Attracting, Retaining And Developing Top Talent

Attracting, Retaining And Developing Top Talent

We support career development for all Raytheon employees and create new opportunities for them to do great and interesting work.

Raytheon recognizes that talent is at the heart of our company. Our employees design and build the groundbreaking technical products and processes that support our customers’ missions and help make the world a safer place. We continuously review and enhance our programs to better attract, retain and develop our talent.

Attracting Top Talent
Raytheon offers employees far-ranging and industry-leading opportunities to do noble work that helps make the world a safer place. Our university programs represent a strategy of connecting recruiting, research, learning and branding at our key target colleges and universities.

Turning research into applied systems is a core capability at Raytheon, but it's hard to do without extensive experience, diverse perspectives, and financial and technical support. Raytheon advances this process through the advocacy and leadership building work we do across U.S. and international campuses. We learn about leading-edge research and identify professors and recent graduates with new ideas and methodologies to contribute to Raytheon's innovation pipeline.


Stem Education For Graduate Students

"They can even lay down carbon nanotubes, tiny structures made of linked carbon atoms, and are working to align them to build futuristic circuits."


Raytheon's partnership in the Raytheon-UMass Lowell Research Institute is helping us reduce the cost and time of developing and machining new parts. We're also giving students hands-on experience with promising emerging technologies — and valuable exposure to Raytheon engineers and career opportunities.

Raytheon engineers are working with the university's Printed Electronics Research Collaborative to develop ways to print complex electronic circuits and microwave components — the building blocks of sophisticated radars used in Raytheon's Global Patriot System. "Engineers at the research institute are already able to lay down the conductors and dielectrics needed for printed electronics," said Chris McCarroll, Raytheon director for the institute. "They can even lay down carbon nanotubes, tiny structures made of linked carbon atoms, and are working to align them to build futuristic circuits."

Raytheon also views the institute as an opportunity to support STEM education and recruit new generations of engineers who possess leading-edge skills.

UMass Lowell graduate James Benedict parlayed two Raytheon internships in systems and mechanical engineering, respectively, into a full-time position as a mechanical engineer with Raytheon Integrated Defense Systems in Andover and Tewksbury, Massachusetts.

Benedict gained valuable exposure to additive manufacturing at RURI and PERC through his undergraduate capstone project, sponsored in part by Raytheon. His team developed a system that patterns conductive inks on the surfaces of curved objects using a robotic arm. "Our research focused on laying down ink on conformal surfaces, especially the types of surfaces we thought would be of use to antenna and microwave engineers," says Benedict. "We used inks containing nanoparticles of silver to conduct electricity, and are currently working on the technology that will allow these antennas to reach higher frequency ranges."

Today, Benedict is applying this experience at Raytheon. Using the robotics skills he learned during his capstone project, he's working with operations in Andover to implement a collaborative robotic arm that works with operators to create a less variable product.

At RURI, Benedict is working to create processes to apply tunable inks — inks that can be modified with specific applied voltages to change the way surfaces respond to radar waves. This technology has the potential to enhance the stealth capabilities of military aircraft and ships by absorbing radar signals.


Retaining talent, advancing leadership skills
Raytheon employees have a thirst for doing great and interesting work that directly impacts the world around them. This shared purpose is reflected in our bi-annual employee survey results. Raytheon outperformed the majority of other high-performance companies that benchmark these categories in their employee surveys, contributing to a strong retention rate for our workforce. Less than five percent of our employees voluntarily left the company in 2016.

In 2016, Forbes® ranked Raytheon among the Top 500 Best Employers in America, and we were named among 100 Best Places to Work in Information Technology by Computerworld® magazine for the 10th consecutive year. We were also named among the 100 Best Corporate Citizens by Corporate Responsibility Magazine®.

Supporting career development
Success in business requires a deep understanding of employee aspirations and a commitment to invest in their success. We provide leadership development opportunities for high-potential employees early in their careers, followed by mid-level and executive training programs.

We need every qualified candidate to be able to envision a career for themselves at Raytheon. At the beginning of 2016, we renewed our focus on increasing representation of women and people of color in the leadership pipeline. A series of strategic activities — including revamping the candidate slating, selection and onboarding processes; aligning the performance development process with diversity-focused goals; launching a new employee sponsorship program that builds networks and increases talent advocacy; implementing targeted retention efforts; and engaging in culture-building activities — has resulted in meaningful progress to date. We continue to track and refine the efficacy of these activities across the company.

Sponsorship Program Advances Careers For Women, People Of Color — Interview With Protege Tage Smith

Sponsorship Program Advances Careers For Weomen, People Of Color — Interview With Protege Tage Smith

As a sixth grader growing up in Florida, Tage Smith spent many Saturdays in the local library, dreaming of a career as a corporate chief information officer. Ten years after joining Raytheon's internal controls and accounting team, she's getting the mentoring support she needs to pursue an even more ambitious path. As a manager in Raytheon's Information Privacy and Risk Management area, she's gaining valuable exposure to the skills and networks she'll need to move beyond IT to an even more expansive and influential role.

Smith is getting this support through Raytheon's Senior Leadership Team Sponsorship Program, a new talent-management strategy that creates opportunities for women and minority employees. Smith and nearly 50 other employees are gaining valuable exposure to different roles throughout the company, so they can build the requisite skills and networks to accelerate their careers.

Smith's sponsor is Global Business Services President Rebecca Rhoads. "We talk about a wide range of workplace issues," Smith said. "Things like how to present myself to executives, how to summarize key points, how to gain visibility by volunteering for high-profile projects, how to receive feedback from men, and how to decide when it's time to take the next career step forward."

But their relationship goes much deeper than that, Smith said. "We're both working mothers, and when I had a baby eight months ago we talked about everything from nursing and mothering, to when to get back to work," she said.

During the program's inaugural year, participants have also focused on workplace diversity — and more specifically how to build and manage diverse teams. "I've learned how to make the diversity of my team work to our collective benefit," Smith said. "It's essential to include the perspectives of women and people of color, because customer dynamics continues to evolve in this direction — especially in the government and international arenas. Our team does great work and meets its milestones because we're so heterogeneous."


Employees received an average of 27.5 hours of training. 27,000 rstars awards were given in a five-month period.

Employees received an average of 27.5 hours of training. 27,000 rstars awards were given in a five-month period.

Encouraging self-driven learning. Raytheon offers a variety of education and training programs, accessible through an online learning management system. To facilitate self-driven learning, we align these courses with specific competencies. Other modules focus on such functional areas as engineering, contracts, supply chain and sustainability.

In 2016, employees received an average of 27.5 hours of training.

Paying equal wages. Employees value Raytheon's long-standing commitment to paying equal wages for equal work. We conduct regular pay equality audits and are also subject to fair-pay rules that apply to federal contractors.

Recognizing performance. Raytheon provides a variety of recognition programs to acknowledge employee contributions. In 2016, we launched Rstars, a single, global, online recognition center, to give all Raytheon leaders and employees an easy and consistent way to show thanks and appreciation to colleagues. In 2016, nearly 27,000 Rstars awards were given in the five-month period since the program launched in July.

Last Updated: 02/01/2018