Review of L3Harris - Director of Quality L3Harris Employee Review

4.0
May 29, 2025
Recommend
CEO approval
Business Outlook

Pros

Competitive Salary & Benefits – L3Harris offers strong compensation packages, including comprehensive benefits. Work-Life Balance – Some employees appreciate flexible schedules, such as the 9/80 work schedule (nine-hour days with every other Friday off). Opportunities for Growth – Employees report career development opportunities and the ability to apply for different roles within the company. Strong Technical Teams – The company has highly skilled professionals, making it a great environment for learning and mentorship. Global Presence – L3Harris operates internationally, providing exposure to diverse projects and industries. Mission-Driven Work – Employees value the company’s dedication to defense, intelligence, and critical infrastructure solutions

Cons

Corporate Bureaucracy – Some employees feel that decision-making is heavily process-driven, limiting autonomy. Fast-Paced & High-Stress – The work environment can be demanding, with tight deadlines and high expectations. Limited Advancement in Some Areas – While there are growth opportunities, some employees report challenges in career progression. Work-Life Balance Challenges – Despite flexible schedules, some employees struggle with long hours and workload management. Large Corporation Culture – Some divisions lack a unified company outlook, leading to inconsistencies in management and culture.

Explore other reviews about L3Harris

5.0
Jun 8, 2026
Recommend
CEO approval
Business Outlook

Pros

The compensation and benefits package are very strong and attractive

Cons

They doesn't allow remote work

2.0
Jun 5, 2026
Recommend
CEO approval
Business Outlook

Pros

Missions are impactful to the world Top talent in specialized fields Wonderful people Respectful environment

Cons

Processes and policies are not robust enough to support the large growth / merger, which leaves everyone operating in silos and interpreting things in their own ways Shared service model is not structured properly Not enough critical thinking around how budgets should be allocated for tools, capital, and salaries Higher level leaders are too in the weeds and not working on the harder strategic aspects Businesses are not aligned with common products to gain best synergies as all businesses fight to defend $s not what actually makes sense for the company (radios sharing same suppliers are in completely different segments; CCAs are built across 10+ different factories managed by different management teams instead of a couple of large COEs) All leaders felt unempowered due to lack of ownership of budgets. Budgets were set but then adjusted at further levels without any additional discussion of new targets and how to achieve. Then budgets would be reallocated a few months into year if you weren't demonstrating that you truly need it. This drove teams to spend heavy up front and not make the smartest decisions at times

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