QinetiQ North America Jobs & Careers in Aberdeen Proving Ground, MD

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30+ days ago

Program Manager

QinetiQ North America Aberdeen, MD

Responsible for managing the performance of a relatively significant program or multiple smaller programs in accordance with contract requirements… Glassdoor

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QinetiQ North America Reviews

164 Reviews
164 Reviews
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J. D. Crouch II
43 Ratings

    I'd give the whole gig a D+

    • Comp & Benefits
    • Work/Life Balance
    • Senior Management
    • Culture & Values
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    Former Employee - Electrical Engineer in Waltham, MA (US)
    Former Employee - Electrical Engineer in Waltham, MA (US)

    I worked at QinetiQ North America as a contractor (more than 3 years)


    Great entry level opportunity to learn basics of defense contractors internal structure, understanding of configuration management, documentation control, engineering changes, validation/verification, test planning etc.

    Free coffee/tea
    Free ice cream biweekly during summer

    Use this as a place to start your career or to bridge the gap between this and a better opportunity.


    Compensation as a Contractor: Compensation wasn't terrible for the first year, but by the time I got to the fourth, and witnessed no growth, you come to realize that they really don't care about your future (maybe even your existence). I was banking on learning more in sacrifice for yearly raises but don't have high expectations other than to robot your way through a lot of VERY dry work. I went to my agency numerous times and it was always a 'bad time' to get a raise and HR was very reluctant to offer raises to full-time employees, never mind contractors. The company is clearly downsizing with layoffs galore, and people are quite frankly nervous whose next on the chopping block. Everyone got a standard 2% raise annual raise to match inflation internally, and no merits were given.

    Advice to ManagementAdvice

    Work more closely to align company work load, with employee interest. People tend to excel when they work on something that interests them. That should truly be on the forefront, if you want to continuously maximize your efficiency of your resources. More collaboration, more open mindedness in who attends meetings, and more opportunity in general. Stop promoting people internally, who don't fit the bill. Upper management needs to be seen more often working hard. If management is lazy, employees will get lazy.

    Doesn't Recommend
    Negative Outlook
    Disapproves of CEO

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