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New Grads, Co-ops and Internships

“L-3 gave me a strong start in engineering. Everyone was personally invested in my education, showing me how to apply what I was learning in class to real-life engineering challenges.”

Wade W.
UCSD Intern 2010/ And Now Associate Mechanical Engineer L-3 Power Paragon


L-3 is committed to supporting academic excellence and lifelong learning. We offer college students, in select areas of study, paid internships that provide meaningful, hands-on experience by working with L-3’s innovative technologies, programs and services. Many of our internships lead to full-time employment. All of our internships provide invaluable learning opportunities.

Learn how to be L-3!


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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 recruiting.admin@L-3com.com 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.