Best of the Gov't Yes Men companies - Anonymous employee Leidos Employee Review

3.0
Jan 21, 2015
Anonymous employee
Recommend
CEO approval
Business Outlook

Pros

This is only for the Government (Gov't) defense contracting sector: - Will allow employees to branch out and take on new responsibilities - Quick advancement - Merit-based raises - Freedom to work from home and/or entirely remote (where applicable) - Will help pay for education - Mid and entry level employees genuinely care about the customer/program

Cons

- Will allow employees to branch out and take on new responsibilities...but won't provide them formal training/certs to make it worth it - So many Chiefs...so few Indians - Constant "yes man" attitude to Gov't customer, regardless of the absolute infeasibility or absurdity of the request - Not enough technically qualified people in management - Fear of minorities (women and race); will keep on completely incompetent people just to avoid a possible lawsuit

Explore other reviews about Leidos

5.0
Feb 16, 2026
Recommend
CEO approval
Business Outlook

Pros

You are compensated well at the company

Cons

No cons to list currently.

3.0
May 27, 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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