Mercury Systems Reviews

Pros

The work-life balance here is pretty elite. Management is completely understanding of personal obligations and encourages us to take time off where appropriate. (That is, as long as we keep getting our work done)

Cons

Office politics can be a thing here, but it's easy to stay out of it by keeping your head down and working.

Pros

If you are lucky to have a good manager and team it could last you.

Cons

Torrance POC really used to be a pretty good company. But these days it's like let's re-org everyone every 3-6 months for good measure. Lets have people manage you that really don't know anything you do. Like some had said the future could be bright, but it's hard for a person to recover from their heart being removed. It's like the people that used to be there that would give the little extra, the sugar of the day, are completely gone. Anyone who does anything here, does it for month and they disappear. That is really odd and weird.

Pros

* Newly-hired local managers, and experienced managers imported from other sites, have consistently high levels of motivation, and technical and people skills. * Upcoming reorganizations and/or realignments may fix issues that are listed in Cons. * Brain drain after Mercury takeover of Torrance-based Physical Optics Corporation (POC) in 2021 left a vacuum that new hires can fill. * Fast pace results in lots of great experience for a resume. * Future of Mercury, including Torrance, could be very bright

Cons

* Real problems with local managers who stayed after Mercury takeover. Training and mentoring for management was not a priority. * Questions for new hire candidates to avoid bad managers: 1) Ask each project manager and functional manager what they do 2) Ask each project manager and functional manager what their turnover rate is 3) Ask if you can talk to one or more non-management people privately and one-on-one as part of your interview. If not, the answers to the first questions #1 and #2 are probably unreliable so run. 4) Ask at least one non-management person questions #1 and #2, and compare answers. If the answers are seriously incomplete or inconsistent, then run. 5) Ask at least one non-management person what they think of each project manager and functional manager. Watch for destructive leaders, and absentee leaders, in the stories your interviewers will volunteer.

Pros

I am a new hire at Mercury System. This is not a review of the company, but of the process to get hired. I have been in executive roles with a fortune 500 companies and with defense contracting primes throughout my career. During my tenure in management, onboarding new employees has always had a multiple of hurdles from scheduling interviews, to managing an individual's expectations, and setting up the employee in the new system. My process at Mercury started with a s screening call from Katelyn Rizzo "Rizzo". Rizzo was very detailed in learning about my skill set, and she gave me a good opportunity to discuss my experience. Once understanding my capabilities, she evaluated what opportunities were right for me in the company. We quickly realized that the position we were discussing was not the right fit. Rizzo was not satisfied with this, and she proactively discussed my skillset with multiple directors and managers across different disciplines until she found me some great options. Within a week, there was an event that allowed me the opportunity to sit down with the Mercury Systems Managment team and discuss my past as well as my expectations for the future. Those discussions quickly developed into an interview that resulted in an offer of employment. I understand the compensation negotiations very well, however, working with Rizzo, that was completely unnecessary. I was very impressed with the honesty, transparency, and willingness of the talent acquisition division in Mercury to advocate for a compensation package that met or exceeded my expectations. I am excited to pursue a career with a company that makes the first steps a collaboration instead of a hard-fought negotiation.

Cons

No Cons to speak of at this time.

Pros

Great assignments and good moral events!

Cons

-Often times there is not enough work to go around. -New employees that are not part of the in crowd can get mistreated.

Pros

Most of the people are really great to work with. Never a dull moment so if you like constant change that's a plus

Cons

The culture at Mercury moves so fast it can't keep up with itself. Constantly making decisions and back tracking, having to re-do work, pull funding. Complete lack of resources makes it difficult to get anything done and you feel like you're always spinning your wheels.

Pros

Many opportunities to grow and thrive.

Cons

Management is a complete joke. They are requiring that every employee on the floor works 55+ hours a week regardless of their life circumstances. They consider this amount of time to be the requirement of a full time employee, or that was what has been communicated to me via one of the operations directors. Do not work at this company unless you want to be treated as less than human. They do not respect or appreciate the amount of work you do and will constantly demand for higher quantities with a severely short staffed site. They lack communication and will constantly change they priorities, only to blame you for not getting the past work out as well. Do not recommend.

Pros

Work Environment Great training A solid place to grow and learn

Cons

Strong office politics late hours fast pace & high pressure

Pros

The people that I worked with

Cons

Lower, middle, and upper management

Pros

Culture and pay at all their facilities

Cons

Communication to different facilities across the US