Analyst - Anonymous employee Leidos Employee Review

2.0
Sep 18, 2018
Anonymous employee
Recommend
CEO approval
Business outlook

Pros

Paycheck and sometimes, flexible schedule.

Cons

Program keeps changing head manager (3 or 4 in the last year). Promotions within the program or hiring new people in important positions are not made public to the rest of the program leaving people to question what the status is of folks. All information is compartmentalized to a select few by management and then made public at time of action. This tosses everyone's schedule up in the air. Program and division and are highly unorganized and SOP's about how to go about stuff are not given out to most folks, leaving others to wonder what the process is to do simple things. Management keeps saying something will be given out, but after a couple years, I am not holding my breath. Communication was listed as something the program needed to work on by the customer a couple years ago and working groups were put together to brainstorm on how to fix things and they would be ongoing. After meetings with the customer, that all dropped by the wayside, much like a lot of other things. Things are started and then die on the vine. Program seems to be in retrograde due to changes in customer staffing and no interest by potential customers of the customer.

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5.0
May 21, 2026
Anonymous employee
Recommend
CEO approval
Business outlook

Pros

Great benefits and career pathing

Cons

No cons that I can think of

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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