Quick Answer

Conditional, Lockheed Martin considers candidates with felony convictions, but employment is highly restricted and presents significant barriers. As the world's largest defense contractor with approximately 121,000 employees worldwide and over 350 facilities globally, the vast majority of positions require the ability to obtain and maintain a federal security clearance (Secret, Top Secret, or higher). Employment decisions are conditional upon passing both a company background check and federal government security clearance investigations.

The law prohibits companies from having a blanket policy excluding all felons. However, federal security regulations create automatic disqualifiers that the company cannot override. Under the Bond Amendment (50 U.S.C. 435b), individuals who have been convicted, sentenced, and incarcerated for a term exceeding one year are prohibited from receiving security clearances for Sensitive Compartmented Information (SCI), Special Access Programs, or Restricted Data. The government—not Lockheed Martin—makes the final clearance determination.

The greatest barriers are created by felonies related to espionage, treason, or terrorism (automatic permanent bar), violence, weapons, or drug trafficking (severe barriers for any clearance), and financial crimes, fraud, or dishonesty (major trustworthiness concerns). Any deliberate falsification or omission on the SF-86 security questionnaire is an automatic disqualifier.

The best opportunities exist in non-cleared positions such as certain maintenance, manufacturing, janitorial, or facility support roles that do not require access to classified information. These positions are limited in number but represent the most realistic pathway for applicants with criminal records. Older, minor, non-security-related convictions with demonstrated rehabilitation have the best chances.

Table of Content

1. Quick Answer

2. Felon-Friendly Scorecard

3. Eligibility Checklist

4. Critical Regulatory Information

5. Company Overview

6. Hiring Policy Analysis

7. Background Check Process

8. Application Strategy

9. Tips for Applicants with Records

10. Benefits Overview

11. Frequently Asked Questions

12. Alternative Second Chance Employers

13. Conclusion

14. Disclaimer

Felon-Friendly Scorecard

Eligibility Checklist

Before applying, honestly assess whether you meet these baseline requirements:

• Security Clearance Assessment: Must honestly evaluate whether your conviction history allows for obtaining a federal security clearance if the position requires one. Under the Bond Amendment, incarceration exceeding one year typically prohibits SCI, SAP, or RD access.

  
  

• No Automatic Disqualifiers: Must NOT have convictions for espionage, treason, terrorism, or sedition—these are permanent bars. Must NOT have pattern of criminal conduct, financial irresponsibility, or foreign influence concerns.

  
  

• Complete Honesty: Must be prepared to be 100% truthful on all applications and the SF-86 questionnaire. Any deliberate omission or falsification is a federal crime (18 U.S.C. § 1001) and automatic disqualifier. Lying will result in denial and potential criminal prosecution.

  
  

• Drug Policy: Must pass a mandatory pre-employment drug test. Marijuana use remains illegal under federal law and is a disqualifier regardless of state legalization. Recent or current drug use will deny any clearance.

  
  

• Financial Stability: Must demonstrate financial responsibility. Bankruptcies, debts 120+ days delinquent, tax liens, gambling problems, and unexplained affluence are red flags that can deny clearance.

  
  

• U.S. Citizenship: Most cleared positions require U.S. citizenship. Must be legally authorized to work in the United States. Foreign influence concerns (foreign relatives, financial interests) are heavily scrutinized.

Critical Regulatory Information

Understanding the regulatory landscape is absolutely critical for Second Chance applicants considering Lockheed Martin—more so than virtually any other employer. As the world's largest defense contractor with 73% of revenue from the U.S. federal government, security clearance requirements dominate hiring decisions for the vast majority of positions. The company must comply with federal security regulations established by the Department of Defense, Office of Personnel Management, and intelligence agencies—regulations that create barriers far more restrictive than typical EEOC employment guidelines. These federal security regulations preempt state fair chance hiring laws, meaning protections like Ban-the-Box do not apply to cleared positions. Lockheed Martin cannot waive, modify, or override government security requirements—the company is legally obligated to deny employment if the government denies the necessary clearance.

EEOC Guidelines

For positions that do not require security clearance, Lockheed Martin follows Equal Employment Opportunity Commission guidelines. Employers must conduct individualized assessment considering the Green Factors:

(1) Nature and gravity of the offense;

(2) Time elapsed since the offense and/or completion of sentence;

(3) Nature of the job sought and its relationship to the offense. However, these protections are superseded by federal security requirements for cleared positions—EEOC cannot override national security determinations.

