of development and qa work. If you don't like the idea of AI taking your job then look somewhere else for employment. Once NLS has drained you of your knowledge you will ride the bench till they "lay you off". *Sales team is a joke, and not the haha kind of joke. *Strong push for the workers to introduce, develop, present, and find ways to save NLS. So if you like "hackathons" where you have to figure out ways to fix industry issues and then make those products so NLS can sell them while all you receive is a nice $100 gift card then by all means this is the place for you. For the rest of us who don't like giving away our best ideas/talent for no benefit...again...look elsewhere for employment. *You want to be recognized for your hard work and years of service? Well...to bad! NLS only recognizes those who push their agenda. People who have positions that are strong customer facing. So if you're more in the background "doing good work" well...nuts to you. You better enjoy watching people who do more butt kissing get the recognition then those who are in the trenches everyday keeping the lights on.

      avatar
      Next Level Solutions Response
      3mo
      Thank you for sharing such a detailed perspective after five years with the company. I recognize the frustration regarding how recognition is handled and the feeling that those 'in the trenches' keeping the lights on are overlooked in favor of those in high-visibility roles. Leadership understands that for a company to truly evolve, we cannot rely solely on hackathons or internal initiatives without ensuring the people who provide those ideas feel the benefits of that success. It is clear that as we have grown and added layers of directors and VPs, many of our long-tenured staff feel increasingly distant from the decision-makers. Leadership is currently evaluating how to make our bonus structures and performance cycles more transparent and under an individual’s control, rather than tied to factors that feel out of reach. Regarding AI, I want to be clear that our goal is to use these tools to augment our development and QA work, not to drain and replace the talent that built this company. However, I realize that actions speak louder than words, and the recent layoffs have understandably shaken that trust. We appreciate the years of service you gave to NLS. Your feedback regarding 'management-heavy' structures and the need for more authentic leadership is a significant takeaway for us as we move forward.

      Explore other reviews about Next Level Solutions

      5.0
      18 Mar 2025
      Anonymous employee
      Recommend
      CEO approval
      Business outlook

      Pros

      The employees and leadership at NLS are hard working, generous, understanding, and look to employees to help lead the way in services provided to clients.

      Cons

      The loudest voices tend to stir the pot the most.

      avatar
      Next Level Solutions Response
      1y
      Thank you for your review and for being part of NLS over the years! We’re so glad to hear your experience has been shaped by great colleagues and leadership who are focused on collaboration and service. We also appreciate your honest perspective. Creating a positive and productive environment means continuing to listen to all voices - while also staying focused on what moves us forward as a team. Thanks again for sharing your thoughts and for all you bring to NLS.
      2.0
      12 May 2026
      Anonymous employee
      Recommend
      CEO approval
      Business outlook

      Pros

      Benefit package which includes PTO

      Cons

      Upper Management only cares about themselves and doesn't listen to the employees. They don't care when someone leaves. They are promoting people into upper management that have no business being in charge not only of people but a company. They are not transparent like they claim they are and only care about certain people and are not addressing the real problems. If they would listen to their employees and fix the REAL problem, the company would succeed. They tell you to come to them and let them know what the problem is. When you do, they don't listen or do anything about it.

      2
      avatar
      Next Level Solutions Response
      1mo
      Thank you for sharing your feedback. You're describing a specific pattern: you spoke up, and nothing happened. That's not a gap in our process. That's a breakdown in trust, and those don't get fixed by telling people we have an open-door policy. You called out the People team directly. When the people responsible for culture and employee experience don't get it right for an employee, it can show up everywhere, and you felt that. Putting people into leadership who aren't ready to lead people can be damaging. It's a fair criticism to make, and it deserves a real answer, not a line about how we're committed to developing great leaders. We're looking at how feedback moves inside this company and whether our actions match what we say we believe. That work isn't finished.
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