United Launch Alliance

Part
01
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Part
01

SpaceX - Recruiting Processes

The major goal of the SpaceX company is to reduce the cost of space transportation and enable people to live on other planets. A report revealed that SpaceX recruiting processes involved multiple interviews and tests and their recruiting exercise is considered, as one of the most demanding processes in the United States.


SPACEX RECRUITING PROCESSES

  • SpaceX recruiting processes are quite strict due to the demand for the most qualified candidate.
  • There are two different means of working with the company, either through an internship or full-time job.
  • For job application, candidates must apply through the company's link and wait for a notification from the company to begin the recruitment process.
  • SpaceX recruiting processes consist of several rounds of interviews and candidates must offer their best at every round.
  • SpaceX first screening round starts when the HR team selects the most suitable resume out of the piles of applied resumes.
  • After resume selection, the second screening round involves 2-4 telephone interviews, including "Coding MCQ."
  • Following the successful completion of the second screening round, the recruit will then be invited for an interview at SpaceX campus. Here, the candidate will go through about 7 to 8 "face-to-face interview" sessions.
  • Then, the candidate would be asked to make a presentation round on their projects.
  • After the presentation, there will be an engineering test, based on the fundamental questions.
  • Finally, if one of the members of the HR team doubts the candidate selection, the recruiting processes would be stopped and the candidate would be disqualified.

SPACEX TAGLINES & MISSION STATEMENT AND THEIR IMPLICATIONS ON THE POTENTIAL RECRUIT

  • SpaceX mission statement is as follows; "SpaceX designs, manufactures, and launches the world’s most advanced rockets and spacecraft. The company was founded in 2002 by Elon Musk to revolutionize space transportation, with the ultimate goal of making life multi-planetary."
  • A report revealed that SpaceX's mission, vision, and values are the key motivators of about 75% of their employees.
  • Also, 46% of the company's employees reported that the main reason while they remain at SpaceX company is because of the company's mission.
  • SpaceX taglines include "Occupy Mars," "Launch and Land and Relaunch," make life multi-planetary," and "faster, cheaper, better."
  • A report revealed that the focus of the SpaceX company is to reduce the cost of space transportation and enable people to experience the opportunity to live on other planets.
  • According to Glassdoor reviews, it was reported that SpaceX company offers an exciting environment and great facilities for their employees.
  • According to Glassdoor reviews, it was reported that the SpaceX company "unbeatable" and unique mission makes the company a place to make history in the world.
  • Also, this company provides a friendly environment for its employees that promotes effective communication and they also provide a great opportunity to work with the best engineers in the US.
  • According to Glassdoor reviews, it was reported that this company has an excellent team network and they offer their employees job satisfaction.
  • Based on various discussions on Reddit platform, it was revealed that workers at SpaceX are committed to their job because of the company's mission.
  • It was also added that SpaceX provides an engaging environment for its employees.
  • According to Forbes, SpaceX provides an incredibly rewarding experience for its employees.
  • According to Forbes, SpaceX hires self-driven people who are extremely passionate about the company mission.
  • SpaceX company's mission and taglines have a significant influence on the potential recruit intend to work with the company.
  • Considering the embedded information in the company's taglines and the mission, potential recruits could be facilitated about working at SpaceX to make history in the world.
  • The company's taglines and mission depict that SpaceX offers exceptional services to the world which could have a great influence on potential recruits to consider working with SpaceX.
  • Also, various employees in the company have reported that SpaceX's mission is their major driver of working with the company.

Part
02
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Part
02

Lockheed Martin - Recruiting Processes

The recruiting process for Lockheed Martin (LM) includes sourcing and recruiting, managing and ensuring the application data, and negotiating the company's offer.

TAGLINE RELATED TO LOCKHEED MARTIN'S EMPLOYEES

  • "Employees, Our Greatest Asset"
  • LM supports employees both in their professional and personal lives. LM provides compensation, benefits, and also flexible work schedules and financial tools to appreciate employees' skills, ambitions, and potential.