FCRA Requirements

For non-cleared positions using third-party background checks, Lockheed Martin must comply with Fair Credit Reporting Act (FCRA) adverse action procedures:

(1) Obtain written consent before conducting background check;

(2) Provide pre-adverse action notice with a copy of the report before final denial; (3) Allow reasonable time to dispute inaccuracies;

(4) Provide final adverse action notice if decision stands. Note: Government security investigations (SF-86 process) operate under different rules than commercial FCRA checks.

State-Specific Considerations

Lockheed Martin operates 350+ facilities across all 50 states, with major operations in Texas, California, Colorado, Maryland, Florida, and Georgia. State Ban-the-Box and fair chance hiring laws apply to non-cleared positions only. States like California (FCCA), Colorado (Chance to Compete Act), and Maryland have strong fair chance protections that delay criminal history inquiries. However, federal security clearance processes are exempt from state employment laws—federal regulations preempt state protections for national security positions.

Defense Contractor-Specific Considerations

As a defense contractor, Lockheed Martin is subject to stringent federal security regulations that create unique barriers. The SF-86 Questionnaire for National Security Positions requires exhaustive disclosure of criminal history, drug use, financial problems, foreign contacts, and personal conduct. The Bond Amendment (50 U.S.C. 435b) prohibits granting clearances to anyone incarcerated for over one year. The Whole Person Concept evaluates overall trustworthiness—patterns of poor judgment (even minor offenses) can result in denial. Adjudicators assess criminal conduct under Guideline J and personal conduct under Guideline E of the Adjudicative Guidelines for Determining Eligibility for Access to Classified Information.

Company Overview

Lockheed Martin Corporation is the world's largest defense contractor and a global aerospace, security, and advanced technologies company. Headquartered in Bethesda, Maryland, the company was formed in 1995 through the merger of Lockheed Corporation and Martin Marietta Corporation, combining two historic aerospace pioneers with roots dating back to the early 20th century. Today, Lockheed Martin employs approximately 121,000 people worldwide across 350+ facilities in every U.S. state and internationally. Approximately 20% of employees are military veterans, reflecting the company's strong connection to national defense. The company works with 13,000+ active suppliers globally.

In 2024, Lockheed Martin generated approximately $73 billion in revenue with a backlog of $176 billion in orders. The U.S. federal government accounts for 73% of revenue, with 65% coming specifically from the Department of Defense. The F-35 Lightning II fighter jet program alone represents 26% of total company revenue. Additional major customers include NASA, the intelligence community, and allied foreign governments. The company's four business segments—Aeronautics, Missiles and Fire Control, Rotary and Mission Systems, and Space—all involve managing sensitive and classified government information and assets, requiring the highest standards of security, integrity, and trustworthiness from employees.

Lockheed Martin has received numerous recognitions including six Collier Trophies for aerospace achievement. The company is committed to ethical conduct, with a comprehensive Code of Ethics and Business Conduct. In December 2024, Lockheed Martin announced the formation of Astris AI, a subsidiary to help defense companies incorporate artificial intelligence. The company's Skunk Works advanced development division is renowned for breakthrough technologies including stealth aircraft.

Company Fast Facts

• Founded: 1995 (merger of Lockheed Corporation and Martin Marietta)

• Headquarters: Bethesda, Maryland

• Employees: ~121,000 worldwide

• Facilities: 350+ globally

• Revenue: ~$73 billion (2024)

• CEO: James D. Taiclet

• Stock: NYSE: LMT

• Business Segments: Aeronautics (39%), Rotary & Mission Systems (24%), Missiles & Fire Control (18%), Space (17%)

Hiring Policy Analysis

Lockheed Martin's hiring policy represents a complex intersection of Equal Employment Opportunity commitments and non-negotiable federal security requirements. The company does not have a blanket policy excluding all applicants with criminal records; however, the practical reality is that the vast majority of positions require security clearances that most felons cannot obtain. The company is legally obligated to deny employment for cleared positions if the government denies or revokes the necessary clearance. For non-cleared positions, the company conducts individualized assessment following EEOC guidelines. The hiring process includes application review, interviews, conditional offer, background investigation, and security clearance processing (for applicable positions). Clearance processing can take months to over a year.

