Pluspunten
GL Solutions can be a genuine launchpad if you're trying to break into tech from a non-traditional background. You'll get responsibilities sooner than you would at a larger company, project management, implementation, support, client work ,and there are talented, dedicated people throughout the organization who care about the work and the clients. I made friends I hope to last a lifetime. The Flathead Valley itself is beautiful, and my family enjoyed living here. I won't take any of that away from the company. But none of it is why I'm writing this review.
Minpunten
The company is run like a 5-person startup, despite being 27 years in business. Leadership demands extreme ownership from everyone, as if each employee held equity, and constantly invokes "friends struggling together." In practice, that framing asks employees to shoulder startup-level sacrifice with none of the startup-level upside; no equity, no meaningful raises, no path to a real payoff. You're being asked to bleed for a privately held company, which seems to be held together by duct tap. That math doesn't work for anyone but the owners. Leadership is highly reactive, and meaningful change is hard to come by. If your thinking aligns with the prevailing culture, you'll do fine, but fresh perspectives and ideas that challenge the status quo tend to go unheard, or actively shunned. Yes, GL is a business and must make money, that's understood. But financial pressure isn't a blanket justification for ignoring the people doing the work or letting trust and culture erode in the process. Culture is curated from the very top, and the tone leadership sets flows downward. Right now, that tone leaves a lot of capable people, often the younger talent coming in with fresh perspective, feeling like their input doesn't matter, because it doesn’t align with 25-year-old processes. Day to day, it can feel like Groundhog Day. The project management methodology is, in my experience, poor, and the underlying technology is well behind modern standards. Scope creep is constant and systemic. You'll be told there are no capacity issues while simultaneously being asked to absorb another team's backlog because they can't keep up. The 45-hour week is a floor, not a ceiling, busy stretches push well past that, and there are no lighter periods on the other side to balance it out. There is no comp time, no flex week, no recovery. The expectation is that you sustain peak output indefinitely, and if you can't, that's read as a you-problem. Compensation moves in one direction at GL: down. I started as a Project Manager, was promoted to Director of Operations, and after about a year in that seat the role was eliminated, my salary was cut by roughly $30,000, and I was moved into a Technical Services Manager position. That isn't a layoff or a performance issue, that's a company restructuring its own promotion away and asking the person to absorb the loss. In my two and a half years here, I’m not aware of many, if any, people receiving a raise. The company also converted hourly staff to salaried; based on the duties I observed, I think some of those reclassifications are worth a hard look under wage-and-hour law. Trust across the organization has eroded badly following layoffs and compensation changes, and there is real concern about where this company is headed. More than a few colleagues have described it to me, unprompted, as a ship taking on water. I share that concern. The talent that's leaving is not being replaced with talent of the same caliber, and the people staying are stretched thinner every quarter. I moved my family across the country for this opportunity. I ignored the negative reviews already posted here because I trusted my experience would be different. It wasn't. The way this organization is run took a real toll on me, I left with an impostor syndrome I'd never felt in my career, and I'd spent twelve years in the Army before this. That should tell you something about the environment. Before you accept any offer here, do your homework, properly. Read every existing review on this page carefully. Then go to LinkedIn and reach out to current and former employees who are not in leadership positions: individual contributors, mid-level managers, and people who left within the last two years. Most will respond. Ask them what a normal week actually looks like, whether they've received a raise, and whether the role they were hired into is the role they're doing today. The picture you'll get from those conversations is the real one. Interviews with leadership will not give you that picture. The reviews on this page are not exaggerations. They are not disgruntled outliers. They are accurate, and the people who wrote them were trying to warn you. I'm adding my voice to theirs.