COMPANY'S TAGLINE

PERCEPTION OF COMPANY'S MISSION AS A STRENGTH

  • 82% of the employees are proud to be LM's employees.
  • 50% of LM's employees are motivated by LM's mission, vision & values.
  • 5% of employees think that the company's mission is more important than getting paid.
  • 11% of employees stay at LM because of the company's mission.
  • 19% of the employees are most loyal to Lockheed Martin's mission and vision, while 62% are loyal to their co-workers.
  • When searching for a job, 25% say that the company's mission is an important part for them, and 25% say that it is very important, while 42% are neutral.
  • 58% of the employees feel that the company's goals are clear, and they are invested in them.
  • Transparency and integrity are the most meaningful company values for 53% of employees, followed by teamwork & winning, and speed & innovation for 18% of employees, respectively.

COMPANY MISSION, VISION, AND VALUES

  • The mission of Lockheed Martin is to address complex challenges, advance scientific discovery, and deliver innovative solutions to keep LM's customers safe.
  • The vision of Lockheed Martin is to be the global leader supporting customers' missions, strengthening security, and advancing scientific discovery.
  • The company's values are: "Do What's Right," "Respect Others," and "Perform With Excellence."

RECRUITING PROCESS

1) Sourcing and Recruiting:

  • The talent acquisition team will do the sourcing and recruiting nationwide in various internal and external hiring forums, and talk before the professional associations, diversity groups, and community service groups as needed.
  • Applicants can also apply directly via the Talent Network page on the company's website.

2) Manage and Ensure the Application Data:

  • The applications will be sorted using appropriate tools (such as CRM tools and hiring events) to find the best talent.
  • Each document is re-checked to ensure the completion of documentation and compliance with all hiring requirements by using an applicant tracking system such as BrassRing or other ATS systems.

3) Negotiate the Company's Offer:

  • After completion, negotiation will take place with selected candidates about benefits, career paths/opportunities, and other competitive features that differentiate the company.

GLASSDOOR'S JOB REVIEW

  • One review by a former employee who worked full time at the company for five years says: "It always feels like you're doing with that matters. It's all about the mission."

Part
03
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Part
03

Boeing - Recruiting Processes

BOEING RECRUITMENT PROCESS

Boeing has positioned itself as a major employment brand. It has also successfully managed to communicate its internal values effectively to prospective candidates.

KEY FINDINGS


  • Boeing’s mission is “Connect, Protect, Explore and Inspire the World through Aerospace Innovation.”
  • Boeing has an elaborate online recruitment system. A potential worker is first required to enter preliminary details in the online portal. Should the candidate meet the minimum requirements, the company then invites them to a phone interview. The process ends when a suitable candidate receives a contract.
  • The recruitment portal is specifically designed to provide as much information as possible to job applicants. Throughout the online application process, the portal contains catchy taglines and short and encouraging messages.
  • Boeing's recruitment portal has two tagline phrases. The first one is “YOUR FUTURE IS BUILT HERE.” And the second one is “From the seabed to outer space, we’re redefining the next generation. Find your future with us.”
  • According to credible research, a good tagline should be able to communicate the economic, psychological, and functional benefits to potential employees at a glance. The company’s two taglines achieve that purpose. The first tagline assures the applicant of growth opportunities—economic prosperity—within the company. The second seeks to assure the applicant of plenty of enjoyable work to do.
  • Boeing being a Fortune 500 company, competition for top talent can be intense. The company has, therefore, to concentrate on its employer value proposition.

RESEARCH STRATEGY

In order to secure information on Boeing, we thoroughly combed through the company's website. We also searched for information in other credible sites including research journals and respected human resource management websites.
Part
04
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Part
04

Northrop Gruuman - Recruiting Processes

Northrop Grumman posts job openings on its website's careers page, where prospective candidates apply through a self-service portal. The application and recruitment process steps include; job search and application, screening, application review, interview, pre-employment assessments, offer pre-employment processing and hiring. Northrop Grumman's tagline and mission statement both show the progressive and futuristic nature of the organization, hence, attractive to prospective candidates,

FINDINGS

  • Northrop Grumman’s recruitment process is simple and straightforward. The company posts open positions on its website under the careers page-"Featured Jobs", which includes career opportunities for students and entry-level candidates, experienced professionals and veterans.
  • The section has a list of all open positions that need to be filled. Upon clicking on each of the job titles, interested persons can review further details including the job description, requirements and qualification, preferred skills and experience, key competencies and location of the job opportunity.

Application Process.

1. Search & Apply

  • Persons interested in advertised positions can visit the site and create their profiles through the candidate self-service portal.
  • Candidates submit their application through the portal and can check their application status through the portal.

