49 W38th Street, Floor 12A
New York
NY
10016
https://www.ivyexec.com
Customer Support
1 (888) 551-3444
Toll Free
Customer Support
(212) 431-3969
Elena Bajic
2006
3.2
Recommend to a friend
65%
Say this is a great place to work
60%
Proud to have on resume
74%
Employee - Principal / Managing Director / General Manager
Patriotic and everyone works as a team.
Employee - Manager / Senior Manager
Being treated fairly was far too dependent on who you knew versus your work.
Employee - Manager / Senior Manager
Recommend removing the Vice Presidents from failed business units rather than moving them into different positions
Employee - Analyst / Associate
9/80 work schedule is nice.
Employee - Analyst / Associate
Low morale, poor leadership, poor management actively act in manners contrary to good business methods.
Employee - Analyst / Associate
All levels of management needs to be replaced and at least 25% of the employees, to improve morale, build a positive corporate culture, and be a company that could profit outside of the Defense Industry.
Employee - Analyst / Associate
I worked at GD in 2003 for about 6 - 8 months. The atmosphere was very rigid then. The environment was not friendly.
Employee - Manager / Senior Manager
The company has a great understanding of the business process, but no understanding of the customer.
Employee - Manager / Senior Manager
Weak culture at best, self-centered on self preservation for the most part. No understanding nor practice of true leadership or quality management.
Employee - Manager / Senior Manager
Changes in the management process and the senior leadership is needed. Too top heavy, no structured focus, absolutely no understanding of the end line customer (the war fighter of the US Marine Corps and US Army). No real focus on quality or quality output of product.
Employee - Director
There was a definite East Coast bias to personal decisions.
Employee - Director
There is a need for General Dynamics to be willing to take more risk in doing development projects. Also more funds need to be allocated to IRAD and proposals.
Employee - Manager / Senior Manager
Communications should be improved and personalized, rather than just a numbered employee. Policies are followed when convenient. There should be a greater focus with HR to keep quality employees, rather than terminating when contracts are not renewed.
Employee - Manager / Senior Manager
The executive leadership for the company was strong and communicated strategic goals. However, there was a gap in communication between executives and those doing the work. The culture is dependent upon the work site, and management at that site. In my experience, the culture was great when there was not a management footprint, but when management became present, they created impedements under the policy of GDIT.
Employee - Manager / Senior Manager
The name is awesome and great to place on a resume. The most important thing to know about the company is that you cannot evaluate it company-wide, but rather based upon the work-site.
Employee - Director
I would recommend the company if you are an engineer. The part of GD that I worked for did not treat manager/senior mgr/directors as valued members unless they were in very traditional roles. When the chips were down and the cuts were tight, female managers were cut despite being equally or better qualified. The CEO is a woman but it does not extend downward
Employee - Director
Although I was laid off in 2013, I have stayed in touch with many current employees. To a person, they no longer enjoy the work they do but stay for the money. They do pay well.
Employee - Director
It was (and remains) an industry leader.
Employee - Manager / Senior Manager
Watch out. They shake your hand while stabbing you in the back.
Employee - Manager / Senior Manager
There is a lack of honesty and moral values.