A place to work - Recensione dipendente - Senior Software Engineer presso L3Harris

3,0
6 ott 2019
Consiglia
Gradimento del CEO
Pronostico commerciale

Vantaggi

OK if you want a steady job that doesn't push the envelope.

Svantaggi

Not much exciting work, but a lot of legacy crap to be maintained. Expect to work in a lab most of the time, with very little time at your desk. The company is good at finding more work to do, but with not enough people to do that work. The bureaucracy and security paranoia here is staggering. I mentioned a lot of my concerns at the exit interview, but it was interesting to notice that they never took any notes. To me this means that either they have heard these concerns a lot (and haven't addressed them), or that they just don't care. Oh, and this is one of those companies that terminates your benefits on your last day of work, even though you may have paid the premium through the last day of the month.

Esplora altre recensioni su L3Harris

5,0
8 giu 2026
Consiglia
Gradimento del CEO
Pronostico commerciale

Vantaggi

The compensation and benefits package are very strong and attractive

Svantaggi

They doesn't allow remote work

2,0
5 giu 2026
Consiglia
Gradimento del CEO
Pronostico commerciale

Vantaggi

Missions are impactful to the world Top talent in specialized fields Wonderful people Respectful environment

Svantaggi

Processes and policies are not robust enough to support the large growth / merger, which leaves everyone operating in silos and interpreting things in their own ways Shared service model is not structured properly Not enough critical thinking around how budgets should be allocated for tools, capital, and salaries Higher level leaders are too in the weeds and not working on the harder strategic aspects Businesses are not aligned with common products to gain best synergies as all businesses fight to defend $s not what actually makes sense for the company (radios sharing same suppliers are in completely different segments; CCAs are built across 10+ different factories managed by different management teams instead of a couple of large COEs) All leaders felt unempowered due to lack of ownership of budgets. Budgets were set but then adjusted at further levels without any additional discussion of new targets and how to achieve. Then budgets would be reallocated a few months into year if you weren't demonstrating that you truly need it. This drove teams to spend heavy up front and not make the smartest decisions at times

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