2. Screening

  • At Northrop Grumman, candidates are taken through a screening stage where submitted applications are evaluated to determine whether they are a match for the advertised positions.
  • Once the suitable candidates have been picked from the applications, their details are shared with all the recruiters within the company, and HR representatives contact the candidates that qualify for the position.

3. Application Review

  • In this stage, recruiters first perform a detailed review of the applications and thereafter send the same applications to the hiring manager for review.
  • The hiring manager, depending on his/her determination of each candidate’s suitability, selects specific candidates who are invited for interview through official communication.

4. Interview

  • After the application review process, selected candidates are contacted to schedule interviews. As determined by the recruiters and the hiring department, sometimes candidates are exposed to phone interviews before they are invited for the in-person interviews.
  • Once the interviews are completed, feedback is sent to the candidates through the hiring department.

5. Pre-employment assessments

  • As determined by the recruiters and the hiring department, depending on the nature of the advertised positions, candidates may be taken through assessments to determine their suitability for the job.
  • For example, candidates may need to take tests that test their personality which measures their abilities (such as reasoning and critical thinking)

6. Offer

  • If the selected candidate accepts the offer, they are contacted by a Northrop Grumman representative. If the candidate declines the offer, it is so stated in the feedback, and further communication is advised in cases where there is an error.

7. Pre-employment processing and hiring

  • For candidates who accept the offer, pre-employment processing is done and subsequent communications are made to that effect.
  • Hired candidates are congratulated for their new positions at Northrop Grumman and advised to contact the HR business partner or recruiter for any assistance.

Northrop Grumman Mission Statement

  • The Mission states; "Our vision is to be the most trusted provider of systems and technologies that ensure the security and freedom of our nation and its allies. As the technology leader, we will define the future of defense — from undersea to outer space, and in cyberspace. "
  • The mission statement is inviting and convincing to any candidate who would wish to work for a progressive company. From the statement, the company is aiming at earning the confidence of employees by making an assurance of a better future.
  • The company aims to earn the trust of its clients across the world through the promise of effective technologies. Prospective candidates would be attracted to the statement because it guarantees them that they will be working with the best of the best in the space.
  • According to reviews on Northrop Grumman by former and current employees of the company, the company provides equal opportunities for career growth and is keen on developing individual talents within the organization.
  • One person posted a review on Glassdoor, that the recruitment process at Northrop Grumman takes long but also mentioned that is the case because as a big company, Grumman is keen on selecting the best candidates.
  • Another review also mentioned that the interview process is easy and they ask basic questions but are keen on how a candidate gets his/her way around the ‘simple’ questions.

Northrop Grumman Tagline

  • The company’s tagline is; "Defining the future."
  • For prospective recruits, the tagline may be attractive in the sense that, it tells the company goal. It is a statement that stamps the authority of the brand in the space.
  • Many job seekers today, are concerned with the future and are interested in organizations that are innovative not only in business but also in the way that they make employees feel (in terms of compensation, benefits and other motivational factors).
  • It is a tagline that can potentially build confidence in the company among prospective recruits especially along the lines of a secure future (for career growth and job security).
  • Prospective candidates would be comfortable identifying themselves with the tagline because it cultures confidence in them even as they look forward to being part of the company.

RESEARCH STRATEGY

To find the requested information, we began by scouring through Northrop's website to find any information on its recruitment processes, tagline and mission statement. We found relevant information under the careers page and the resources page on the application process and recruitment procedures.

To corroborates our findings, we consulted review sites like Glassdoor on what other people think about the company's hiring process, tagline and mission statement. We found general reviews about the hiring process at Northrop Grumman and utilized third party resources (expert blogs) such as the Robert Half, to analyse Northrop Grumman's tagline and mission statement in terms of the impression they create on prospective candidates.
Part
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Part
05

Blue Origin - Recruiting Processes

The step by step process of the recruitment for Blue Origin includes a telephonic round by the VP of the HR department; an in-person interview; company tour; candidate presentation; a 30-minutes session of a one-to-one interview with each panelist; finally, a personal interview round with the company president. The mission statement of the company seems persuasive and invites potential recruits for further exploration.


