Quick Answer

Sikorsky Aircraft (Lockheed Martin) does not have a blanket policy excluding all felons in compliance with EEOC guidelines. However, employment is highly restricted by the company's documented security policy, which explicitly bars individuals with any felony conviction from accessing company premises. Sikorsky Aircraft, a Lockheed Martin company, is the world's leading designer and manufacturer of military and commercial helicopters, including the iconic UH-60 Black Hawk and the CH-53K King Stallion with approximately 15,000 (Sikorsky) / 121,000+ (Lockheed Martin total) employees across Connecticut (Stratford headquarters, Shelton), Florida (West Palm Beach, Jupiter), Alabama (Troy), and international locations.

While federal law prohibits blanket exclusion policies, Sikorsky's status as a major defense contractor subjects it to federal security requirements that effectively create significant barriers. The company's Security and Access Requirements document states that personnel requiring facility access must not have been 'convicted of any violation of law (including military law), which is a felony.'

The greatest barriers are created by felony convictions (any type) (Sikorsky's documented security policy explicitly bars individuals with any felony conviction from accessing company premises), crimes involving dishonesty, theft, or moral turpitude (company policy specifically excludes those who have committed 'unethical or unlawful acts' including industrial espionage, defalcation, or theft), and offenses that would disqualify security clearance (many positions require DoD Secret or Top Secret clearances with strict federal adjudication criteria).

The only realistic opportunities for Second Chance applicants are Remote telework positions, off-site corporate roles, and non-access administrative positions because these positions do not require physical access to Sikorsky premises and may have standard background check requirements rather than the strict no-felony policy.

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:

• No Felony Conviction (For Facility Access): Sikorsky's documented Security and Access Requirements explicitly state that individuals with any felony conviction cannot access company premises. This applies to employees, contractors, and subcontractors.

  
  

• U.S. Citizenship (For Clearance Roles): Must be a U.S. Citizen for most technical and engineering roles requiring security clearance. Non-citizens face additional restrictions.

  
  

• No Clearance Disqualification: Must NOT have a conviction or history that would lead to denial or revocation of a U.S. government security clearance under the 13 Adjudicative Guidelines.

  
  

• No Unethical Acts: Must not have 'committed unethical or unlawful acts against a former employer, including industrial espionage, defalcation, misappropriation of proprietary information, or any other theft offense or act of moral turpitude.'

  
  

• Honesty is Paramount: Must be 100% truthful on all application and security forms. Lying or providing false information is an automatic and permanent disqualifier.

  
  

• Physical Requirements (For On-Site Roles): Must be able to perform work including standing for extended periods, lifting up to 50 lbs., working in manufacturing environments with machinery, and meeting FAA or military physical standards for certain aviation roles.

Critical Regulatory Information

Sikorsky Aircraft presents unique challenges for Second Chance applicants due to its status as a major defense contractor. The company's documented security policy explicitly bars individuals with any felony conviction from accessing its premises—a significant barrier that goes beyond standard EEOC guidelines. Understanding these restrictions is critical before investing time in applications for positions you may not legally be able to hold.

EEOC Guidelines

The Equal Employment Opportunity Commission advises employers not to automatically refuse to consider an applicant because of a criminal record. Employers must conduct an individualized assessment considering the Green Factors:

(1) Nature and gravity of the offense;

(2) Time elapsed since the offense;

(3) Nature of the job sought. However, defense contractors like Sikorsky are subject to additional federal requirements that may supersede EEOC guidelines when national security is involved.

FCRA Requirements

If a third party conducts the background check and a job offer is denied based on the report, Sikorsky must comply with the Fair Credit Reporting Act (FCRA) adverse action procedures:

(1) Provide pre-adverse action notice with a copy of the report and summary of FCRA rights;

(2) Allow reasonable time to dispute inaccuracies;

(3) Provide final adverse action notice if decision stands. Note that security clearance denials are federal determinations and follow different procedures.

State-Specific Considerations

Connecticut's Ban the Box law (effective January 2017) prohibits employers from asking about criminal history on initial job applications. However, this state law is largely superseded by federal defense contractor requirements and Sikorsky's documented security policies for facility access. Connecticut's Clean Slate law (effective 2023) provides automatic erasure of certain misdemeanors (7 years) and some felonies (10 years), but expunged records do not override security clearance requirements or company-specific access policies. Erased records must still be disclosed on federal security clearance forms (SF-86).

