Numbers mean more than people or the integrity of the firm - Anonymous employee Leidos Employee Review

1.0
11 Aug 2014
Anonymous employee
Recommend
CEO approval
Business outlook

Pros

Leidos, as a spin off of SAIC, is a large company (20K+ employees) ... so they have more positions available than a small company.

Cons

- Terrible back office systems -- state taxes taken out for the wrong state, support staff points you to HR or other groups since they don't know the answers, and then you talk to 3, 4, or 5 different people to get an answer. Then they drop the ball. This has happened to me 3 times. - Managers don't have time for employees. I never met my manager until after I started and my co-workers and I saw that manager on average of less than 30 minutes a month. When we saw our manager, it was because s/he wanted something from us. - Lack of integrity. Recruiters painted a false picture. Managers reneged on significant financial promises ($5K) to a group of employees that had been delivered in writing and regularly in verbal discussions.

Explore other reviews about Leidos

5.0
16 Feb 2026
Recommend
CEO approval
Business outlook

Pros

You are compensated well at the company

Cons

No cons to list currently.

3.0
27 May 2026
Recommend
CEO approval
Business outlook

Pros

Leidos provides opportunities to work on complex government programs with meaningful technical challenges. Depending on the contract and team, there can be exposure to cloud infrastructure, cybersecurity, systems engineering, networking, and mission-focused work that is difficult to find elsewhere. The company also has a large footprint, so there may be internal opportunities for people who are able to navigate the organization.

Cons

My experience was that the quality of management varied significantly by program. Communication around expectations, roles, and priorities was often inconsistent, and decisions that affected employees were not always explained clearly or handled in a transparent way. Work-life balance also depended heavily on local management. Flexibility that existed in practice could be changed quickly, and employees were sometimes left trying to reconcile changing expectations with existing workloads and personal obligations. In my view, the company would benefit from stronger oversight of program-level management decisions, especially where employee responsibilities, workplace flexibility, and performance feedback are concerned. I also found that technical decision-making was sometimes driven more by schedule pressure than by sound engineering judgment. On complex government programs, that can create unnecessary risk and frustration for employees who are trying to do things correctly.

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