Raytheon: Company Profile & Background Check FAQs

Raytheon was founded in 1922 in Cambridge, Massachusetts, as the American Appliance Company by Laurence Marshall, Vannevar Bush, and Charles G. Smith. The company made its name in electronics, mass-producing magnetron tubes for radar during World War II, and began manufacturing guided missiles in 1948, developing well-known programs such as the Sparrow and Hawk missiles in the early 1950s.

In 2020, Raytheon Company merged with United Technologies Corporation to form Raytheon Technologies, which renamed itself RTX Corporation in July 2023. RTX is headquartered in Arlington, Virginia, and is publicly traded. The corporation reorganized into three business segments: Collins Aerospace, Pratt & Whitney, and Raytheon, with the Raytheon segment consolidating the former missiles, defense, intelligence, and space businesses. RTX reported 2022 sales of 67 billion dollars and employs more than 180,000 people globally.

The Raytheon segment focuses on defense systems, including missiles and missile defense, air and space sensing, radars, and related technologies for the US military and allied governments. Its workforce includes engineers across many disciplines, manufacturing and test technicians, program managers, supply chain and quality professionals, cybersecurity specialists, and corporate staff, working at sites across the United States and internationally.

Company culture and employee programs: Raytheon emphasizes engineering rigor, safety, and national security mission focus. Employees typically have access to structured onboarding, technical development programs, tuition assistance offerings common among large defense employers, and internal mobility across RTX businesses. Benefits vary by role, location, and clearance status, so candidates should confirm specifics during the hiring process.

Yes. Employers in the aerospace and defense industry, including Raytheon, are legally permitted to conduct pre-employment background checks on job candidates, provided they follow applicable federal, state, and local laws. In the United States, employment screening through a consumer reporting agency is governed by the Fair Credit Reporting Act (FCRA), which requires written consent, disclosures, and adverse action procedures. Defense contractors also operate under government security requirements that can mandate additional vetting, including federal security clearance investigations for many roles.

Raytheon is generally reported to conduct background checks on candidates, which is standard, and often contractually required, in the defense industry. Employees may work with export-controlled technology, classified programs, and secure facilities, so screening is a core part of onboarding. The scope of a Raytheon background check may vary by role and program, and many positions additionally require US citizenship and the ability to obtain a government security clearance, which involves a separate federal investigation beyond the employer's own screening.

While steps vary by role and site, the Raytheon hiring process typically begins with an online application, followed by a recruiter screen and one or more interviews with hiring managers and technical team members. Job postings usually state citizenship and clearance requirements up front. Candidates who receive a conditional offer are generally asked to consent to a background check and, for many roles, a drug screening. Positions on classified programs involve an additional government clearance process that can continue after the start date, with interim access sometimes granted.

Standard pre-employment checks are often completed within a few business days, though reports involving multiple county courthouse searches, education and employment verifications, or international history can take longer. Security clearance investigations run on separate government timelines and can take significantly longer, from months to over a year depending on the clearance level and case complexity. Candidates can learn more about typical employer screening timelines by reviewing background check turnaround times.

Employers select screening components based on the role, and defense roles often include more than the basics. For a defense company like Raytheon, screening may include some or all of the following:

Roles requiring a security clearance also involve a government background investigation covering finances, foreign contacts, and personal history, which is separate from the employer's report.

For employer-ordered reports, the FCRA generally restricts consumer reporting agencies from reporting most negative information older than seven years, though convictions can often be reported further back and exceptions apply for certain positions. Some states impose stricter limits. Government security clearance investigations follow their own standards and typically review longer periods of a candidate's history, depending on the clearance level.

Raytheon's internal policies on candidates with felony records are not publicly detailed, and decisions are typically made case by case, weighing the offense against the role. As a practical matter, many Raytheon positions require security clearances or access to controlled technology, and a felony record can complicate or preclude clearance eligibility under government adjudication guidelines. Roles without clearance requirements may offer more flexibility. Many states have adopted "ban-the-box" laws limiting when employers can ask about criminal history. Honesty throughout the process is essential, especially on federal clearance paperwork.

Candidates will typically be asked to provide written consent before a background check begins, usually after a conditional offer. Applicants should be prepared to supply accurate personal information, including full legal name, date of birth, Social Security number, address history, and education and employment records. Candidates for cleared roles will also complete detailed government forms covering an extended personal history. Providing complete, accurate information is critical, since discrepancies can delay or derail both the background check and any clearance.

The Fair Credit Reporting Act is a US federal law that governs how consumer reporting agencies collect, use, and share background check information. It requires written consent before an employer orders a report, and if the employer intends to take adverse action based on the results, the candidate must receive a copy of the report and a summary of rights, plus an opportunity to dispute inaccurate information before a final decision. For more on these protections, visit this overview of the Fair Credit Reporting Act (FCRA).

Running a personal background check with Checkr lets you preview what Raytheon 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.