Defense Contractor-Specific Considerations

As a major DoD contractor, Sikorsky is subject to federal regulations that supersede state employment laws. The company's Security and Access Requirements document states that employees requiring premises access must 'not have been convicted of any violation of law (including military law), which is a felony.' This policy applies to contractors, subcontractors, and their employees. Additionally, employees may not have 'committed unethical or unlawful acts against a former employer, including industrial espionage, defalcation, misappropriation of proprietary information or any other theft offense or act of moral turpitude.' Many positions require DoD security clearances (Secret, Top Secret, or higher), which are adjudicated by the federal government using the 13 Adjudicative Guidelines and may be denied based on criminal conduct, financial problems, foreign contacts, or drug use.

Company Overview

Sikorsky Aircraft (Lockheed Martin) is a pioneering helicopter manufacturer founded in 1923 by aviation legend Igor Sikorsky, the company developed the first practical helicopter and has been a leader in rotorcraft innovation for over a century. Headquartered in Stratford, Connecticut, the company designs, manufactures, and services military and commercial helicopters. Primary products include the UH-60 Black Hawk, CH-53K King Stallion, S-92, and S-76 helicopters. The company serves all five branches of the U.S. military and military/commercial operators in 40+ nations worldwide. The company employs approximately ~15,000 (Sikorsky) / ~121,000 (Lockheed Martin) workers across Connecticut, Florida, Alabama, Poland, Australia, and field service locations worldwide.

Sikorsky was acquired by Lockheed Martin from United Technologies in November 2015 for approximately $9 billion. The company operates two major cultivation facilities in Connecticut (including the 173,000 sq. ft. 'Mothership' facility), facilities in Florida and Alabama, and international operations in Poland and Australia. Lockheed Martin has committed to maintaining 8,000+ jobs at Sikorsky in Connecticut through 2032.

Company Fast Facts

• Founded: 1923 (Roosevelt Field, New York; moved to Stratford, CT in 1929)

• Headquarters: Stratford, Connecticut

• Employees: ~15,000 (Sikorsky) / ~121,000 (Lockheed Martin)

• Industry Position: World's leading helicopter manufacturer

• Operations: Connecticut, Florida, Alabama, Poland, Australia, and field service locations worldwide

• Parent Company: Lockheed Martin Corporation (acquired November 2015)

• Leadership: Paul Lemmo (President, Sikorsky) / James Taiclet (CEO, Lockheed Martin)

  
  

• Business Model: Military and commercial helicopter design, manufacturing, and aftermarket services

  
  

• Recognition: Producer of the Presidential Marine One helicopter; Collier Trophy recipient; Fortune 60 (Lockheed Martin)

Hiring Policy Analysis

Sikorsky Aircraft's hiring process involves a multi-layered assessment that is significantly more restrictive than typical employers. The company's documented Security and Access Requirements explicitly state that individuals with any felony conviction cannot access Sikorsky premises. This policy applies broadly to employees, contractors, subcontractors, and any personnel who must enter company facilities. For positions requiring security clearance (the majority of engineering, manufacturing, and technical roles), the federal government not Sikorsky makes the ultimate determination on eligibility through the Defense Counterintelligence and Security Agency (DCSA).

The hiring process typically includes:

(1) online application,

(2) screening by HR,

(3) interviews,

(4) conditional job offer,

(5) background check and drug screening, and

(6) security clearance processing if required. Due to the strict access requirements, Second Chance applicants should focus exclusively on positions that are explicitly designated as 'Clearance Level: None' and do not require physical presence at Sikorsky facilities.

Position-Specific Barriers

Barrier levels are determined primarily by whether the position requires: (1) physical access to Sikorsky facilities, and (2) U.S. government security clearance.

Available Positions and Pay

Pay data compiled from Glassdoor, Indeed, PayScale, ZipRecruiter, and Comparably. Actual compensation varies by location, experience, and clearance level.

Career Path Examples

Career advancement at Sikorsky is challenging for individuals with felony convictions due to the premises access restrictions. However, for those in qualifying remote positions, advancement may be possible within clearly defined tracks.

