TCOM Hardware Engineering Review - Engineer L3Harris Employee Review

3.0
23 Apr 2023
Recommend
CEO approval
Business outlook

Pros

1. unlimited PTO - at least in my division TCOM the use of the PTO is encouraged and always approved. 4 weeks to direct supervisor then 1 level above him for approval after that 2. unlimited sick time - very useful to take your kids to doctors appointments or having to go to the doctor yourself 3. industry standard 401k match 100% up to 6% it would be better if the match started day 1 and not 1 year after employment. 4. decent work life balance 5. decent pay for the location 6. hybrid work environment you work from home Monday and every other Friday due to 9/80 schedule.

Cons

1. Advancement opportunities are VERY limited in the engineering side. 2. HR has way too much say in regards to internal promotions. 3. the company president is full-time remote while the rest of us have to be in the location. 4. Too many corporate communications stating the same information from different people. 5. raises are a joke 6. no bonuses

Explore other reviews about L3Harris

5.0
12 Apr 2026
Recommend
CEO approval
Business outlook

Pros

Work of life balance was amazing

Cons

Could run out of work due to it being contracts.

2.0
5 Jun 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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