Vantaggi
There is usually sufficient parking.
Svantaggi
Northrop Grumman is the worst company in the aerospace industry. The level of incompetence of the current management has brought shame on one of the most storied names in aviation and space history. Northrop is a conglomerate of many acquired companies whose legacy the management has systematically destroyed. The primary criteria for elevation into the upper ranks of leadership are whether you're buddies with the old boys network that is already there. They surround themselves with sycophants who tell them how wonderful and effective they are while meanwhile the company disappoints its customers every year with broken promises, broken deadlines, broken budgets and broken hardware. There are three kinds of people who work at Northrop Grumman: kids fresh out of college who don't know any better but learn quickly and leave within 12-24 months; people who aren't capable enough to get a job at a real aerospace company; and people who worked for decades at one of the legacy companies and are pretending they can't see the state into which the current company has fallen, or hoping that the evidence in front of their eyes is somehow wrong. Northrop Grumman is chock-full of textbook examples of how not to run a company. When problems are brought to the attention of upper management, they blame the messenger and ostracize them. So engineering quickly learns not to bring any problems to the attention of management, such that everything becomes a last-minute surprise even if it was known for years. Senior engineers and managers who have been around long enough effectively have "tenure" and are abrasive, rude, and demeaning to the younger engineers that they should be mentoring. The company is hemorrhaging any and all of its high quality talent to, well, everywhere else in the industry, where pay is higher, working conditions are less abusive, and achievements are associated with the people who made them, not their bosses' bosses' bosses' bosses who barely know what the program even is, but are happy to take credit for it in front of the CEO. Want to buy a part through supply chain? Good luck- it's so broken that you'll be doing 18 months of paperwork to buy a pencil. Need to hire someone? Get ready for a titanic argument with HR and engineering about whether they've been allocated enough budget to staff one person on a job that at any sane company would take give. Want to make an engineering change on something that's clearly broken? Get ready for an army of vested interests to fight you on it so they don't have to do any work or possibly be blamed for having made a mistake in the past. Promotions are made based on who can blame others for their own failings more effectively and offer more worship to upper management. Decisions are made in a vacuum based on gut feel by people with a track record of disastrous decision after disastrous decision. The culture is one of fear of provoking the attention or notice of upper management, lying about problems because those who tell the truth about them are punished, and having technically incompetent managers cram down irrational engineering solutions on their teams; with some luck, the next week they'll forget they told you to do that and you can move on with something that makes sense. Virtually all high-potentials leave the company as soon as they can find any better option. HR views all pulses as identical, so if a 35-year veteran or a super-sharp rising star leaves the company and is replaced with someone with two months of experience in ice cream cone engineering, it's marked as a win. Even better if you can hire two, because now you're growing the company. Trying to get promoted, if you want to play that game, is much like how you might imagine the mafia to operate: you must display absolute loyalty to the boss in the most theatrical fashion possible, obey their every whim, no matter how stupid or unethical, and if you ever dare to even think about leaving, even to another division of NG or another program within the same division, you're dead to them forever. On the other hand, the (all-white) "made men" who surround the bosses are able to dictate operating terms with an iron fist to a wide variety of programs in which they have little or (more often) absolutely no technical, managerial, financial, or business competence whatsoever. To the extent the company continues to win and execute business, it's due solely to a combination of luck and the small cadre of hard-working veterans who continue to labor, day-in and day-out, with no recognition, reward (financial or otherwise), or realistic hope of promotion, because they really care about delivering for the customer. This group is shrinking rapidly and will soon be gone. For everyone else, the toxic and abrasive culture of cronyism, abuse, incompetence, inertia, and below-market comp drives them out very quickly, unless they're so poor at their job that they literally can't find work anywhere else in the industry. If you're seeking a job in aerospace, look anywhere else.