Remote Administrative Track: Administrative Assistant ($18-$25/hr) → Administrative Coordinator ($22-$30/hr) → Executive Assistant ($28-$38/hr) → Office Manager (if remote remains possible). Requires demonstrated organizational skills and advanced software proficiency.

Remote IT/Technical Support Track: IT Help Desk ($22-$28/hr) → IT Specialist ($28-$40/hr) → Systems Analyst ($40-$55/hr) → IT Manager. Advancement may be limited as senior roles often require on-site presence or clearance.

Remote Finance/Contracts Track: Financial Analyst ($30-$45/hr) → Senior Analyst ($40-$55/hr) → Finance Manager. Note: Contracts and senior finance roles frequently require clearance, limiting advancement for those with disqualifying records.

Background Check Process

Understanding Sikorsky Aircraft (Lockheed Martin)'s background check process is critical because it is more restrictive than most employers. Background checks occur after a conditional job offer. For positions requiring facility access, the company's 'Enhanced Requirements' apply, including third-party investigation and verification of no felony conviction.

What They Check: Criminal history (felonies and misdemeanors) at county, state, and federal levels; identity verification through SSN trace and address history; employment history verification; education verification; credit history (for finance and clearance positions); driving record (for positions involving company vehicles); drug screening (standard for all positions). For clearance positions: full SF-86 investigation covering 7-10 years of residence, employment, foreign contacts, financial history, drug use, mental health, and all criminal conduct.

Lookback Period: Company security policy has NO stated lookback period for felony convictions—any felony at any time bars facility access. For security clearance positions, the investigation covers the past 7-10 years comprehensively, but serious issues (drug trafficking, violence, espionage) may be considered indefinitely. Standard FCRA 7-year lookback applies only to non-clearance, off-site positions not requiring facility access.

Timeline: Standard background checks complete in 1-2 weeks. Third-party enhanced investigations (formerly ChoicePoint) may take 2-4 weeks. Security clearance processing averages 3-6 months for Secret and 6-12 months for Top Secret, though backlogs can extend timelines significantly. Overall hiring process from application to start date ranges from 2 weeks (non-clearance) to 12+ months (Top Secret).

Process Flow: Application submitted → Initial screening → Interview(s) → Conditional offer extended → Background check authorization signed → Third-party investigation conducted → For clearance roles: SF-86 submitted and federal investigation initiated → Results reviewed → Access determination made → Final hiring decision → Pre-adverse or adverse action notice if applicable → Security clearance adjudication (if required) → Start date confirmed.

Disqualifying Factors

High Risk for Disqualification: Any felony conviction of any type or age (documented bar on facility access); pending felony charges; any offense involving dishonesty, theft, fraud, or 'moral turpitude'; industrial espionage or proprietary information theft; violent offenses; drug trafficking or distribution; offenses that would disqualify security clearance (see Adjudicative Guidelines); current illegal drug use or addiction; financial delinquency suggesting susceptibility to coercion.

Lower Risk (Limited Positions Only): Minor misdemeanors unrelated to job duties that occurred 7+ years ago may be considered for fully remote, non-access positions only. Traffic violations (non-DUI). Note: Even these are subject to individualized assessment, and company security policies may still apply.

Your Rights as Applicant

• FCRA Protections: You must receive written notice and provide consent before a third-party background check. If denied based on the report, you're entitled to a copy and the right to dispute inaccuracies.

  
  

• Pre-Adverse Action Notice: Before a final employment decision based on background check results, you must receive notice with a copy of the report and summary of your rights.

  
  

• Connecticut Ban the Box: Employers cannot ask about criminal history on the initial application. However, this protection is limited by federal defense contractor requirements.

  
  

• Security Clearance Appeals: If denied a security clearance, you have the right to appeal the decision through the federal appeals process, though success is limited for applicants with significant criminal history.

Application Strategy

1. Recognize the Severe Limitations: Sikorsky's documented policy bars individuals with any felony conviction from accessing company facilities. This means the vast majority of positions—all on-site manufacturing, engineering, quality, and technical roles—are likely inaccessible. Be realistic about your options before investing time in applications.

