Pros
Interesting Projects – The company works on somewhat cutting-edge aerospace and defense technology, which can be exciting and rewarding for those passionate about the field. Talented Colleagues – Many employees are highly skilled, and there are opportunities to collaborate with experienced professionals. Ok Benefits – While benefits have declined post-acquisition, the company still offers competitive health insurance, a 401(k) with a match, and a pension plan for some legacy employees. 9/80 Work Schedule – The option for a 9/80 schedule (every other Friday off) provides better work-life balance compared to some other aerospace companies. Granted you might not get that Friday off due to schedules/management. Job Stability (to an extent) – The company has a strong backlog of government contracts, which can provide job security, though workload fluctuations can be frustrating. Opportunities to Learn – If you’re proactive or know the right people, you can gain exposure to different areas of aerospace manufacturing and engineering.
Cons
Leadership & Culture: Promotions are frequently based on personal connections rather than merit, leading to ineffective leadership and decision-making driven by office politics rather than technical expertise. Departmental infighting—especially between production, quality, and safety—often hinders progress rather than improving processes. Workload & Resources: Workload fluctuations are extreme—some weeks are overwhelming, while others are painfully slow. The company takes on more contracts than it can realistically support, stretching resources thin. The facility itself is outdated, leading to inefficiencies and even safety concerns due to space constraints. Process & Execution: The approach to engineering is highly reactive, with last-minute design changes and rushed deadlines creating unnecessary stress. The push for higher production volume does not align with the facility's capabilities, further compounding inefficiencies. HR & Employee Experience: HR wields an unusual amount of influence, sometimes at odds with leadership, creating additional dysfunction. Employee concerns, especially regarding workplace culture and process improvements, are often ignored or met with retaliation. Since the acquisition, benefits have also declined.