HighLevel
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HighLevel Career Growth & Development
This page was generated by Built In using publicly available information and AI-based analysis of common questions about the company. It has not been reviewed or approved by the company.
What's career growth & development like at HighLevel?
Strengths in learning access, growth culture, and challenging opportunities are accompanied by unclear advancement mechanics and uneven training depth. Together, these dynamics suggest a strong environment for skill development and exposure, while promotion pathways and structured support may require team-specific validation.
Positive Themes About HighLevel
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Training & Education Access: Feedback suggests employees have access to educational stipends, mentorship, leadership programs, and “world-class education programs” with virtual workshops and certifications that expand skills. Structured offerings like HighLevel Academy and AI skill enablement indicate accessible learning pathways across roles.
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Growth Culture: Feedback suggests the company emphasizes a workplace where “ideas matter,” “skills grow,” and work drives innovation within a supportive, collaborative environment. Autonomy with clear direction and significant R&D investment reinforce a culture oriented toward continuous improvement.
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Challenging Assignments: Feedback suggests rapid growth and ongoing innovation create chances to adapt, learn new tools, and take on new challenges as scope expands. Exposure to AI initiatives and a broad product surface area offers meaningful, high-impact problem solving.
Considerations About HighLevel
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Unclear Advancement: Feedback suggests there is no public, explicit “promote-from-within” policy and roles appear to be filled both internally and externally. Mobility experiences are described as mixed and advancement clarity appears to vary by team.
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Lack of Learning & Training: Feedback suggests some experiences reference “subpar training” and uneven onboarding depth. The fast pace can make structured training inconsistent across teams.
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Opaque Promotions: Feedback suggests there is no clear public commitment or published metrics on internal promotion practices. Candidates are advised to seek specifics on promotion criteria, timelines, and internal mobility during interviews.
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