Leidos reviews

- Salary: Leidos is not as competitive as other federal contractors and negotiation in salary is hard to facilitate. -Promotion: Leidos is hard set on promoting individuals regardless of your accomplishments. It is an antiquated system that only looks at years in service. This may be case by case basis but it has led to a lot of turn over in my years within the organization Turnover: Similar to the above, Leidos has a lot of turnover as young adults/ early career professionals are in need of higher salary to afford the cost of living in there areas. Look at where major Leidos facilities are, most are in major cities & I strognly advise you research your options. Leidos has a hard time being competitive by offering appropriate salaries. They tend to rake in there profits on federal contracts and offset their employee base. If you were to make $75K in salary the contract you support may allow $90K but Leidos will keep the profit. In any case a lot of their employees are indirect so those profits get offset into indirect profit pools. Keep that in mind. - Age: To the young professionals out there, Leidos tends to higher a lot of young people however beware; Most leave because they find better opportunities with better pay. A lot of the workforce despite what you may hear are older professionals with lots of experience. There are pros and cons however be weary. Management: Leidos management is spectacular however, not many things can shift unless you are respected by your peers. Line level management has no issues, senior management should rid their antiquated ways of conducting top-level , bottom-down style of implementing strategy. Keep in mind that senior management don't do a lot of the workforce related tasks. They make it seem that what they are doing has huge impact on the workforce and growing the company but it does not. Leidos only grew exponentially because of the merge with LM. There was a lot of turnover during that period and management did not take to a successful LM business group and their ideas. In any case, Line Level management is great within Leidos. Trust your direct managers. They are your tool and WILL help you grow. They make the company.

While Leidos is the carryon of the previous employee owned SAIC, the corporate philosophy has changed quite a bit. SAIC was known for seeking out well qualified employees and putting much emphasis on keeping those employees with the company. This was done by combining relatively generous pay, employee ownership options, and a management style that emphasized streamlined overhead. This is not the current atmosphere within Leidos. It started to change in the mid-2000s as the company moved toward an emphasis on expansion and generating new revenue streams and less on nurturing long term revenue streams. The result was a greater turn over rate in employees as the emphasis switched from keeping more seasoned (expensive) people in positions they had held for a long time to hiring less expensive employees that could be plugged into new contracts that were also turning over much more quickly. When SAIC went public and then spun off Leidos the emphasis has been more focused on new money and on reducing costs primarily by moving toward a less experienced work force. There has also been a greater focus on the expectation that employees will offer time to help the company generate new revenue through bid and proposal support. This results in a number of cases where as employees start to have skills that could help with bid and proposal work they will be "encouraged" to offer to work their normal 40 hour week and then support bid and proposal work in extra (non-paid) hours. While it is not every week, employees that have been with the company a couple of years can expect to provide about 80-100 hours (unpaid) a year to corporate efforts just to meet minimum expectations. This is not something exclusive to Leidos, but it seems each year the pressure for this type of support is greater. While initial pay still seems to be on the higher side for new employees, the annual pay increases have largely stagnated over the last few years. In the past, you could expect employees with average performance reviews to see something akin to government cost of living increases and above average rated employees saw increases up to a few percentage points above the cost of living increase. The emphasis on new money/business which in many cases is won by low cost has resulted in less emphasis on keeping long term employees around. While the company does offer some assistance for employees that find themselves needing to find a new position (due to contract changes) will largely need to find something themselves, especially if they are in the mid-to high salary range.