Great job but would never work for this federal contractor again - Military & Family Life Counselor Leidos Employee Review

1.0
Jul 12, 2022
Recommend
CEO approval
Business Outlook

Pros

The pay is decent, although lower than what a counselor could make. Master's level and licensed counselors are required. MFLCs who work in schools only get paid when school is in session so do not receive pay during conference days, winter break, spring break and summer break which lowers the actual pay received for the year. The MFLC position is embedded in schools and military bases/posts so there is complete confidentiality for people/students who access services. Therefore, there is no clinical notes and no written records.

Cons

They invented the procedures and processes for MFLCs on the fly and things changed constantly. The MFLCs they brought on board were already in positions around the west half of the U.S. and overseas and the company stumbled badly by not being prepared which impacted the MFLCs' abilities to do their jobs. And it never got better. Constant tech issues, unclear job boundaries, lack of support from higher ups, shifting priorities were the norm. It seemed like all that was important was getting people into positions and not a huge priority to provide support.

Explore other reviews about Leidos

5.0
Jun 22, 2026
Recommend
CEO approval
Business Outlook

Pros

Ability to work from home

Cons

There is few opportunities to promote

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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