   
   

2. Target 'Clearance Level: None' + 'Full Telework' Positions: Focus exclusively on fully remote positions that explicitly state 'Clearance Level: None' and do not involve any physical access to Sikorsky or Lockheed Martin facilities. These are the only positions that may not trigger the facility access restrictions. Carefully verify that the position is truly 100% remote.

   
   

3. Apply Through Official Channels Only: Submit applications through https://www.lockheedmartinjobs.com. Search specifically for Sikorsky positions in Connecticut, Florida, or Alabama on the Lockheed Martin careers site. Filter by 'Clearance Level: None' and 'Full Telework' where available. The company warns against fake job postings—only apply through official Lockheed Martin channels.

   
   

4. Be Completely Honest: Never lie about your criminal history. Dishonesty on any application or security form is an automatic and permanent disqualifier. Defense contractors take integrity extremely seriously.

   
   

5. Verify Requirements with Recruiter: Before proceeding with any application, explicitly ask the recruiter whether the position requires: (a) any physical access to Sikorsky or Lockheed Martin facilities, (b) any security clearance, or (c) any background investigation beyond standard FCRA checks. Get written confirmation.

   
   

6. Document Rehabilitation: If pursuing remote positions, gather evidence of positive changes since your conviction: treatment completion, education, stable employment, community involvement, and character references.

   
   

7. Check Expungement Eligibility: Research whether your offense qualifies for expungement or sealing under Connecticut law. Connecticut's Clean Slate law allows automatic erasure of certain misdemeanors (after 7 years) and low-level felonies (after 10 years). However, expunged records must still be disclosed on SF-86 security clearance forms and may not override Sikorsky's facility access policies. Consult a Connecticut attorney to understand your specific eligibility.

   
   

8. Consider Alternative Employers: If your record makes Sikorsky employment unrealistic, focus your efforts on employers with fewer restrictions. The alternative employers listed in this guide may offer better opportunities.

Tips for Applicants with Records

1. Understand the Reality: Defense contracting is one of the most restrictive employment sectors for individuals with criminal records. Sikorsky's documented policy creates a near-total bar on facility access for anyone with a felony conviction. Be honest with yourself about whether this is a realistic employer for your situation.

   
   

2. Focus on Truly Remote Positions: If you have a felony, your only options are remote administrative and IT support roles. Employees note that advancement is possible but often requires security clearance, which creates a ceiling for those with disqualifying records.

   
   

3. Run Your Own Background Check First: Know exactly what will appear before the employer sees it. Order your own criminal background check and credit report. Dispute any errors in advance. This is especially important for defense contractor applications.

   
   

4. Read Job Postings Carefully: Before applying, carefully review every job posting to confirm the clearance level and work location. Positions marked 'Full Telework' with 'Clearance Level: None' are your only realistic options. Be aware that hybrid positions may still require occasional facility access, which would trigger the no-felony policy.

   
   

5. Prepare for Drug Testing: If you have substance issues, address them before applying. Lockheed Martin conducts pre-employment drug screening for all positions. Failed drug tests are automatic disqualifiers. The company has a zero-tolerance policy for illegal drug use, and security clearance positions require disclosure of any drug use history.

   
   

6. Emphasize Technical Skills: For remote positions, highlight relevant technical skills, certifications, and software proficiency that demonstrate you can contribute immediately without on-site training.

   
   

7. Leverage Employee Referrals: Employee referrals can help your application stand out, but they cannot override security requirements or documented access policies.

   
   

8. Have a Backup Plan: Apply to multiple employers simultaneously. Sikorsky's restrictions mean rejection is likely for many applicants with records. Don't put all your efforts into one employer with known severe restrictions.

Benefits Overview

Sikorsky Aircraft (Lockheed Martin) offers an exceptional benefits package. Lockheed Martin offers industry-leading benefits, consistently ranked among the best in the aerospace and defense sector.

Compensation: Entry-level hourly positions start at $18-$25/hr. Professional and engineering roles range from $30-$70/hr ($65,000-$150,000+ annually). Annual performance bonuses and profit sharing available. Pay increases typically occur annually based on performance reviews.

