Lockheed Martin Senior Software Developer reviews

High management to employee ratio on smaller teams. Leads tend to be hard to get a hold of and sometimes you have as many leads as employees. They system of management sets work up so that teams are intentionally kept apart and that management is the only proper means of communication. My belief is that this setup is designed for their larger projects which are over 60% of their contracts but they try to apply the same design across the board. However, it just causes chaos on small teams and breaks down communication when partner teams (electrical, systems, software, I&T) can't work together directly. Maybe this works better on larger projects like their F-16 contract which I believe is 50% of their revenue (public data). Skill doesn't necessarily bring about leadership. Many times people are asked to apply online if they want to move up to a higher position instead of just being given promotions based. When problems occur, whether corrective action is taken is dependent on who's in your chain of command and who the complaint is about. Many times double standards are held if the issue occurs with a lead even if documentation can be provided. Common consensus seems to be LM is just a big company, its just what happens and you accept it. (Many LM employees have also only ever worked at LM)

Only path to upward mobility is if you're friends with the managers or they really like you. Qualifications and experience don't matter when promoting from within. Low pay for experienced professionals (about 10% below market), poor medical benefits, struggling to recruit the right talent for some of the work they're trying to do. They have a long way to go for diversity & inclusion.