| Overall Score | 3.1 | 2.9 |
| Type | Global Enterprise | US Enterprise IT Services |
| Employees | 5000-6000 | 15000 |
| Founded | 1965 | 1986 |
| Headquarters | Sydney, NSW (NZ HQ: Auckland) | Blue Bell, Pennsylvania, USA |
| Revenue | Private | $2.0B |
| Salary Range | $75,000 - $160,000 | $55,000 - $140,000 |
| Specialties | Managed Services, Cloud Infrastructure, Data Centre, Application Development | Managed Services, Government IT, Cloud, Cybersecurity, Airline Solutions, Mainframe Services |
| Certifications | Microsoft Partner, AWS Partner, Cisco Partner, VMware Partner | Microsoft Partner, AWS Partner, ISO 27001, FedRAMP |
| Green Flags | Privately held Γ’β¬β no PE pressure, no quarterly earnings
Low offshoring (~20%) Γ’β¬β most work delivered locally
Genuine work-life balance in most teams
Rarely does mass layoffs Γ’β¬β stable employment
Largest locally-owned IT company in Australia | Deep government and aviation solutions expertise β mission-critical systems
Strong IP portfolio in security (Stealth) and high-performance computing
Long-term government contracts provide stable revenue base
Resilient business model pivoting from hardware to services |
| Red Flags | Below-market salaries (A$85-95K average vs A$128-138K market)
Career stagnation Γ’β¬β 'dead man's shoes' culture
Internal politics favour tenure over talent
Graduate program used as cheap labour pipeline
Manager quality varies wildly between teams | Revenue decline for 8+ consecutive years β shrinking company
Massive pension liability burden constrains strategic investment
Below-market compensation across most roles and geographies
Legacy mainframe dependency limits innovation culture
Perpetual restructuring β headcount reduced from 40K to 15K over decade |
| Worker Pros | Stability Γ’β¬β private ownership means no restructuring cycles
Work-life balance is genuinely good
Local delivery Γ’β¬β your job isn't being offshored
Good graduate programs with real mentorship | Deep government and aviation domain expertise
Stealth cybersecurity platform is genuinely innovative
Stable government contract base
Long-tenured employees create institutional knowledge |
| Worker Cons | Salaries are 20-30% below market rate
Career progression is slow Γ’β¬β 'dead man's shoes'
Manager quality varies wildly Γ’β¬β your experience depends on your boss
Innovation is limited by risk-averse culture
Internal politics favour loyalty over competence | Revenue decline for 8+ years β shrinking business
Massive pension liability drags on finances
Below-market compensation with limited growth
Legacy culture limits innovation and agility
Constant restructuring reduces morale |