MITRE is an independent, not-for-profit corporation engaged in scientific and technical activities for various government organizations. MITRE manages Federally Funded Research and Development Centers (FFRDCs) for the Department of Defense; the Federal Aviation Administration; the Internal Revenue Service and the U.S. Department of Veterans Affairs; and the Department of Homeland Security. We take on the nation's most critical challenges—in defense, aviation, enterprise modernization, and homeland security—and provide innovative, practical solutions to our sponsors. MITRE has corporate offices in Bedford, Massachusetts, and McLean, Virginia, as well as 60 sites around the world.
MITRE's world-class workforce represents a wide range of cultures, skills, backgrounds, cognitive styles, and other aspects of diversity. MITRE works to create an inclusive culture that doesn't just accommodate but leverages that diversity to create better solutions for our sponsors and a stronger future for the company.
MITRE's Business Case for Diversity
A fully diverse and inclusive organization provides MITRE with a competitive advantage by building employee trust, increasing morale and productivity, and enhancing our ability to attract and retain a high-quality staff. Specifically, diversity and inclusion allow numerous benefits:
- Customers and sponsors want and expect to see people with a broad range of perspectives.
- Job applicants and staff want to see open career paths, supported by executive management.
- Diversity builds the bench by creating a stronger and deeper employee pipeline.
- Diversity helps to withstand predicted future labor shortages with "best in class" recruitment and retention results.
- Leveraging all sectors of the workforce leads to the best solutions for our customers.
- MITRE's Definition of Diversity
At MITRE, we understand that a diverse workforce allows us to be at our best as we work with our customers around the world. Workforce differences that we celebrate include those based on:
- Family Status
- Job Function
- Learning Styles
- Length of Service
- National Origin
- Race and Ethnicity
- Sexual Orientation and Gender Identity
- Socioeconomic Status
- Work Styles
MITRE's effectiveness at using the talents of people with different backgrounds, experiences, and perspectives is a key aspect of our mission to serve the public interest.
MITRE's Definition of Inclusion
Inclusion is the practice of engaging the unique talents, beliefs, experiences, capabilities, and culture of individuals and groups in support of a common mission. Inclusive behavior acknowledges and respects differences.
At MITRE, we believe that fostering the collective strength of a wide spectrum of employees results in innovative solutions for our customers. For that reason, MITRE strives to create a culture that respects and leverages individual and cultural differences.
Key elements of inclusion
Actively including individuals from varying backgrounds in work teams and corporate activities to obtain a broader perspective and maximize individual and collective contributions. Creating a work environment that provides all employees the opportunity to reach their full potential and make their maximum contribution. Promoting values and practices that demonstrate openness, respect, collaboration, and appreciation of the validity of different points of view. MITRE's Corporate Diversity Action Council
The goal of the Corporate Diversity Action Council (CDAC) is to embed MITRE's commitment to diversity and inclusion into our work programs. CDAC works through three committees to achieve its goals.
The Workforce Committee supports MITRE's goal to recruit and retain a workforce that reflects the diversity of our customers and the nation. The Operations Committee is focused on enhancing and improving MITRE work programs, products, and operations through the inclusion of diversity of staff and thought. The Education and Awareness Committee supports MITRE's longstanding commitment to creating and maintaining a multicultural workplace where talented individuals can flourish.
- Featured Review
- Comp & Benefits
- Work/Life Balance
- Senior Management
- Culture & Values
- Career Opportunities
I have been working at MITRERecommendsNeutral OutlookApproves of CEORecommendsNeutral OutlookApproves of CEO
Great work/life balance, strong encouragement for advanced degrees and full reimbursement, extensive catalog of free on-campus learning resources. In the Software Tech Center I have an endless opportunity to improve myself as well as satisfy each sponsor's needs.
We are supporting the government, which despite our excellent technical capabilities, sometimes gets mired in bureaucracy. As a FFRDC, MITRE cannot compete with prime contractors, which is great for trust, but means my job is guidance, which is good and bad.
Advice to Management
The MITRE Way is a promise, but when department heads are compensated for keeping their own staff on tasks, there is a natural conflict of interest - we should have the right person for the job, not cronyism.
Getting an Interview
Getting an Interview
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I applied through a recruiter. The process took 6 days – interviewed at MITRE (Bedford, MA (US)) in March 2015.
I was contacted by a very nice internal recruiter in VA and asked to have a phone interview with 2 hiring managers in Bedford, MA, who were borderline abusive and insulting. Was asked repeatedly why I hadn't more aggressively advocated for a specific change at my current job; the response I got to the answer that I tried politely to not offer was a ridiculous "harrumph" noise.
It seemed bizarre to me that an interviewer would seem to go out of his way to force a candidate to answer a question in such a manner - the question "why didn't you build a business case to propose a change [to that issue]?" was asked repeatedly until I reluctantly explained that that sort of initiative gets one in trouble at my current employer, and that I did try to voice a concern and did, indeed, get put back in my place. If I didn't know better, I would say that the two men that interviewed me had bad weekends and were delighting in having some fun at my expense. Again - bizarre, overly aggressive behavior for an interview; I have had countless interviews in my life and never, ever have I encountered anyone that behaved like this.
The expectation of the position provided by HR dis not match up with questions asked and the expectations that the hiring managers seemed to have. The role itself requires a developer with pixel-perfect design skills - an extreme rarity, if one exists. The role needs to be split into two roles, and it sounds like the hiring manager is a. adamant about not doing so and b. insistent that this is the "right" way to do things.
- What does SVN mean? 1 Answer
A private, not-for-profit organization, MITRE manages federally funded research and development centers (FFRDCs): one for the Department of Defense (known as the National Security Engineering Center), one for the Federal Aviation Administration (the Center for Advanced Aviation System Development), one for the Internal Revenue Service and U.S. Department of Veterans Affairs...
Mission: As a public interest company, MITRE works in partnership with the government applying systems engineering and advanced technology to address issues of critical national...