Retention is a rising concern among our aerospace and defense firm peers. Many fear a “silver tsunami” of retiring baby boomers, those who lend the stability that inspires confidence in government partners. Job-hopping and even industry-hopping seem common among younger STEM employees as there is more competition—the same person coding a tank simulator could next week be working on a restaurant app. Fortunately, our culture is built to avoid the coming panic. We have always hired people that we count on to evolve in the first place, not to be stagnant.
Our hiring practices accommodate dynamic professionals whose relevance will never be limited by one contract or set of tasks—we call it our “Swiss Army Knife Approach.” We’ve found some of the best employees are invigorated by change and new challenges.
Who We Look For
Beyond a battery of technical skills and qualifications, what are the other qualities that build a stable and adaptive team at INTUITIVE?
- Honesty, superior ethics
- Interpersonal savvy, excellent communication skills
- Ability to be a team player
- Initiative
- Positive attitude
- Professionalism
A Place to Grow
We hire employees who we know will adapt to whatever project emerges or whatever innovation is needed. This prevents inefficiency on our part because we never scurry to hire based on the new demands of a contract. It also inspires confidence from our customers because they know we stand ready to deliver expertise with a familiar cast of employees.
For example, our Software and Visualization Solutions Team develops virtual reality training tools for Warfighters, which has required teams of integrated electrical engineers, software engineers, programmers, and even visual artists and designers to work together. That kind of cohesion doesn’t happen on command—it is part of our culture.
As a result of our hiring culture, there are no surprise layoffs. In our 19 years in business, INTUITIVE has never sent an employee home due to lack of work. Our employees know that when the government shuts down or when their contracts end, they still have a job. Senior Vice President, Donna Meadows commented, “Fear is simply the enemy of innovation. The job security we offer allows employees to work freely and not have to worry about what will happen if their contracts end.”
Open Communication
Communication is the key to ongoing job satisfaction and to assigning the most eager minds to new projects. We have an Open Door Policy, meaning that at any time employees are welcome to talk with the executive team. They are free—encouraged even—to express themselves to supervisors and to the management team without fear of reprisal or retaliation.
For mutual understanding, we have annual employee evaluations between employees and their supervisors. This is a time to talk about career goals and satisfaction, and to create a plan to meet those goals.
We have many other ways of accommodating our employees, creating a family atmosphere, and encouraging career growth, but the core of retention and employee satisfaction is our Swiss Army Knife hiring approach. Your passions will flourish here. If you’re interested in joining our team, click here now.