What is the hiring process like at RTX?

Very great place to work. They believe in work life balance. Also place to learn top work industry skills. Great place to move up the ranks.

Upper management isn't very informative. They are constantly hiring more managers and putting people in leadership roles but not explaining what they expect of the new hire. When new people come in they want to prove that Rtx made right choice... so they say yes to alot of stuff that cost the company. When in reality until that person understands the process more they shouldn't be allowed to make costly decisions.

Flexible hours, great culture, impactful work.

Complicated onboarding process, lack of clarity around goals.

So far the starting process as a new hire has been seamless. Everyone has been responsive to any outreach for questions and I look forward to getting started on the job.

So far in this process no cons.

Big organization with decent pay, great benefits and flexibility.

The department experienced significant changes after the current VP assumed leadership. The Senior Leadership Team was restructured to bring their inner circle, and their focus has shifted toward building a preferred group of individuals based on personal preferences rather than qualifications or merit. Most of the employees who work remotely or are not part of this inner circle have limited opportunities for growth, while others who have personal connections advance quickly despite lacking relevant experience or skills. The environment has become overly bureaucratic, and senior leadership appears to be more focused on internal politics than on developing strong auditors. They tend to favor individuals who simply reinforce their viewpoints. Discussions around promotions are completely avoided. They are not hiring qualified candidates or individuals with relevant experience. Instead, they expect experienced managers to train these new hires and prepare them for rapid promotion. Expertise and knowledge are undervalued, and after investing time in training them, managers are expected to compete with these individuals who are already placed in managerial roles. Leadership team strategy is to distract the team with a ridiculous amount of ‘initiatives’ that do not contribute to career growth or skill development. This way they reduce too much scrutinity on the audits. Culture is highly toxic and unhealthy, with little sense of reward or recognition. Additionally, the level of independence and professionalism within the department is questionable.

RTX has the best work-life balance of any company I've worked for, I'm technically hybrid but I only have to go onsite if I'm accessing classified information or need to get hands on hardware. It's been refreshing to work for a company that understands that forcing me to sit in a cube farm just to listen to unclassified Zoom calls isn't going to make me productive. The culture can vary program to program, but that's mitigated by how easy it is to change programs should the culture not be a good fit. This also makes it easy to pivot your career in any direction you desire.

The main one for me is how bad the benefits are, the health insurance is easily the worst I've ever had. Even with their "best" plan you'll still be paying $80+ out of pocket for routine doctor visits. I wish I had scrutinized this more closely when negotiating for salary. Another problem is onboarding, while corporate has made a big effort to improve new hire onboarding the experience takes a dive once you get assigned to a program. Standards vary wildly between programs, they all have their own drawing sheet formats, PowerPoint templates, & so on that any outside experience you bring is likely to be irrelevant to completing actions. This is exacerbated by the long-term employees often refusing to take the time to teach new employees these program-specific quirks. The training offered is about 50% "you'll be taught more about this on your specific program", which is more often than not a lie.

Was extremely attentive, responsive, and helpful throughout the entire onboarding experience

No cons. All pros. It’s amazing

- Senior level engineers can do entry level engineer's job as long as you can find charge numbers - Management does not care which programs or tasks you do as long as you can find charge numbers

- Most section managers are useless, and have no authority. They are department manager's slave. Most of the time, they can not find charge numbers for their section members. - Upper management often threatens engineers on overhead charge numbers that they will be laid off if they do not get off overhead soon. I was on overhead for more than 6 months, and I was not laid off. - Many new hirers are on overhead charge numbers for several months when they start at Raytheon.

Nice laidback folks, good benefits.

Could be more organized and transparent during interview process.

Benefits and work life balance are just good enough to reel you in.

-Goleta site is the worst. Never seen such a poorly run site. -High turnover -So much waste. Time and money spent doing some of the most ridiculous tasks. -Takes forever to do some of the most basic things. -Keep doing what has never worked well is the mindset. Reluctant to change and optimization. -Blind leading the blind. -Trying to do more manufacturing but are obvious to resources and processes needed. Failing miserably. -Program managers who use to be engineers and should not be PMs since they can't let the technical side go. -Unfair promotion approval. Given out if say you are leaving but not to those who have been in role performing. -Management not hiring right resources with needed experience and skills. -Toxic and boring work environment -Outdated bathrooms from the 70's

Ummmmmm, I’ve got nothing here

HR/recruiting is horrible and the interviewing process is the worst. You know about a company by how they hire you - should’ve stuck to my gut. Let after a month.