RECRUITING PROCESS OF BLUE ORIGIN


TAGLINES & MISSION STATEMENT OF BLUE ORIGIN AND THEIR IMPLICATIONS ON POTENTIAL RECRUITS


RESEARCH STRATEGY

To identify the information and insights on the Blue Origin's recruiting process along with the impact of taglines and missions statements on potential recruits; we initiated the search by studying the company's official website and researching multiple job review sites like Glassdoor, Indeed, Comparably, among others. Additionally, we referenced the source from Reddit, which shared insights on the views and self-explanation of the interview process of the company wherein it was quoted to feature as one of the hardest interviewing processes.
Part
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Part
06

NASA - Recruiting Processes

NASA applicants must create a USAJOBS account and apply through their staffing and recruitment system, NASA STARS. NASA then utilizes Resumix to select the most qualified candidate for their open positions. Their tagline is "Explore the Extraordinary, Every Day" and their mission statement is to "science, technology, aeronautics, and space exploration to enhance knowledge, education, innovation, economic vitality and stewardship of Earth."

APPLYING AT NASA

  • Step 1 — The applicant must create a USAJOBS account and build a resume by completing their profile on the site.
  • Step 2 — The applicant must search for NASA civil service job opportunities using the USAJOBS search feature. Once an eligible position has been found by the applicant, they may select the "Apply Online" button and move on to the next step.
  • Step 3 — The applicant must provide additional information in NASA STARS by completing a series of questions that will help NASA understand the applicant's federal work experience as well as eligibility for special hiring authorities.
  • The staffing and recruitment system of NASA, NASA STARS, is integrated with the USAJOBS system of the Office of Personnel Management to make the application process seamless.

NASA SELECTION PROCESS

  • NASA utilizes a fully integrated electronic application process through the use of an electronic resume management system called Resumix.
  • NASA is able to find and identify the most qualified applicants to fill their open positions through the use of a hiring tool that serves as an advanced automated staffing and skills management solution called Resumix.
  • The search technology of Resumix makes use of a comprehensive skills database with upwards of 25,000 skills that allow for more than 10 million matching search term combinations to help find the right candidates. The system is able to recognize the meaning of words within the context of a resume through the extraction of relevant information with a high degree of accuracy.

NASA RECRUITMENT TAGLINE AND MISSION STATEMENT

TAGLINE
MISSION STATEMENT
  • The mission statement of NASA is to "drive advances in science, technology, aeronautics, and space exploration to enhance knowledge, education, innovation, economic vitality and stewardship of Earth."
  • The mission statement of the recruitment program of NASA is "to discover, invent, innovate, learn, understand, educate, challenge, develop, solve, question, ...and answer."
ANALYSIS OF THE TAGLINE AND MISSION STATEMENTS:
  • The tagline and mission statements of NASA make work in their company sound exciting as both mentions their impact on the world and humanity.

Research Strategy:

We were able to provide the company tagline and mission statements of NASA, as well as information and insights regarding their recruitment process through its official company website. We were also able to provide our own analysis of how both statements would look like to potential recruits. However, we were unable to provide insights on how NASA's tagline and mission statements look like to potential recruits.

To find this information, we first looked through online forums such as Reddit, Glassdoor, and the NASA Spaceflight Forum to find any conversation or threads that talk about NASA's tagline and mission statements. We were able to find threads where people asked about the experience of working at NASA and the office's specific missions and projects, however, no topic, comments or threads relevant to the client's request were found through this search.

We then performed an exhaustive scan through individual feedback, reviews or sentiments of students and recent graduates (currently working in NASA as interns) that are members of the Pathways Program of NASA in order to gather insights on how NASA's tagline and mission statements look like to potential recruits, however, no review or feedback related to NASA's tagline and mission statements were found. Most sentiments were about the projects they are working on at NASA and their favorite thing about working at NASA. We also find that the employees of NASA shared their thoughts on "My Everyday Extraordinary" which is related to NASA's tagline, however, as they are already employed at NASA, this is not relevant to the current request.

Finally, we attempted to find surveys or studies on the motivation and purpose of NASA applicants or potential recruits to find out if any of these motivations are related to NASA's tagline and mission statements. However, after an in-depth search, we were only able to find surveys conducted by NASA for their current employees.
Part
07
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Part
07

Raytheon - Recruiting Processes

The recruiting process at Raytheon starts with receiving the application from the potential candidates and ends with the offer letter. The recruitment process is through online job portals, social media channels, and the company's hiring events for mass hiring. Potential recruits have an emotional connection, feel patriotic, and have a sense of pride as the company being a defense company has a tagline and mission statement that provides product/solutions for the warfighters.

