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“At L-3, I get to work on challenging and exciting assignments with some of the best minds in cybersphere. It doesn’t get much better than that!”

Julie W.
Director, L-3

Since the start of the digital revolution, L-3’s cyber team has been playing a critical role in securing networks and telecommunications systems from malevolent forces. With the world’s growing dependence on instantly accessible, relevant and accurate information, our cyber expertise is needed more than ever.

L-3 is hiring experienced engineers, analysts and managers with expertise in network data fusion, intelligence analysis, and enterprise IT. Positions are available in the Greater Washington, D.C. and Baltimore, Maryland metro areas, as well as San Antonio, Texas, and overseas. L-3 offers qualified candidates competitive compensation and the resources and opportunities to thrive with an industry leader.

Find out what it means to be L-3.

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Cyber Jobs

Security clearances are required for these positions, up to a TS/SCI clearance.

L-3 Communications Corporation is proud to be an Affirmative Action/Equal Opportunity Employer. L-3 provides equal employment opportunity for all persons, in all facets of employment. L-3 maintains a drug-free workplace and performs pre-employment substance abuse testing and background checks. We encourage minorities, women, protected veterans, and disabled individuals to apply for any open position for which they feel they are qualified.

As a federal government contractor, in accordance with applicable laws, regulations, and Executive Orders, L-3 Communications Corporation is required to develop annual Affirmative Action Plans (AAPs). Any employees or applicants who wish to review the Affirmative Action Plan (AAP) for Protected Veterans and Individuals with Disabilities can contact us by sending an email to or by calling 801-594-2025.

EEO is the Law. Applicants to and employees of L-3 Communications Corporation are protected under Federal law from discrimination. Click here to find out more.

Pursuant to Executive Order 13665, L-3 will not discharge or in any other manner discriminate against employees or applicants because they have inquired about, discussed, or disclosed their own pay or the pay of another employee or applicant. However, employees who have access to the compensation information of other employees or applicants as a part of their essential job functions cannot disclose the pay of other employees or applicants to individuals who do not otherwise have access to compensation information, unless the disclosure is (a) in response to a formal complaint or charge, (b) in furtherance of an investigation, proceeding, hearing, or action, including an investigation conducted by the employer, or (c) consistent with the contractor’s legal duty to furnish information.