Position-Specific Barriers

Barrier levels are determined primarily by the required level of access to classified information, sensitive government facilities, and national security assets.

Available Positions and Pay

Pay data compiled from Glassdoor, PayScale, Levels.fyi, and company data for 2024-2025. Compensation varies significantly by clearance level, location, experience, and business segment.

Career Path Examples

For applicants with criminal records who can secure non-cleared entry positions, advancement opportunities are extremely limited without obtaining security clearance. Most professional advancement requires clearance eligibility.

Non-Cleared Support Track: Janitor/Cleaner ($19-$22/hr) → Facilities Maintenance ($22-$28/hr) → Facilities Supervisor ($50K-$60K/yr). Limited advancement ceiling without clearance. Represents most realistic path for applicants with significant records.

Manufacturing Track (if clearance obtainable): Manufacturing Technician ($45K-$65K/yr) → Senior Technician ($55K-$75K/yr) → Production Lead ($70K-$85K/yr) → Production Manager ($85K-$110K/yr). Requires demonstrating clearance eligibility over time.

Engineering Track (clearance required): Entry Engineer ($70K-$90K/yr) → Engineer ($90K-$120K/yr) → Senior Engineer ($120K-$150K/yr) → Principal Engineer ($150K-$200K+/yr). Virtually inaccessible for applicants with significant felony history due to clearance requirements.

Background Check Process

Lockheed Martin conducts background investigations at multiple levels depending on position requirements, and understanding this process is essential for applicants with criminal records to assess their realistic chances. Non-cleared positions undergo standard third-party background checks similar to other major employers, conducted by consumer reporting agencies like Sterling. Cleared positions require government investigation through the SF-86 Questionnaire for National Security Positions, which is the most exhaustive employment background investigation in existence—estimated to take 120 minutes to complete just the questionnaire, with the investigation itself involving extensive record searches and personal interviews.

What They Check (Non-Cleared): Criminal history at county, state, and federal levels; identity verification; employment history (typically 7-10 years); education verification; drug screening.

What They Check (SF-86 for Cleared): All of the above plus: 10 years of residence, employment, and education history; all police records (including arrests, charges, dismissed cases); drug use history; financial records (bankruptcies, debts 120+ days delinquent, tax liens, gambling, unexplained affluence); foreign contacts and travel; foreign financial interests; mental health treatment (if relevant to judgment); personal references; subject interview; potentially polygraph examination.

Lookback Period: For SF-86 investigations: 7 years for misdemeanor arrests (10 years for Top Secret); EVER for felony charges, alcohol/drug/firearm/explosive offenses, military court martial; indefinite for espionage, treason, terrorism, sedition. Employment/residence verification: 10 years. Financial issues: 7 years.

Timeline: Non-cleared positions: 1-3 weeks for background check. Cleared positions: 3-6 months for Secret clearance; 6-18 months for Top Secret; longer for TS/SCI or positions requiring polygraph. The clearance backlog can extend timelines significantly.

Disqualifying Factors

Automatic/Near-Automatic Disqualification (Cleared Positions): Espionage, treason, terrorism, sedition (permanent bar); incarceration exceeding one year (Bond Amendment prohibition for SCI/SAP/RD); current drug use or addiction; any deliberate falsification or omission on SF-86; felonies involving violence, weapons, or drugs (especially recent); financial crimes demonstrating untrustworthiness; unreported foreign contacts or financial interests; patterns of criminal conduct or poor judgment.

Lower Risk (Subject to Whole Person Review): Old (10+ years), isolated, non-violent offenses unrelated to security; older non-violent drug possession with demonstrated sobriety; single old DUI without pattern; financial problems with documented resolution; misdemeanors without dishonesty component. All require demonstrated rehabilitation, stability, and time passage. Even "lower risk" convictions may still result in denial depending on totality of circumstances.

Your Rights as Applicant

• FCRA Protections (Non-Cleared Positions): Written consent required before third-party background check. Pre-adverse action notice with report copy before denial. Right to dispute inaccuracies.

  
  

• Statement of Reasons: If clearance is denied, you receive a Statement of Reasons (SOR) explaining the security concerns. You have the right to respond in writing and, in some cases, request a hearing.

  
  

• Appeal Rights: Clearance denials can be appealed through the applicable agency's review process. However, appeals rarely succeed without significant new mitigating information.