COMPANY OVERVIEW

  • Raytheon Company is a technology and innovation leader specializing in defense, civil government, and cybersecurity solutions. Founded in 1922, Raytheon provides state-of-the-art electronics, mission systems integration, C5I™ products and services, sensing, effects, and mission support services. Raytheon is headquartered in Waltham, Massachusetts.

RECRUITING PROCESS

  • Raytheon recruits for professional positions, students/recent graduates for entry-level full-time jobs, and internship/co-op opportunities, and for leadership positions.
  • Raytheon’s Relaunch Program provides a unique opportunity for experienced professionals returning to the workforce after taking a career break.
  • Raytheon's college graduate recruiting process starts with the college graduates applying for the relevant jobs as per their skillsets and interests on the company's online job portal.
  • Once a job application is received, it's reviewed for relevancy and initial background checks are done. Potential recruits that pass this step will proceed to the next step of phone screen/onsite interview.
  • After the on-site interview/campus interview, the selected candidates will be extended an offer packet. The offer letters give information on the position, salary, and start date. In addition, details about their background check and physical screen, which includes a drug test will be included in the packet.
  • Raytheon company also distributes job information through social network channels. They publicize various job openings and search for potential candidates through social media and invite them to come to company career events and explore the opportunities.
  • As a defense contractor, Raytheon has many positions that require government security clearances and background checks. To make it through the application process, one has to prove his/her eligibility to access classified information.
  • Students with internship experience are considered a priority for interviews and students who take time to understand the company by exploring the company website, researching on industry news, and checking the company on Twitter and Facebook will have a higher eligibility factor for job interviews.
  • Raytheon also hosts periodic online chats for college students who are interested in making contact with the company.

HIRING EVENTS

  • The Fast-track hiring event at Raytheon is usually a 3-day event, which involves a meeting with hiring managers on the spot and most positions are for software and systems engineers. This event starts off with the check-in and registration and information involving the security clearance that consists of filling the S-86 form and also to include details of any drug usage in optional comments.
  • It also includes the Raytheon's plant tour where the applicants are assigned to different groups based on departments. This helps them to network with people of the same department.
  • Next is the networking session at night before the interview day which is an opportunity to meet with as many hiring managers as possible and examine their reports to prepare for the interviews the next day.
  • The interviews are straightforward and involve technical questions depending on the role the candidate is applying for. For the interview, one has to be prepared to explain everything mentioned in their resume, their knowledge about the company, and tackle technical questions by putting in their best effort.

HOW POTENTIAL RECRUITS VIEW RAYTHEON'S TAGLINE/MISSION STATEMENTS

1. Slogan/Tagline: "Customer Success is our mission"

2. Mission Statement: "Our people and products are currently providing solutions across the LVC and C2 domains, saving lives and saving money for the warfighter"

  • One of the potential recruits specifically mentioned that for the interview process, it is important to look up the company's mission statement and see how you can align with that mission statement. This helps the potential recruits to understand whether their life/career goals would align with the company's mission statement and based on that, they would be interested in applying for this company.
  • Raytheon is a defense company and its mission statement involves providing solutions in saving lives which connects to an emotional sense of pride.
  • Raytheon aggressively recruits at universities, trying to convince young engineering talent about the pride and value of working in aerospace and defense as opposed to current trendy tech companies that are in sync with their mission statement.
  • There is a sense of pride working for Raytheon as there is a definite connection between the type of work and the impact of the end product as per their tagline and mission statement.
  • Because numerous professionals are veterans or have a history of working with the military, they connect with the company's mission statement of providing products/solutions to save lives in the sense of public service and patriotism.
  • A war veteran states that it's been rewarding for her to be a part of an organization that provides for the warfighter. The war recruits find the company's mission to be supportive of war veterans' leadership, management, and unique military skills.
  • Potential recruits view the company's mission statement as patriotic and singularly focused on bringing the best technology to warfighters.
  • Raytheon's employee — AESA whisperer Patricia Brandon, states that her work ethics are influenced by her war veteran husband's work stories. She is very committed to her work in delivering products that work the first time, every time ensuring customer success is her mission. This provides an insight on how potential recruits with a defense background align with the company's mission and taglines.
Part
08
of eight
Part
08

Engineer Candidate Journey

The seasoned engineers start choosing companies to work by initially aligning their life/career goals with a company that best fits them. Then they go about finding relevant job opportunities that are appropriate for their career goals, shortlist the companies that have these job opportunities, research the company in various ways and consider factors such as company work environment, culture, compensation perks, etc. before applying and/or accepting a job offer from the company.

