Northrop Grumman: Company Profile & Background Check FAQs

Northrop Grumman Corporation was formed in 1994 when Northrop Corporation acquired Grumman Aerospace. Both predecessor companies have deep aviation roots: Leroy Grumman established the Grumman Aircraft Engineering Corporation on Long Island, New York, in 1929, building famed US Navy aircraft and later the Apollo Lunar Module, while Jack Northrop founded the Northrop Corporation in California in 1939, pioneering the flying wing designs that led to the B-2 Spirit stealth bomber. The combined company later grew through major acquisitions, including Litton Industries in 2001, TRW in 2002, and Orbital ATK in 2018.

Today, Northrop Grumman is a publicly traded company listed on the New York Stock Exchange under the ticker NOC, with headquarters in Falls Church, Virginia. The company designs and manufactures systems across four segments: aeronautics (including the B-21 Raider strategic bomber), defense systems (including intercontinental ballistic missile modernization), mission systems (military radar and sensors), and space systems (satellites and spacecraft such as Cygnus). It is among the largest contractors of the US federal government, and in 2024, 87 percent of its revenue came from the US government, principally the Department of Defense and the intelligence community.

Northrop Grumman employs approximately 100,000 people and operates more than 550 facilities across all 50 US states and in more than 25 countries, with international focus markets including Australia, the United Kingdom, Japan, and South Korea. Its workforce includes engineers, scientists, software developers, manufacturing technicians, machinists, program managers, and corporate professionals, and the company is a significant employer of veterans.

Company culture and employee programs: Northrop Grumman promotes a mission-driven engineering culture under its "Defining Possible" banner, with internships and entry-level pathways for students, structured programs for experienced professionals, and dedicated recruiting for military veterans transitioning to civilian careers. Benefits and development opportunities vary by role and location, so candidates should confirm specifics with a recruiter during the hiring process.

Yes. Employers in the aerospace and defense industry, including Northrop Grumman, are legally permitted to conduct pre-employment background checks on job candidates, provided they follow federal, state, and local laws. In the United States, employment screening is governed by the Fair Credit Reporting Act (FCRA), which requires candidate consent, disclosures, and adverse action procedures. Defense contractors are also subject to government requirements that can mandate additional vetting for certain positions.

Northrop Grumman is generally reported to conduct background checks as part of its hiring process, which is standard practice among major defense contractors whose employees work with sensitive technologies, controlled information, and government facilities. The scope of a Northrop Grumman background check may vary by role and location, and positions supporting classified programs typically involve separate, government-run security clearance investigations in addition to standard pre-employment screening.

While steps vary by role, the Northrop Grumman hiring process typically begins with an online application through the company's careers site. Selected candidates usually complete a phone or video screen with a recruiter, followed by one or more interviews with hiring managers and technical team members. Candidates who receive a conditional offer are generally asked to consent to a background check and complete other pre-employment requirements, which may include a drug screen. For roles requiring a security clearance, candidates may start work on unclassified tasks while their clearance investigation is processed, depending on the position.

Standard pre-employment background checks often complete within a few business days, though timelines depend on the searches ordered, court responsiveness, and the number of jurisdictions tied to a candidate's history. Government security clearance investigations are a separate process and can take substantially longer, from months to more than a year depending on the clearance level. Candidates can learn more about standard screening timelines by reviewing background check turnaround times.

The employer determines which screenings to include for each role. For an aerospace and defense company like Northrop Grumman, a background check may include some or all of the following:

Candidates should review the disclosure and consent forms they receive to understand which searches apply to their role.

For standard employment screening, the FCRA generally limits consumer reporting agencies from reporting most negative information older than seven years, though convictions can often be reported for longer depending on state law, and exceptions apply to certain positions. Some states impose stricter limits. Security clearance investigations operate under separate federal rules and can review a longer period of a candidate's history, commonly covering the past seven to ten years depending on the clearance level.

Northrop Grumman does not publish a detailed public policy on hiring candidates with felony records, and decisions are typically made case by case. Employers commonly weigh the nature and seriousness of the offense, how much time has passed, and the requirements of the role. For positions requiring a security clearance, the government's adjudication process independently evaluates criminal history, which can affect eligibility for those specific roles. Many states and localities have enacted "ban-the-box" laws that limit when employers can ask about criminal history. Candidates are encouraged to be truthful on applications, since honesty is weighed heavily in both employment and clearance decisions.

Candidates will typically be asked to provide written consent before a background check begins, along with accurate personal information such as full legal name, date of birth, Social Security number, and address history. Roles subject to clearance requirements involve significantly more documentation, including detailed personal history forms covering residences, employment, education, foreign contacts, and references. Providing complete and accurate information helps prevent delays in both processes.

Many, but not all, Northrop Grumman positions require or prefer an active US government security clearance because the company's work supports the Department of Defense and intelligence community. Clearance investigations are conducted by the federal government, not the company, and evaluate factors such as criminal history, financial responsibility, foreign contacts, and drug use. Job postings typically state whether a clearance is required, and candidates without one may still qualify for roles on unclassified programs.

The Fair Credit Reporting Act is a US federal law that governs how consumer reporting agencies collect, use, and share background check information. Under the FCRA, employers must obtain written consent before running a background check, provide the candidate a copy of the report and a summary of rights before taking adverse action based on the results, and allow the candidate to dispute inaccurate information before a final decision is made. For a detailed overview of the FCRA and Equal Employment Opportunity Commission (EEOC) guidance, visit Fair Credit Reporting Act (FCRA).

Running a personal background check with Checkr lets you preview what Northrop Grumman may see and helps you identify potential inaccuracies before they affect your job application. In one secure report you can review:

Create your report in minutes at Checkr Personal Background Checks. To showcase verified credentials proactively, build a free Checkr Profile you can share with recruiters, hiring managers, or potential employers.

Check your report status in the Candidate Portal. Or, visit the Checkr Help Center for FAQs, dispute steps, and to contact support.

The resources and information provided here are for educational and informational purposes only and do not constitute legal advice. Always consult your own counsel for up-to-date legal advice and guidance related to your practices, needs, and compliance with applicable laws.