Nexthink
Nexthink Career Growth & Development
Frequently Asked Questions
Career growth at Nexthink is supportive, open and flexible. People are encouraged to take an active role in their development, and the company provides the structure and resources to help them move forward at a pace that feels right for them.
Growth starts with having regular conversations about goals, progress, and what someone wants to explore next. These discussions aren’t limited to yearly cycles — they happen throughout the year, so employees always know where they stand and what they can work toward. Nexthink complements this approach with quarterly check‑ins, which offer more frequent touchpoints to clarify expectations, adjust goals when needed, and keep development moving steadily. When it comes to promotions and compensation, decisions are based on real contribution — performance, market alignment, internal fairness, and how well someone demonstrates Nexthink’s values — ensuring the process remains transparent and grounded.
Nexthink offers two main career paths — Individual Contributor and People Manager. Both paths are equally valued, and employees can grow meaningfully in either direction. This gives people the freedom to choose the route that best matches their strengths and interests.
There’s also room to move internally. If someone becomes curious about another team or role, they’re encouraged to discuss it with their manager. Teams work together to make internal moves fair, transparent, and supportive, so people can evolve without feeling stuck.
Finally, the work environment itself creates opportunities to grow. Nexthink is active in areas like AI, analytics, and digital employee experience, which means employees often take on new challenges, experiment with ideas, or help shape emerging products and solutions. It’s a good place for people who enjoy learning and want to work on things that make a real impact.
Learning is a built‑in part of the job. Nexthink follows a simple development model: most learning comes from doing the work (70%), some from collaborating with colleagues (20%), and a smaller portion from formal training such as Coursera courses, leadership programs, conferences, or even language classes. These options help employees build new skills at their own pace.
Nexthinkers can also explore new paths through project-based work, cross-functional initiatives, and international mobility — from short-term expat assignments to full relocations that open doors to new teams and global experiences. Internships and early-career programs give emerging talent real exposure to innovation and leadership from day one.
Our learning ecosystem includes mentorship opportunities through the internally designed cross-functional NextLink program, manager and executive coaching, and development programs such as New Level Manager Training and NextLeader to help emerging leaders build confidence and capability. We also offer Coursera access for continuous learning and tuition reimbursement for master’s programs to support long-term academic and professional goals.
At every stage, employees are encouraged to keep growing, take on new challenges, and shape a career journey that evolves with them — supported by a company that truly invests in their potential.
Nexthink Employee Perspectives
How do you structure mentorship and technical learning for engineers?
We run a yearly mentoring program, open to all employees who have been with the company for at least six months. Both mentees and mentors complete a survey, and based on this information, we manually match pairs, also consulting with managers and mentors for each match. This approach has consistently led to high-quality pairings and has been very well-received over the years.
The program lasts for four months, with the option for each pair to continue the relationship afterward if they wish. For technical learning, we maintain a curated database of resources across various topics. We also gather learning needs through group and manager meetings to identify new or specific requirements. In addition, we offer individual learning and development plans to support mid- and long-term learning goals.
What internal mobility or upskilling programs have you launched recently?
We offer opportunities for internal mobility across divisions and departments. Through individual L&D plans, we support career growth, whether that involves transitioning to a new role, team or department, or focusing on upskilling and developing deep expertise in a specific area.
We also run an ongoing soft skills program, with a strong focus on key competencies such as communication and leadership.
In addition, like many other companies, we place significant emphasis on developing AI skills within our teams. This program has been running for the past two years and is tailored to different levels of seniority and expertise.
How do you identify and support future technical leaders?
We have eight levels of expertise for software engineers, ranging from Level 1 to Level 8. From Level 4 onward, engineers become eligible to take on the role of technical leader. Most of our technical leaders are at Levels 4, 5 or 6.
Candidates for this role are typically proposed by engineering managers, although input from their teammates is also taken into account. Technical leaders have dedicated communication channels to support them in their role, and we reach out to them for specific training opportunities. They are also consulted — along with their managers — on team training needs as well as on the adoption of new tools and processes.
Nexthink Employee Reviews
What People Are Saying About Nexthink
-
Training & Education Access: Company materials describe a dedicated Learn platform with role-based curricula, certifications, and funded programs spanning onboarding through advanced tracks. The 2024 ESG focus on personalized learning and growth-mindset initiatives reinforces accessible, structured upskilling.
-
Internal Mobility: A formal internal mobility program is highlighted, with documented cross-function and cross-geography moves supported by managers. Cultural guidance encourages in-person collaboration to build visibility and "grow your brand" internally, aiding movement across roles.
-
Leadership Development: Careers and ESG content outline leadership pathways (e.g., Future Leader, NextLeader workshops) alongside manager and executive coaching. These programs are positioned to develop leadership competencies and prepare employees for expanded scope.
Nexthink's Benefits
Allows employees to pursue continuing education during work hours
Hosts Lunch and Learns
Job training & conferences
Offers mentorship program
Provides continuing education stipend
Provides online course subscriptions
Provides paid industry certifications
Provides personal development training
Provides tuition reimbursement
Provides virtual coaching services
Promote from within
Provides customized development tracks