FACTORS IMPACTING SEASONSED ENGINEERS' CHOICES IN CHOOSING A COMPANY

  • Experienced engineers decide on a job change because they are no longer passionate about their company’s mission, their direction, or their personal contribution.
    • E.g. One senior engineer left an engineering role years ago because they wanted to work on a product with great social impact. His former company did not share his same mission and goals. In the role he transitioned to, he was able to see people's lives improve every day because of his work.
  • Engineers choose companies which have projects they enjoy, and where they can develop products and services they can stand behind. They also enjoy working with teams they feel to be more a part of.

HOW ENGINEERS CHOOSE COMPANIES THAT HAVE THE RELEVANT JOB OPPORTUNITIES BASED ON THEIR CURRENT & FUTURE CAREER CHOICES

  • A relevant job description of the role is crucial. Senior software engineers will apply for jobs if the job description has all the vital information, that is relevant for them.
  • It is important to include: 1) any additional information about the company, role and tech stack after the title; 2) what they would be working on (i.e. a specific technology that is involved, and how much impact they would have); and 3) strong perks like working remotely.
  • Salary is very important, but many engineers would easily choose (and have chosen) a lower salary for a variety of reasons including insights on company culture and office environment.
  • Engineers will choose a company that has relevant job opportunities either for a role change or industry change.
    • E.g. Software engineers weary of web applications can refocus on more tangible fields, such as robotics or automotive systems. Mechanical engineers tired of auto manufacturing may find new challenges in aeronautics or marine technology. Some may apply their engineering skills to fields that have nothing to do with their previous occupations.

RESEARCHING COMPANIES

  • Seasoned engineers have gained enough work experience to have clarity on the types of jobs that will best fit their current and future career preferences. They spend time to find companies and jobs that are the best fit for them personally and professionally. They believe that it is important to set yourself up for success for when you do a job search.
  • Engineers also search for companies that are a good fit personally. The technical work only makes up a portion of what the overall work life would be. The culture, working conditions, colleagues, benefits, and client-base will influence their decision when choosing a company.
  • The work environment must provide engineers the opportunity to work, progress, learn, grow, and live the way they like.
  • Job hunters shortlist the companies that have the relevant job opportunities as per the roles they are looking for.
  • Glassdoor.com, LinkedIn Premium, and a national employer awards site can be used to learn more about these particular companies.
  • A large deterrant for a senior engineer is not finding the vital and pertinent information such as development methodology, time-tracking mechanisms, office environment, hardware products etc.

RESEARCH STRATEGY

We initially researched what seasoned engineers look for in a company. We focused on articles/blogs detailing engineering, engineering leadership. Additional resources were angel.co and hiringengineers.com. Even after extensive searches there are very few articles focused on how seasoned engineers choose companies.

In our research, we found an article that had quotes from engineers who had either advanced in their engineering careers or changed their industry. Based on their designations listed beside their names, we deduced that they had moved on to senior roles such as President, Director, or Lead Designer. Therefore, these were considered relevant sources that focused on seasoned engineers. Though this is an older article dated 2014, the findings from this article were corroborated from another source dated 2018.

