If your thinking about taking a job with this company don't - Anonymous employee Leidos Employee Review

1.0
Oct 23, 2014
Anonymous employee
Recommend
CEO approval
Business Outlook

Pros

Time off is the only good benefit with this company. Working with direct employees is also good and most employees care about what they are doing.

Cons

The entire company lives in a culture of Monday morning quarterback. As a supervisor you are expected to make many decisions all the time. Then senior level management steps all over your decision and tells you everything you have done wrong. They never recognize employees when they do something right all you ever do is wrong in managements eyes. The entire company from David Heimbrook and Dave Bufter down care more about company rating and profits then the people who work here. Management views everyone as a number that can be replaced at anytime and you are not valued as a person. The company has done nothing to improve moral and most employees want to leave and are just waiting for retirement. there is no such thing as Job security and you can only expect to keep your Job from one month to the next depending on budget. The company has also not given out raises to employees for three years and they blame to government for every bad decision they make.

Explore other reviews about Leidos

5.0
May 15, 2026
Recommend
CEO approval
Business Outlook

Pros

Great culture, supportive management, encouragement for self development

Cons

Some decisions move too slowly.

3.0
May 27, 2026
Recommend
CEO approval
Business Outlook

Pros

Leidos provides opportunities to work on complex government programs with meaningful technical challenges. Depending on the contract and team, there can be exposure to cloud infrastructure, cybersecurity, systems engineering, networking, and mission-focused work that is difficult to find elsewhere. The company also has a large footprint, so there may be internal opportunities for people who are able to navigate the organization.

Cons

My experience was that the quality of management varied significantly by program. Communication around expectations, roles, and priorities was often inconsistent, and decisions that affected employees were not always explained clearly or handled in a transparent way. Work-life balance also depended heavily on local management. Flexibility that existed in practice could be changed quickly, and employees were sometimes left trying to reconcile changing expectations with existing workloads and personal obligations. In my view, the company would benefit from stronger oversight of program-level management decisions, especially where employee responsibilities, workplace flexibility, and performance feedback are concerned. I also found that technical decision-making was sometimes driven more by schedule pressure than by sound engineering judgment. On complex government programs, that can create unnecessary risk and frustration for employees who are trying to do things correctly.

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