Just three come to mind:
1) MTSI is just about to break through the small business threshold. It's an exciting time to join (if we rapidly succeed) with the leap, but also a risky time as we will now be competing directly against big companies like BAH, SAIC, etc for contracts
2) Still trying to work out the the kinks on career development for employees in the first 10 years of their careers. Things like the mentorship program, annual goals, promotion plans, etc exist, but they're relatively new. Results are inconsistently delivered/considered by older leaders who have been around for years prior to their implementation
3) There's not any obvious checkpoints for salary bumps. Other companies have somewhat meaningless title changes in the first few years of your career that are basically just opportunities to reconsider your salary with your manager. MTSI titles are primarily just considered against contract labor categories ("LCAT") in my experience. Therefore there are much longer gaps between "promotions" and the associated pay bumps relative others. If you look past titles and are proactive in conversations with your PM regarding development and salary.. this can be easily overcome.