Sources
Sources

From Part 02
Quotes
  • "ON-BOARDING Updating and validating systems integration within existing Talent Acquisition and On-boarding tools, including Talent Suite, I-9 E-Verify, and Peoplesoft based tools Ensure detailed correct records are kept regarding work authorization to maintain an audit ready position Ensure all deadlines are met regarding authorization documentation and system integrations for starts Correspond with Talent Acquisition, new hires, and management, to ensure smooth transitions into the workforce"
Quotes
  • "Interested in working for Lockheed Martin or are you about to start with our corporation? Lockheed Martin offers an excellent, competitive pay and benefits package that is an important part of the total value of a career with our company. If you are a new hire and will be represented by a union, you will need to contact your assigned HR representative for more information."
Quotes
  • "Our Mission We solve complex challenges, advance scientific discovery and deliver innovative solutions to help our customers keep people safe."
  • "Our Vision Be the global leader in supporting our customers' missions, strengthening security and advancing scientific discovery."
  • "Our Values Do What's Right Respect Others Perform With Excellence"
From Part 07
Quotes
  • "Raytheon Company is a technology and innovation leader specializing in defense, civil government and cybersecurity solutions. Founded in 1922, Raytheon provides state-of-the-art electronics, mission systems integration, C5I™ products and services, sensing, effects and mission support services. Raytheon is headquartered in Waltham, Massachusetts."
Quotes
  • "Raytheon Slogan - The advertising slogan, or business slogan most associated with Raytheon, is: "Customer Success is our mission""
  • "Raytheon Mission Statement: "Our people and products are currently providing solutions across the LVC and C2 domains, saving lives and saving money for the warfighter.""
Quotes
  • "Raytheon’s Relaunch Program provides a unique opportunity for experienced professionals returning to the workforce after taking a career break. This 12-week paid program will provide multiple resources and opportunities that will assist participants in re-entering the workforce and re-engaging into their professional career paths"
Quotes
  • "1) Explore Who We Are and What We Do. 2. Get Your Resume Ready3. Create a Profile 4. Search for Jobs and Apply, Apply, Apply 5. Understand the Application Review Process 6. View Your Status7. Moving Forward to an On-Site Interview 8. After the On-Site Interview9. Our Selection and Offer Process.10. While You are in the Process..."
Quotes
  • "As a defense contractor, Raytheon has many positions that require government security clearances and background checks. To make it through the application process, you may need to prove you meet eligibility requirements for access to classified information."
  • "In addition to using its own website, Raytheon distributes job information via social networks. Besides publicizing open positions, Kucharczak says they “search out possible candidates through social media, and invite them to come to our events and explore our opportunities.” "
  • "Students with internship experience make their way to the top of the interview list. Don’t approach a Raytheon recruiter without first exploring its website, reading up on industry news and checking out the company on Twitter and Facebook. “Students who use these approaches can find themselves considered a high-quality candidate,” says Kucharczak. Raytheon also hosts periodic online chats for college students who are interested in making contact with the company."
Quotes
  • "Connect to their emotional sense of pride"
  • "Raytheon aggressively recruits at universities, trying to convince young engineering talent about the pride and value of working in aerospace and defense as opposed to current trendy tech companies such as Apple, Google, and Amazon. There is a sense of pride working for Raytheon as there is a definite connection between the type of work and the impact of the end product.” Because a large number of professionals are veterans or have a history of working with the military, tapping into Millenials’ sense of public service and patriotism can also be a useful trigger."
Quotes
  • "Fast-track hiring event at Raytheon is usually a 3-day event - meeting with hiring managers on the spot and most positions are for software and systems engineers. Check-in and registration and information involving the security clearance were one of the first things. "
  • "Security processing and security clearance information talk. The plant tour was really cool, especially because depending on what group we were assigned to, we get to sit and meet with people. I believe groups were split up based on departments."
  • "The networking session is that night before the interview. It is your opportunity to meet with as many hiring managers and their reports as possible to snag as many interviews. "
  • "As far as the interviews go, the interviews are straightforward, not too much technical questions depending on what you are going for. Be prepared to explain everything about your resume and be sure to look up the mission statement and see how you can align with that mission statement. be prepared to know about the company. Answer technical questions to best of your knowledge, AND when whoever tells you to review what material you need, REVIEW IT."
  • "If you are invited to a hiring event with Raytheon, it’s usually because a department or a hiring manager saw something in you. And it is your time to show not only that manager but also other managers, that you have what it takes. Their acceptance rate is pretty high if you get invited to the event."
Quotes
  • "Raytheon highly values Veterans leadership, management, and unique military skills. The kind of level of responsibility the military allows us to have to start out at a young age is highly sought by Raytheon. It's been a great fit for me and even more rewarding to be a part of an organization that provides for the warfighter. "
  • "I retired from active duty and made the transition to the defense industry about five years ago. I echo Nina's comment about your experience being highly appreciated and valued. "
