| Overall Score | 3.7 | 3.0 |
| Type | US Defense / IT Services | Global Infrastructure |
| Employees | 48000 | 2000-3000 |
| Founded | 2013 (spin-off from SAIC) | 2019 |
| Headquarters | Reston, Virginia, USA | Sydney, NSW (Global HQ: Tokyo) |
| Revenue | $16.0B | Private |
| Salary Range | $70,000 - $180,000 | $85,000 - $165,000 |
| Specialties | Defense IT, Cybersecurity, AI & Data, C4ISR, Digital Transformation, Biomedical | Managed Network Services, Data Centre, Cloud, Unified Communications |
| Certifications | ISO 27001, FedRAMP, NIST 800-53, CMMI Level 5, AWS Partner | Microsoft Partner, Cisco Partner, VMware Partner, Fortinet Partner |
| Green Flags | Dominant US defense and intelligence IT contractor β mission-critical work
Strong technical depth in AI, cybersecurity, C4ISR, and biomedical
Fortune 500 stability with consistent revenue and earnings growth
Excellent benefits and pension for US-based defense sector employees
Science and engineering culture from heritage roots (SAIC spin-off) | Competitive salaries (A$95-110K average)
Global opportunities through 190,000+ employee network
Technology investment in AI, cloud, IoT
Good vendor partnerships |
| Red Flags | Security clearance requirement limits talent pool significantly
US-based only β limited international career mobility
Government contracting bureaucracy slows innovation and agility
Below-market compensation compared to commercial tech sector
Ethical concerns around defense work may conflict with personal values | A$677K revenue per employee Γ’β¬β thin onshore coverage
~70% offshore ratio Γ’β¬β highest of any major MSP
Cultural integration issues from multiple acquisitions
Onshore roles increasingly 'bridge' positions managing offshore delivery
Client satisfaction issues with offshore quality |
| Worker Pros | Mission-critical work with national security impact
Excellent benefits and pension for US defense employees
Fortune 500 financial stability
Deep AI, cyber, and C4ISR technical depth | Salaries are competitive relative to other MSPs
Global exposure and transfer opportunities
Investment in emerging technologies
Good certification and training programs |
| Worker Cons | Security clearance process is slow and restrictive
Below-market comp vs commercial tech
Limited international exposure β US-centric
Government contracting red tape slows everything
Defense work ethics may conflict with personal values | 70% offshore means onshore roles are increasingly managerial
Cultural friction between Australian and Indian teams
Communication overhead across time zones
Career ceiling for onshore staff
Quality issues with offshore delivery |