  
  

• Reapplication: After clearance denial, you may reapply after typically one year, but must demonstrate changed circumstances. The original denial remains part of your record.

Application Strategy

1. Honestly Assess Clearance Eligibility First: Before applying for any position, truthfully evaluate your background against SF-86 requirements. Review Sections 22 (Police Record), 26 (Financial Record), and 27 (Use of IT Systems). If clearance is unlikely, only apply for explicitly non-cleared positions.

   
   

2. Search Specifically for Non-Cleared Roles: Filter job searches for positions stating "no security clearance required" or "clearance not required." These are rare but represent the only realistic pathway for most applicants with felony convictions.

   
   

3. Be 100% Truthful—No Exceptions: Any falsification or omission is an automatic disqualifier and federal crime. Investigators will discover the truth. Your chances are always better with honest disclosure than with lies that will be uncovered.

   
   

4. Prepare Documentation of Rehabilitation: Gather evidence of rehabilitation: certificates from treatment programs, educational achievements, stable employment history, community service, character references from employers or probation officers.

   
   

5. Address Financial Issues Proactively: Financial instability is a major red flag. Before applying, resolve delinquent debts, establish payment plans, address tax issues. Document all remediation efforts.

   
   

6. Emphasize Integrity and Ethics: Lockheed Martin's core values center on ethics, integrity, and following rules. In interviews, demonstrate commitment to these values through specific examples of honest, responsible conduct since your conviction.

   
   

7. Consider Contractor/Vendor Positions: Some facility support services are provided by contractors with potentially different (though still rigorous) hiring requirements. Research vendors who provide services at Lockheed Martin facilities.

   
   

8. Maintain Realistic Expectations: The vast majority of Lockheed Martin positions require clearances that applicants with felony records typically cannot obtain. Focus efforts on the limited non-cleared opportunities while exploring other employers with fewer security requirements.

Tips for Applicants with Records

1. Understand the Security Clearance Reality: The clearance process is not controlled by Lockheed Martin—it's a government adjudication. The company cannot override a government denial. Accept this reality when evaluating opportunities.

   
   

2. Time Is Your Friend: The longer since your conviction and sentence completion, the better your chances. A 10+ year old isolated offense with demonstrated rehabilitation is viewed very differently than recent conduct.

   
   

3. Pattern vs. Isolated Incident Matters: A single old mistake is more

   forgivable than a pattern of criminal conduct. Even multiple minor offenses can establish a pattern of poor judgment that denies clearance.

   
   

4. Never Minimize or Make Excuses: When discussing your record, accept full responsibility without excuses. Investigators value accountability. Blaming others or circumstances raises concerns about judgment and character.

   
   

5. Drug Use History Is Thoroughly Investigated: The SF-86 asks about drug use going back 7 years (some questions have no time limit). Marijuana use, even where state-legal, disqualifies because federal law controls clearances.

   
   

6. Financial Stability Demonstrates Trustworthiness: Poor financial management suggests vulnerability to bribery or blackmail. Establish credit responsibility before applying. Resolve collections, pay taxes, avoid new debt.

   
   

7. Consider Other Defense Contractors: Some defense contractors have more non-cleared positions. While all defense work involves security sensitivity, the ratio of cleared to non-cleared positions varies by company and program.

   
   

8. Explore Non-Defense Alternatives: If security clearance is impossible, consider commercial aerospace companies (Boeing Commercial, SpaceX), commercial technology firms, or manufacturing companies that don't require federal clearances.

Benefits Overview

Lockheed Martin offers industry-leading compensation and benefits competitive with the defense and aerospace sector. Benefits are available to employees regardless of clearance level, though position-specific differences exist in compensation.

Compensation: Highly competitive salaries ranging from $40,500/year (support positions) to $400,000+ (senior executives). Average salary approximately $95,000-$115,000. Annual performance bonuses. Stock purchase plan with company match.

401(k) and Retirement: 401(k) plan with generous company match (typically 4-6%). Pension plan for eligible employees. Financial planning assistance.

Health Benefits: Comprehensive medical, dental, and vision plans. Multiple plan options. Health savings accounts. Life insurance and disability coverage. Employee assistance program.

Time Off: Competitive PTO policy. Paid holidays. Flexible work arrangements (varies by position and security requirements). Parental leave.

