Orbital Sciences Jobs & Careers

Show:  All Results Last 7 Days
16 days ago

Spacecraft RF Test Engineer

Orbital Sciences Corporation Gilbert, AZ

Perform analysis, design, or test of one or more moderately complex or portions of complex materials, structural components, and functional systems… Orbital Sciences Corporation

27 days ago

Safety & Mission Assurance Engineering Intern/Co-op

Orbital Sciences Corporation Dulles, VA

While working as a summer intern for Orbital Sciences Corporation you will be given the opportunity to learn/strengthen the following skills in a… Orbital Sciences Corporation

28 days ago

Senior GNC Engineer

Orbital Sciences Corporation Wallops Island, VA

Seeking an experienced engineer to work in the Guidance, Navigation, & Control (GNC) section. This position will require an individual to be able to… Orbital Sciences Corporation

7 days ago

Associate I&T Engineer

Orbital Sciences Corporation Dulles, VA +2 locations

Under relatively close direction, perform a variety of specific professional engineering tasks of an analysis, design, or test nature. Apply… Orbital Sciences Corporation

7 days ago

Principal GN&C Design and Analysis Engineer

Orbital Sciences Corporation Dulles, VA

: Perform highly complex analysis, test, design and/or development… Orbital Sciences Corporation

24 days ago

Principal Engineer, RF Systems

Orbital Sciences Corporation Dulles, VA

Perform analysis, design, or test of one or more complex materials, structural components or functional systems of company products which require use… Orbital Sciences Corporation

14 days ago

Senior Manager, Subcontracts

Orbital Sciences Corporation Dulles, VA

Provide experienced leadership in the negotiation and administration of commercial and government, fixed and cost type, hardware and services supply… Orbital Sciences Corporation

22 days ago

Senior Mission Manager

Orbital Sciences Corporation Dulles, VA

As the Senior Mission Planner, the candidate will provide external liaison with customers, users, and factory elements and will be expected to… Orbital Sciences Corporation

7 days ago

Sr. (Production- Electrical) Engineer

Orbital Sciences Corporation Wallops Island, VA

Perform operational or methods analyses related to labor standards and review product/project flow data, equipment, and labor requirements for use in… Orbital Sciences Corporation

21 days ago

Senior Program/Scheduler

Orbital Sciences Corporation Chandler, AZ

include: Develop, baseline and status master program schedule for Navy targets programs. Perform critical path… Orbital Sciences Corporation

Orbital Sciences Reviews

141 Reviews
141 Reviews
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Orbital Sciences Chairman and CEO David W. Thompson
David W. Thompson
90 Ratings
  1. 1 person found this helpful  

    Crushing schedules, demoralizing work environment, low raises, and little opportunity for advancement...

    • Comp & Benefits
    • Work/Life Balance
    • Senior Management
    • Culture & Values
    • Career Opportunities
    Former Employee - Principal Engineer in Sterling, VA (US)
    Former Employee - Principal Engineer in Sterling, VA (US)

    I worked at Orbital Sciences full-time (more than 8 years)


    Talented, intelligent, skilled coworkers. Much of the work is interesting and challenging. Shift differential pay for non-prime shifts. Good quality housing for employees on launch campaigns. Most employees outside of Tech Ops have private or semi-private offices. Benefits are competitive.


    Quality of work life varies tremendously depending on the department you are in (as can be seen by the disparate reviews here). Engineers in Tech Ops typically work in small, noisy, dilapidated cubicles, sometimes sharing those cubicles with two or even three three other engineers. Tech Ops is run like a blue-collar factory with management more focused on assigning blame and taking punitive actions rather than rewarding people for jobs well done.

    Raises are embarrassingly low and seemingly unrelated to performance appraisals, especially for over-40 employees. Promotions, which are rare, are often based on cronyism rather than skills and performance. Management provides little guidance as to what is necessary to advance within the organization.

    Employees are often worked to the point of exhaustion to meet unrealistic deadlines. When contract incentives are won, top program management collects *very* generous bonuses, while those who worked so hard might get a treated to a buffet-style lunch or a few hundred dollars (after months of work).

    Employees on launch campaigns spend weeks or even months on the road while travel policies become ever worse, such as per-diem being cut to 70% of government rates. That kind of miserly policy speaks volumes about how little they care about the employees.

    Management's obsession with time cards, mindless, seemingly endless, online "training" courses, and producing meaningless metrics is maddening.

    Advice to ManagementAdvice

    Start factoring staff morale into the raises and promotions of supervisors; lower morale should mean lower raises and less chance for promotions for the responsible supervisors (sort of the reverse of how it works now).

    Give people raises that reflect the cost of living and their increased value to the company as they gain knowledge and experience.

    Provide employees with accurate, annual assessments of what they need to do to advance their careers.

    Share contract performance incentives by giving substantial bonuses to the employees doing the actual work.

    Hire a firm to perform anonymous employee satisfaction surveys. Actually pay attention to the results and take corrective actions.

    Upgrade the Satellite Manufacturing Facility. Replace the cubicles with offices. Put in new carpeting. Paint doors, handrails, walls, and everywhere else the paint is damaged or worn off. Upgrade restrooms. Take down the intelligence-insulting signs. Make it a pleasant, professional place to work.

    Recognize that there is often 24/7 staffing in the Satellite Manufacturing Facility. That means you need night-time janitorial and building services. You need an inclement weather policy for second and third shift. You can't have someone work from 11PM until 8AM and then tell them that they have a mandatory meeting at 1PM.

    Get rid of demoralizing policies such as reduced per-diem rates. If you want to save money, don't do it on the backs of the employees; find ways to cut capital equipment costs, equipment lease costs, and costs for services.

    Doesn't Recommend
    Neutral Outlook
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