At Torch Technologies, 97 percent of employees say their workplace is great.



This review is based on 435 employee surveys, with a 90% confidence level and a margin of error of ± 2.27. It was published on Jul 7, 2017. 14975 Visitors

What Employees Say

I feel good about the ways we contribute to the community.
People here are willing to give extra to get the job done.
Management trusts people to do a good job without watching over their shoulders.
I'm proud to tell others I work here.
Management is honest and ethical in its business practices.

What They Do

We asked Torch Technologies to explain what they do. Here is what they had to say.

Torch Technologies, Inc. (Torch) is a 100% employee-owned, growing small business dedicated to quality technical services, competitive costs, and ethical business practices headquartered in Huntsville, Alabama. Torch provides research, development, and engineering services to Department of Defense customers.

About this Company

Website: Industry: Professional Services
US Headquarters: Huntsville, Alabama, 35802 US Sites: 14
Major Locations: Shalimar, Florida; Colorado Springs, Colorado; Albuquerque, New Mexico US Employees: 651
US Revenues: $293.7 million Worldwide Revenues: $293.7 million
Corporate Structure: Private Founded: 2002

Torch Family Picnic, Luau-themed!

Perks and Programs

We asked Torch Technologies to share a few programs they feel really capture what's unique about their workplace. Here is what they had to say.

  • Ownership and Bonuses: All employee-owners are provided ownership through Torch's ESOP. We typically contribute 15-18% of each employee-owner’s salary to our retirement programs annually through the ESOP and 401k. Full-time employee-owners are also eligible for Stock Appreciation Rights and annual performance bonuses. All employee-owners are also eligible for Spot-On performance awards which include a thank you letter signed by Torch's president and mailed to their home. Spot-On performance letters also recognize spouses and family members for the role they play in helping our employee-owners excel on the job.
  • Education and Career Development: The culture at Torch has always been to value education and social responsibility to our community. We have a formal education reimbursement policy which encompasses not only traditional college tuition reimbursement, but continuing education, certifications, and professional memberships. Last year, in response to the request for more professional development and training opportunities, we invested in a new training program, Skillsoft, which we named Torch University. Torch University is a combination of Skillsoft 24/7 online training courses and Torch-specific training. An employee-owner can request training and will be given a seat for one year of access to a variety of more than 400 courses. We have also established formal management and technical tracks so employee-owners can identify and understand the criteria for achieving the next promotion.
  • Unique Approach to Benefits: Coupled with employee-ownership and all that an ownership culture conveys to our employees, we offer a unique benefits package to our employee-owners and their families. Some examples include providing free access to a certified financial planner, and allowing employee-owners to be paid for any unused Paid Time Off at year-end to ensure no PTO is ever forfeited. We offer job sharing for certain roles and flexible schedules for most roles. Employee-owners are also allowed to coordinate PTO donation to fellow employee-owners in times of need. Additionally, we offer a Compensatory Time program where exempt employee-owners can work additional hours and select to bank those hours for use as time off in the future.
  • Torch Helps: Torch Helps, an employee-run and funded 501(c)(3) charitable organization, has provided grants to more than 80 local charities since its inception in June 2005. In its 10th year, Torch Helps reached $500,000 in donations, and has now donated more than $650,000. Torch Helps raises contributions through payroll deduction and designated gifts. Applications are examined by a review committee to determine if requirements have been met by qualified charities, then the charities are voted on by all contributing employee-owners. Torch supports our employee-owners’ charitable efforts by covering all of the administrative costs of Torch Helps. Thus, 100% of the donations to Torch Helps goes to the organizations selected by the employee-owners. Torch Helps awards one or more $10,000 grants quarterly, as well as numerous smaller grants.
  • Torch In Action: Torch In Action is the Service and Outreach arm of Torch Helps. The main scope of Torch In Action is to provide Torch employee-owners opportunities to volunteer in the local community by sharing information concerning available small scale service projects as well as planning, organizing, and implementing larger scale service-oriented projects. Torch In Action is focused on giving back through local community service. Torch advocates for service within our communities, and we have created a work environment that supports our employee-owners' need for work-life balance.
  • Lunch with CEO/President: Each month our CEO and/or President invite a group of employee-owners (a different group each time) to lunch for the sole purpose of soliciting candid feedback from employee-owners on a wide range of topics. Employee-owners are encouraged to raise any questions or topics they wish to discuss. These meetings may also be used by the CEO to float new ideas and get employee feedback before deciding on implementation. Dozens of improvements have been made over the years as a direct result of ideas from employee-owners at these informal meetings. Our CEO openly gives credit to employee-owners for these lunch meeting ideas. These lunches continue to encourage very open and free conversations, and ensure that all employee-owners know that we desire their ideas and feedback.
  • Corporate Charitable Giving: As Torch continues to grow, so does our charitable giving. We have a Corporate Charitable Giving committee that meets quarterly to review all applicable charitable requests and provide recommendations. Torch has committed to a corporate charitable gift of $150k to the Huntsville Community Foundation as the Torchbearer founding contributor to the Community Catalyst Fund. Torch also recently gave $25k to a library campaign, as well as $10k to a high school program to prepare underrepresented students for college. Torch encourages community involvement through sponsorship and participation in events including local walks, races, academics competitions, and more. Torch coordinates an annual golf tournament and uses this employee morale event to benefit a local charity. Torch has contributed more than $2 million to our local communities.
  • Corporate Care Fund: In 2013, Torch sponsored a new program to assist employees during times of disasters, and the “Torch Technologies Corporate Care Fund” was the first provided by any employer in North Alabama. After a series of F4 and F5 tornadoes ravaged several locations in Alabama, Torch recognized that although we have a culture of giving back in our community, we did not have a specific mechanism for helping employee-owners directly during times of disaster. Torch partnered with The Community Foundation of Huntsville/Madison County, funding the development of the Corporate Care Fund, and the Community Foundation provides all administration of fund resources. Employee-owners needing assistance can apply for help paying essential living expenses including medical, housing, utilities, food, clothing, and other basic expenses resulting from a disaster.
  • Employee Morale & Welfare Committee: The Employee Morale & Welfare Committee hosts regular activities to encourage camaraderie among our employee-owners. We have annual parking lot cookouts and our Executives grill lunch for for all employee-owners. We have an annual Children's Christmas party where employee-owners and kids are invited to a party and each child receives a gift from Santa Clause, with employee-owner volunteers playing Santa's Helpers, Mrs. Clause, and more. We host receptions to celebrate successes, we have quarterly private movie showings with a theater full of Torch family members, and we even have a Halloween Ice Skating party complete with a costume contest. We've celebrated National Doughnut Day with the whole company, and we sponsor a weekend-long BBQ Festival that all employees and their families are invited to.
  • On-Site Health Risk Assessments: We offer on-site Health Risk Assessments to all employee-owners at no cost. The evaluations include 34 comprehensive blood tests to detect a wide range of health problems, including cardiovascular disease risks (high cholesterol, high blood pressure, and diabetes), liver and kidney disease, anemia, and certain types of cancer. Participants also complete a medical history questionnaire. Our vendor analyzes this information to assess risks for heart attacks, strokes, mental health problems, and sleep disorders. We feel so strongly that screenings save lives and improve health that employee-owners are offered a premium reduction as an incentive to have an assessment done, even if they prefer to see their own physician. More than 2/3 of our employee-owners have assessments annually.