401(k) and Retirement: 401(k) plan with exceptional company match: 6% automatic contribution plus 50% match on first 8% employee contribution (total potential 10% employer contribution). Pension plan available for employees hired before January 1, 2006.

Health Benefits: Comprehensive medical, dental, and vision insurance with multiple plan options including PPO and HDHP with HSA. $1,000+ HSA contribution from company. Mental health coverage, telemedicine services, and 26 on-site health and wellness centers across Lockheed Martin.

Time Off: Generous PTO accrual system (160+ hours/year for new employees, increasing with tenure). Paid holidays. Flexible work schedules including 9/80 compressed schedules and 4x10 options. Sick leave provided.

Additional Benefits: Life insurance, short-term and long-term disability, Employee Assistance Program (EAP), legal services, identity theft protection, credit monitoring, gym reimbursement, employee discounts on insurance, electronics, and vehicles.

Education Benefits: Tuition reimbursement for job-related education. Internal

training programs. Veteran transition programs. Career development resources.

Employee Perspectives

Pros: Exceptional 401(k) match (10% total potential); job security from government contracts; interesting and meaningful work; strong benefits package; work-life balance through flexible schedules; veteran-friendly culture (21%+ of employees are veterans/military spouses).

Cons: Bureaucracy in large organization; clearance processing delays; limited advancement for non-clearance roles; recent layoffs and restructuring since Lockheed Martin acquisition; some reviews cite low morale due to job insecurity from contract fluctuations.

Frequently Asked Questions

1. Does Sikorsky Aircraft (Lockheed Martin) hire people with felonies?

   Sikorsky Aircraft presents significant barriers for individuals with felony convictions. The company's documented Security and Access Requirements explicitly state that individuals with any felony conviction cannot access company premises. This policy applies regardless of when the offense occurred or its nature. The only potential opportunities are fully remote positions that do not require facility access or security clearance. These positions are limited and competitive. Individuals with felonies should focus exclusively on jobs marked 'Full Telework' with 'Clearance Level: None.'

   
   

2. What is the background check process at Sikorsky Aircraft (Lockheed Martin)?

   After a conditional offer, Sikorsky conducts comprehensive background checks through third-party providers. For positions requiring facility access, 'Enhanced Requirements' apply, including third-party background investigation and verification that you have no felony conviction or pending felony charges. For clearance positions, you must complete the SF-86 form and undergo a full federal investigation by the Defense Counterintelligence and Security Agency (DCSA). All applicants must consent to checks, and you have FCRA rights to dispute inaccuracies.

   
   

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

   Sikorsky's documented policy has NO stated lookback period for felony convictions—any felony at any time bars access to company premises. For security clearance positions, investigations cover 7-10 years comprehensively, but serious offenses may be reviewed indefinitely. Standard FCRA 7-year lookback applies only to remote positions that don't require facility access or clearance. Connecticut's Clean Slate automatic erasure does not override these company and federal requirements.

   
   

4. What types of convictions make hiring more difficult at Sikorsky Aircraft (Lockheed Martin)?

   Any felony conviction creates the highest barrier, as it triggers the documented no-access policy. Beyond this, crimes of dishonesty, theft, fraud, industrial espionage, or 'moral turpitude' are explicitly mentioned in security documents. For clearance positions, drug distribution, violent crimes, espionage, and financial irresponsibility are major disqualifiers. Pending felony charges are also disqualifying under the Enhanced Requirements.

   
   

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

   The only realistic options are fully remote positions that explicitly state 'Clearance Level: None' and 'Full Telework' status. These may include remote administrative assistants ($18-$25/hr), remote HR support ($25-$35/hr), or remote IT help desk ($22-$35/hr). These positions are limited, competitive, and must be carefully verified to ensure no facility access is required. Always confirm with the recruiter that the role is 100% remote with no on-site requirements.

   
   

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

   Lockheed Martin conducts pre-employment drug screening for all positions using urine tests. Failed tests result in automatic disqualification. The company maintains zero tolerance for illegal drug use. For security clearance positions, any drug use history must be disclosed on the SF-86, and recent drug use (especially within 1-2 years) can be disqualifying. Marijuana use remains illegal under federal law and disqualifying for clearance regardless of state laws.

