Skip Navigation
Home arrow Careers arrow Transitioning Military

Transitioning Military

“I’m proud I can still use my military training to support our troops in the field and serve our country.”

Elijah K.
L-3 Team Lead, Counter-IED Capabilities
Retired U.S. Army Command Sergeant Major


gi-jobs    freedom award

L-3 is proud to employ more than 15,000 veterans of the U.S. military, helping them use their unique training and skills to meet our customers' needs.

Many of L-3's top business leaders are former military personnel who provide critical insight and support for using L-3's advanced technology and services to protect our country's freedoms.

Be part of our mission. be L-3!


Job Search


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.