Additional Benefits: Tuition reimbursement and professional development. Veteran support programs. Employee resource groups. Relocation assistance. On-site amenities at many facilities.

Employee Perspectives

Pros: World-class career opportunities; cutting-edge technology; excellent benefits; highly ethical culture; job stability with government contracts; veteran-friendly (20% of workforce).

Cons: Extremely long and intrusive clearance process (months to over a year); intense scrutiny of personal conduct; low tolerance for any behavior jeopardizing security; limited advancement without clearance; bureaucratic processes.

Frequently Asked Questions

1. Does Lockheed Martin hire people with felonies?

   Technically yes, but with severe limitations. The company does not have a blanket exclusion policy; however, the vast majority of positions require federal security clearances that most felons cannot obtain. Under the Bond Amendment, incarceration exceeding one year prohibits clearances for SCI, SAP, or Restricted Data access. Non-cleared positions (maintenance, janitorial, some manufacturing) offer the most realistic opportunities, but these are limited in number. Each case is evaluated individually, but clearance requirements create practical barriers that EEOC guidelines cannot override.

   
   

2. What is the background check process at Lockheed Martin?

   The process varies by position type. Non-cleared positions undergo standard third-party background checks covering criminal history, identity, employment, and education. Cleared positions require the SF-86 government investigation—an exhaustive process examining 10 years of history, all criminal records (some questions ask "Ever"), financial records, foreign contacts, drug use, and personal references. Investigators may interview neighbors, coworkers, and conduct subject interviews. Top Secret and TS/SCI may require polygraph examinations.

   
   

3. How far back does the background check go at Lockheed Martin—what is the lookback period?

   For SF-86 investigations: 7 years for most criminal arrests (10 years for Top Secret); indefinitely ("EVER") for felony charges, alcohol/drug/firearm/explosive offenses, military court martial, and all convictions; no time limit for espionage, treason, terrorism. Employment and residence verification: 10 years. Financial issues: 7 years. Non-cleared positions typically use 7-year lookback consistent with FCRA, though state laws may limit further.

   
   

4. What types of convictions make hiring more difficult at Lockheed Martin?

   Automatic permanent disqualifiers include espionage, treason, terrorism, and sedition—there is no rehabilitation pathway for these offenses. Severe barriers exist for violent felonies, weapons charges, drug trafficking, and manufacturing of controlled substances. Financial crimes including fraud, embezzlement, and forgery raise serious trustworthiness concerns under Guideline F of the Adjudicative Guidelines. Major concerns include any incarceration exceeding one year (which triggers Bond Amendment prohibition for certain clearance levels), patterns of criminal conduct showing poor judgment, and any dishonesty-related offenses. The "Whole Person" concept means adjudicators evaluate the totality of circumstances—even multiple minor offenses can establish a disqualifying pattern. Any deliberate falsification or omission on the SF-86 is automatic disqualification and potential federal criminal prosecution under 18 U.S.C. § 1001.

   
   

5. What are the best entry-level roles at Lockheed Martin for applicants with a record?

   Non-cleared support positions offer the most realistic opportunities: Janitor/Cleaner ($19-$22/hr), Groundskeeper, Facilities Maintenance, Cafeteria Staff, and certain Manufacturing Technician roles that don't require clearance. These positions are limited in number. Search specifically for jobs stating "no clearance required." Security Guard positions may be possible for some backgrounds but involve their own screening requirements.

   
   

6. Does Lockheed Martin drug test, and what kind of test do they use?

   Yes, Lockheed Martin conducts pre-employment drug testing for all positions. As a federal contractor, the company maintains a drug-free workplace policy. Testing typically includes urinalysis screening for common substances. Critically, marijuana use disqualifies applicants regardless of state legalization because federal law (which governs clearances) classifies marijuana as illegal. The SF-86 asks about drug use history going back 7 years, and some questions have no time limit.

   
   

7. When during the hiring process will Lockheed Martin ask about criminal history?

   For non-cleared positions in states with Ban-the-Box laws, criminal history inquiry is delayed until after initial screening or conditional offer. For cleared positions, the SF-86 questionnaire (which requires disclosure of all criminal history) is completed after conditional offer but before final clearance determination. You must disclose all police records including arrests, charges, and convictions—even sealed or expunged records must be disclosed on SF-86 (with limited exceptions for federal drug convictions with expungement orders).