  • "The defense industry is highly regulated, particularly when it comes to dealing with non-US persons and entities. So, there is an additional layer of security and scrutiny that occurs in it. However, the defense industry is also singularly focused on bringing the best technology to the warfighter, which gives it a great and very patriotic focus."
Quotes
  • "AESA whisperer Patricia Brandon, the work is personal. Her husband, Michael Brandon, is a Marine who served in Desert Storm. His war stories drive her work ethic. "If there's a problem with that radar, it's my problem," she said. "And I won't let that happen. That tagline in our company logo–Customer Success Is Our Mission? Well, that's my mission. Period.""
  • "For every pilot and crew out there flying dangerous missions, well, they know they can count on our radar—that it will work the first time, every time. "
From Part 08
Quotes
  • "Most of the people we interviewed left their engineering jobs because they weren’t passionate about their company’s mission, their direction, or what they were contributing."
  • "Software engineers weary of Web applications can refocus on more tangible fields, such as robotics or automotive systems. Mechanical engineers tired of auto manufacturing may find new challenges in aeronautics or marine technology. Some go out on a limb, applying engineering skills to fields that have nothing to do with their previous occupations"
  • "for the engineers, changing jobs led to a happier, more satisfying career. They worked on projects they enjoyed, developing products and services they could stand behind and working with teams they felt more a part of. Beyond the paycheck – they were building something they believed in made a major difference in their overall career satisfaction."
Quotes
  • "Find an excellent fit - I spent a very long time looking for a position that was a great fit for me. This gave me time to find a great fit, it’s important to set yourself up for success for when you do a job search."
  • "Role or Industry, but Not Both - When you’re looking for a job in or a new industry, it is often a good idea to make sure you’re only changing either your role or the industry, but not both. This way, you can have solid footing in one while you learn the ropes in the other. As a systems engineer, a systems engineering position made sense for me, even though the work was in a new industry."
  • "If you’re switching either your role or industry, you’re risky to a new company. To mitigate that risk, the hiring company will need to think you’re a pretty sure thing. This will likely mean taking a position that is at or slightly below your current capabilities. This isn’t such a bad thing if you look at it as an opportunity to get your foot in the door to be able to learn and grow in a new place."
  • "Research the Heck Out of The Company As important as it is to find a job that’s an incredible fit for you, it’s also important to find a company that you’ll fit into. Your technical work only makes up a portion of what your overall work life is like. The culture, working conditions, colleagues, benefits, client-base and hundreds of other things can influence how well-matched you are with a company."
  • "Your job is to figure out what kind of environment is going to provide you with the opportunity to work, progress, learn, grow, and live the way you’d like."
  • "First, I looked at the various companies that we're hiring. I took special note of companies that had a lot of postings because that’s an indication that they are staffing up for a new contract or new department. Once I had a sense of the opportunities available, I used Glassdoor.com, LinkedIn Premium, and a national employer awards site to learn more about these companies."
Quotes
  • "In the current market situation, an engineer with a few years of experience under their belt has lots and lots of options. senior engineers aren’t interested in your offer, you just have to make it compelling - you have to sell!"
  • "Most companies make it really hard to find some vital information about them. Be honest, is it easy to find answers to all the following questions that might be super important to prospective hires.How’s the company organized? What management style or development methodology (e.g. Scrum, XP) does the team use? Does management have a technical background? How many people are on the team? How do you handle working hours? Do you use time tracking? Which product/area of the product will I be working on? What does the office environment look like? What hardware will I be using? How do people usually dress at the office? Does the team go out for lunch together"
  • " For most companies, you can’t really get them until you’re interviewing. That’s a big turn-off for most engineers, "
  • "Your hiring process/interviewing probably sucks and is too slow"
Quotes
  • "One senior engineer we spoke with left an engineering role years ago because they wanted to work on a product with great social impact. The startup he had joined was profitable, and he felt successful in his work there, but the company's business model—to sell medicine to people with coverage—didn't have the social impact the engineer wanted."
  • "The companies that offered such an opportunity, as he discovered, weren't necessarily companies with an explicit social mission. Instead, they were companies that offered a service people could use in pivotal moments of their lives, like making a major purchase, pursuing a new job, or meeting a life partner. The role he transitioned to didn't have the most obvious social mission, but in the role, he was able to see people's lives improve every day because of his work. He described it as the happiest role of his career "
Quotes
  • "Job Description - Add additional information about the company, role and tech stack after the title. What I’ll be working on, a specific technology that is involved, and how much impact I’ll be having "
  • "If you have very strong perks like working remotely, you can include these as well. Salary is very important, but many engineers would easily choose (and have chosen) a lower salary for a variety of reasons. Company Culture Office Environment"