Pros
LevelBlue has a strong customer base, and the customers are one of the best parts of working here. Many clients are mature, engaged, and genuinely value the expertise consultants bring to the table. The work often feels meaningful because you are helping organizations address real security, compliance, and risk challenges.
There are also many talented people across the organization. The company has inherited strong consultants, technical specialists, incident response professionals, assessors, and advisory leaders from AT&T Cybersecurity, Trustwave, and Stroz Friedberg. When the right people are connected, the depth of knowledge across the business is impressive.
The variety of work is another positive. Employees can gain exposure to different industries, security frameworks, technologies, and client environments. For people who enjoy solving complex problems, there are plenty of opportunities to stretch professionally and build broad experience.
The LevelBlue brand also has strong potential. If the company can better integrate its legacy organizations, align sales and delivery, and operate as one unified team, it has the foundation to become a much stronger player in the cybersecurity consulting and managed security space.
Cons
LevelBlue appears to be acquiring companies faster than it is integrating them. While the organization has strong talent across the business, the lack of operational alignment is becoming a real challenge.
Sales turnover seems to be draining the pipeline, and the remaining sales teams often continue working primarily with consultants from their former organizations rather than leveraging talent across the broader LevelBlue organization. This creates uneven utilization, missed collaboration opportunities, and reinforces legacy silos.
There are also multiple teams performing similar delivery work with limited communication or coordination between them. Instead of operating as one unified company, many parts of the business still feel like separate entities under the same brand.
The integration gaps are also visible externally. New Statements of Work still go out under legacy names such as AT&T Cybersecurity, Trustwave, and Stroz Friedberg, which creates confusion and makes the company feel less unified to both employees and clients.
The latest round of “Recognition Awards” and merit increases also felt like a slap in the face to many employees, especially those who have not received a meaningful increase in more than two years because of pending acquisitions, organizational uncertainty, or delayed integration decisions. Recognition is important, but when compensation has been stagnant for extended periods, small awards or limited increases can come across as tone-deaf rather than motivating.
Compensation and bonus communication has become far less transparent. In the former organization, employees could see how the overall bonus pool was funded, how the company and individual regions performed, and how an employee’s individual rating contributed to their bonus outcome. Under LevelBlue, that visibility appears to have disappeared. Receiving the highest possible performance rating and still receiving a bonus of less than 3%, with no clear explanation of the calculation, funding level, or decision process, was extremely discouraging and made the process feel opaque and disconnected from performance.