   
   

8. Can someone advance to management at Lockheed Martin if they have a felony?

   Extremely difficult. Most management positions require security clearances. For non-cleared support roles, advancement to supervisory positions may be possible within that limited track (e.g., Facilities Supervisor), but the ceiling is low. Advancing into program management, engineering leadership, or most professional management roles requires clearances that felony convictions typically preclude. Without clearance eligibility, career advancement is severely constrained.

   
   

9. How long does the hiring and background check process take at Lockheed Martin?

   Non-cleared positions: 2-4 weeks total from application to start. Cleared positions: 3-6 months for Secret clearance; 6-18 months for Top Secret; potentially longer for TS/SCI or positions requiring polygraph. The clearance backlog and investigation complexity significantly extend timelines. Interim clearances may allow starting work while final clearance processes, but interim is not guaranteed and denial of interim is common for applicants with any adverse information.

   
   

10. What can applicants do to improve their chances of getting hired at Lockheed Martin?

    Focus exclusively on non-cleared positions if you have any significant felony history. Be 100% truthful on all applications—dishonesty guarantees rejection. Allow maximum time to pass since conviction (10+ years significantly improves outlook). Resolve all financial issues and establish stability. Document rehabilitation thoroughly. Maintain completely clean record since conviction. Consider whether your specific background realistically allows for this employer, or whether non-defense employers offer more realistic opportunities.

Alternative Second Chance Employers

Given Lockheed Martin's extensive security requirements, applicants with felony records should strongly consider alternative employers with fewer clearance barriers. These companies in aerospace, technology, and manufacturing sectors may offer more accessible opportunities:

Conclusion

Lockheed Martin presents extremely limited opportunities for individuals with felony convictions due to pervasive federal security clearance requirements. As the world's largest defense contractor with 73% of revenue from the U.S. government and 121,000 employees primarily in cleared positions, the vast majority of roles require security clearances that most applicants with criminal records cannot obtain. While the company does not have a blanket exclusion policy and follows EEOC guidelines for non-cleared positions, federal regulations—particularly the Bond Amendment (prohibiting clearances for incarceration over one year) and the Adjudicative Guidelines for security determinations—create barriers that neither the company nor EEOC can override.

Key Success Factors: Focus exclusively on explicitly non-cleared positions such as janitorial, maintenance, or certain manufacturing roles. Be 100% truthful on all applications and the SF-86—any dishonesty constitutes automatic disqualification and is a federal crime under 18 U.S.C. § 1001. Allow maximum time since conviction and sentence completion (10+ years significantly improves outlook). Resolve all financial issues including debts, tax liens, and establish credit stability. Document rehabilitation extensively with certificates, employment history, and character references. Maintain completely clean record since conviction.

Biggest Barriers: Security clearance requirements for approximately 80%+ of positions; Bond Amendment prohibition on clearances for incarceration exceeding one year (affecting access to Sensitive Compartmented Information, Special Access Programs, and Restricted Data); automatic permanent disqualification for espionage, treason, terrorism, or sedition; severe barriers for violence, weapons, drug trafficking, and financial crimes; disqualification for any pattern of criminal conduct demonstrating poor judgment; automatic disqualification for any deliberate falsification or omission.

Applicants with significant felony histories should realistically assess whether Lockheed Martin or any major defense contractor represents a viable employment pathway. The limited non-cleared opportunities may offer entry points for those with older, minor, non-security-related convictions, but career advancement is severely constrained without clearance eligibility. For most applicants with felony records, commercial aerospace, manufacturing, technology, or logistics employers without federal security requirements offer substantially better opportunities for meaningful employment and career growth.

Disclaimer

This guide provides general information and should not be considered legal advice. Hiring policies vary by position, location, and individual circumstances. Security clearance eligibility is determined by the U.S. government, not the employer, and is subject to federal regulations that may change. While we strive for accuracy using publicly available sources including company websites, government publications (SF-86, Adjudicative Guidelines), job postings, employee reviews (Glassdoor, Indeed), and salary databases, information may change without notice.

Inclusion in this guide does not guarantee employment or clearance eligibility. Security clearance requirements, adjudicative standards, and fair chance hiring laws vary and should be confirmed with legal professionals. For specific questions about clearance eligibility, consult with a security clearance attorney. Consult with an employment attorney for legal advice about your specific situation.

Apply Now: https://www.lockheedmartin.com/en-us/careers.html