   
   

7. When during the hiring process will Sikorsky Aircraft (Lockheed Martin) ask about criminal history?

   Per Connecticut's Ban the Box law, Sikorsky cannot ask about criminal history on the initial job application. However, inquiry occurs after a conditional job offer during the background check phase. For positions requiring facility access, the 'Enhanced Requirements' questionnaire will ask about felony convictions and pending charges. For clearance positions, the SF-86 requires full disclosure of all criminal history. Complete honesty is mandatory—lying is permanently disqualifying.

   
   

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

   Advancement to management is extremely limited for individuals with felony convictions. Nearly all supervisory and management positions at Sikorsky require on-site presence, which triggers the no-felony access policy. Additionally, management roles often require security clearance. The only potential advancement path would be within fully remote non-clearance tracks, which offer limited upward mobility. Employees report that advancement generally requires clearance.

   
   

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

   Standard background checks complete in 1-2 weeks. Enhanced third-party investigations take 2-4 weeks. Security clearance processing averages 3-6 months for Secret clearance and 6-12+ months for Top Secret, though significant backlogs exist. Overall hiring timeline: non-clearance remote positions may complete in 2-4 weeks; clearance positions can take 6-18 months from application to start date.

   
   

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

    Be completely honest on all applications lying is permanently disqualifying. Focus exclusively on positions marked 'Full Telework' and 'Clearance Level: None.' Verify with recruiters that no facility access is required. Run your own background check first to know what will appear. Prepare documentation of rehabilitation. Consider whether your record truly allows you to work at a defense contractor before investing time. Explore alternative employers if Sikorsky's restrictions are too severe. If pursuing remote opportunities, emphasize technical skills, reliability, and relevant experience.

Alternative Second Chance Employers

Given Sikorsky Aircraft (Lockheed Martin)'s severe restrictions for individuals with criminal records, these employers may offer more realistic opportunities:

Conclusion

Sikorsky Aircraft (Lockheed Martin) presents significant barriers for individuals with criminal records due to its documented no-felony premises access policy and federal security clearance requirements. Opportunities are limited to fully remote, non-clearance positions only. As the world's leading helicopter manufacturer with approximately 15,000 employees and strong government contract stability, the company offers excellent compensation and benefits, but Defense contractors face unique restrictions due to federal security requirements that supersede state fair chance laws.

The work is highly specialized, mission-critical, and directly supporting U.S. national security—which explains the strict vetting requirements. For those who can obtain qualifying positions, the compensation is competitive with entry-level remote positions starting at $18-$25/hr and technical roles reaching $50-$70/hr. The benefits package includes exceptional 401(k) match (10% total potential), comprehensive health coverage, generous PTO, and strong job security. though advancement is limited for those who cannot obtain security clearance or facility access.

Key Barriers: Any felony conviction, crimes of dishonesty or moral turpitude, pending charges, and clearance-disqualifying offenses create near-total barriers due to the documented no-felony premises access policy and federal security clearance requirements. All on-site positions and any role requiring Secret or Top Secret clearance are essentially inaccessible to those with felony convictions.

Realistic Assessment: Second Chance applicants should carefully consider whether Sikorsky is a realistic target employer given the documented restrictions. The only potential opportunities are fully remote administrative, HR, or IT support positions that do not require facility access—though these are limited and competitive.

For those whose records make Sikorsky employment unrealistic, the alternative employers listed in this guide may offer better pathways to stable employment. Tuition reimbursement and training programs are available, though clearance limitations may restrict career growth.

Disclaimer

This guide provides general information and should not be considered legal advice. Information about Sikorsky's security and access requirements is based on the company's publicly available documentation, but policies may change without notice. Hiring practices vary by position, location, and individual circumstances. Security clearance determinations are made by federal agencies and are not within the control of the employer. Always verify current practices directly with Sikorsky Aircraft (Lockheed Martin) and Lockheed Martin.

Inclusion in this guide does not guarantee employment. Federal defense contractor requirements, security clearance regulations, and company access policies create significant barriers that may not be overcome. Consult with an employment attorney or legal aid organization for specific legal advice about your situation. Consider consulting with a security clearance attorney if pursuing positions requiring federal clearance.

Apply Now: https://www.lockheedmartinjobs.com