"great company vision, leadership is involved and strong financial performance"
"Decent place to work. Good work-life balance."
"I do not want to write a review."
"Northrop Grumman is an excellent company. Employees are treated with respect and work environments are welcoming and well equipped. Management is mostly laid back and not extremely controlling. Engineers get some wiggle room to decide the best course of action without bureaucratic influence. Overall I highly recommend Northrop."
"Worked for Northrop Grumman, a lot of challenges and micromanaging is lead to the inability for supervisors and managers to excel and grow with the company"
"Northrop Grumman, like IBM some 40 years ago, is typical of a company that has not adjusted to corporate evolution."
"Northrop Grumman is a solid employer. The company leadership is proactive when it comes to addressing concerns and has placed an emphasis on diversity at all levels."
"Northrop Grumman is a good place to get started as a software engineer and gain some exposure to the kind of things and impacts software-run systems can have. One's experience will vary by project. The technology is ancient compared to modern standards. Compensation aligns well with the aerospace industry but severely lags when compared to the software industry. I would recommend it if you are just starting your software career and need somewhere to gain some experience, but for no longer than a few years; otherwise, you will stagnate."
"It's a pretty okay company. It's a massive bureaucracy with some very smart people and a fair number of not-so-smart people, but what you're really going to find are a lot of unmotivated people. There's nothing super exciting about it, but it's steady work and the pay is really not bad. They mostly make weapons and do other ethically questionable things."
"NGAS has too many problems to remain competitive. Engineers are often forced or actively encouraged to work extra hours without any additional compensation and are exploited as "acting," performing at higher pay and without actually getting paid in those pay bands. Any and all incentives/contract fee/awards are hoarded among the VP/Director levels, line engineers don't see anything. You get slammed for showing any individuality or initiative if it can't be claimed by your boss as his/her own idea. People are dejected and disengaged as they watch their benefits eradicated year after year, each year fewer holidays, pensions eliminated, etc. Young people are finally getting smarter, using the company to get their MS and then immediately leaving for better companies with higher salaries. NGC salaries are about 50K under what engineers can get elsewhere. There's no reason to stay and every reason to leave."
"I've worked for NGC for 3 years, 2 as an intern and 1 as an employee. The company supports its employees and pays for school as well as having deals with schools, so you can get your masters on campus with classes on the off Fridays. The 9/80 work week is great and they shut down from Christmas to New Year's every year by using all the floating holidays then."
"I worked for Northrop Grumman for 12 years and in the last 7 years they have shown that they are not a very ethical company. They do not care why people quit when it is for poor management reasons or due to retaliation. They sell products to one customer, then use the same parts from that product on another product to sell it to another customer."
"Xetron was a great company until Northrop rolled in and ruined it. Benefits eliminated or weakened, poor raises, age discrimination, toxic work environment reduces or eliminates open collaborative work. If your particular project goes bad you will be blacklisted by management even if it is not related to your effort."
"Northrop Grumman is highly focused on improving shareholder value. One method the executives are using is to minimize employee pay and benefits. Salary increase pools have averaged 2% for 4 years. Managers find it impossible to get grade level upgrades approved for well qualified employees, which results in turnover as employees leave to find a pay raise. In 2014 bonuses were shifted to managers and senior employees from less experienced team members. Very large government contract award fees generated by dedicated employees is not shared with the team below the director / VP level. Workloads are highly varied among skills and projects. Many employees work more than 400 hours of overtime year after year, while others work none and are underutilized. Pay-for-performance is ineffectively implemented resulting in very low morale in some organizations where work load and results do not correlate with pay raises. Employee survey results showing low morale are ignored and re-surveyed as if the answers should magically change without some leadership effort. For the lucky employees that find a great group, with leadership that recognizes their effort, Northrop is a great place to be. For many others, it’s only a sustaining job until a better opportunity arises. Before accepting a Northrop job, find out if the opening is a replacement for a recent departure rather than growth. That likely indicates the manger can’t keep their employees satisfied."
Update your browser to have a more positive job search experience.Upgrade My Browser