Pros
Talented workforce with a deep understanding of their federal customers’ requirements. Pay is competitive and benchmarked to location. Know your level and labor category and you will typically be 10% higher than Washington, DC market. On contract positions typically require a 40 hour week. Competitive positions for Team Leads and Program Managers allow for some limited upward mobility but little to no additional compensation. Keen business development team. Process driven approach makes them a BD machine punching well above their small numbers. Low overhead allows them to compete well against competition. This provides more job security than many gov con companies who don’t have the business acumen. Great use of technology and knowledge management Possible employee profit sharing might be offered to facilitate sale of company.
Cons
Corporate office positions are a meat grinder expecting well above 40 hours per week. There is no work life balance to corporate positions. On contract positions are 40 hours a week without expectation to put in additional hours. When on contract workers do assist, the bonus pool is anemic and the low bonuses actually discourage participation in corporate support / business development. Benefits were competitive but have dramatically and repeatedly changed for cost cutting. This created significant morale problems. CEO has significant micro management issues. Volatile and emotive decision making. Adversarial relationships with customers, subcontractors, and vendors rather than growing collaborative partnerships. Business successes have reinforced perceptions that abusive and unprofessional conduct are the reasons for growth. Creates conflict needlessly. Growing pains due to change from small emergent, boutique, technically astute company to large defense contractor body shop. Top talent departing causing a brain drain and loss of customer relations. Profit pressure has increased risk to customer relations and threatens past performance. Company has difficulty empowering employee decision making. Bonus structure is woefully out of step with profitability and revenue growth. Bonuses lag behind industry average for locale. Do not believe the bonus range in your offer letter. Poor implementation of telework despite ability to fully leverage well developed telework infrastructure. There is no bench. If you are off contract, you won’t be in a paid status. Uncertainty with potential acquisition. Company is Attractive buy for investors looking for recession resistant market sectors.