88% Company-paid health coverage for employees (for employee only, high deductible) 92% Company-paid health coverage for dependents (for family coverage, high deductible)
$5,250 Maximum Tuition Reimbursement


  • 401(k) or 403b Program
  • Employee stock ownership plan (ESOP)
Torchbearer Sponsor to the Community Catalyst Fund


25 days Paid time off after one year of full-time employment 25 days Paid time off after one year of part-time employment


  • Flexible schedule (50% use it)
  • Job sharing (1% use it)
  • Compressed work weeks (10% use it)


60 days Job-protected maternity leave (including FMLA/STD) 30 days Average length of maternity leave new mothers take
60 days Job-protected paternity leave (including FMLA)5 days Average length of paternity leave new fathers take
60 days Job-protected parental leave for adoptive parents (including FMLA)*


  • Mental health care
  • Alternative treatments (such as acupuncture, homeopathy, or chiropractic)
  • Fertility treatments

Community and Environmental Impact

$274,305 Philanthropic donations in last year


  • HR Manager is responsible for the success of formal recruiting and retention diversity goals
  • Written policy prohibits discrimination based on (at a minimum) age, disability, race/ethnicity, religious beliefs, gender and sexual orientation
  • Non-birth parents in same-sex relationships can take parental leave
  • Medical care covers gender confirmation surgery

Leadership Diversity


Workforce Diversity

Torch Thinks Pink!


Torch's Freedom Force Takes on Bike MS

How to Get Hired

We asked Torch Technologies for some inside information on how to get hired at the organization. Here is what they had to say.

What key characteristics tell you a prospective employee will be a great fit for your company?

We look for a demonstrated expertise in the industry, leadership, pride in an ethical workplace, spirit of entrepreneurship, community involvement, voluntarism, match with our company culture, interest in our employee ownership culture, as well as a match to our employee core attributes:
Innovation: We encourage employee creativity and allow freedom to take necessary risks to implement these ideas. Cooperation: We exhibit an unselfish will to achieve common corporate and customer goals. Experts: We strive to be world-renowned leaders in our fields, staying abreast of technological advancements and innovations. Customer focus: We support our customers, understanding and acting on their requirements and needs. Excellence: We achieve the highest levels of performance, always striving to exceed all expectations. Integrity: We lead by example and act in a way to uphold our corporate ethics and our reputation. Reliability: We consistently lend our efforts to support the goals of the organization and our customers.

What can prospective employees do to get your attention?

To get our attention, a candidate should apply for an open position on our website. Candidates can complete an application, submit a resume, and provide cover letters as appropriate. A successful candidate will have made it through interviews with technical managers who assess their technical skill level, understanding, interest in the project or position, and compatibility with the team, as well as Human Resources who assesses the candidates' interest and suitability for the overall organization. Throughout the interviewing process, prospective employees will meet several Torch employees, and they will all be looking for candidates who will fit our company culture. Prospective employees should understand and value Torch's core attributes, our culture, and what we care about as a company. 

Are there any positions or types of candidates you are particularly focused on hiring in this coming year?

We are looking to expand our Cyber Security Information Assurance capabilities, as well as to grow our Albuquerque, NM and Eglin, FL locations.

What should interested candidates do to find out more and get started?

Interested candidates should go to our Careers Tab on our website and choose Current Openings located at: Our recruiting and screening process begins with posting an opening to our website and various other job boards and inviting interested parties to submit a resume or application. We've invested significantly in state of the art recruiting software, CyberRecruiter, which assists our HR team and Managers in searching for particular skills or relevant experience in our industry. Resumes are electronically routed to the Hiring Manager who selects candidates for interviewing. These candidates are interviewed by a Technical Manager who assesses both their technical skills, interest in the project or position, and compatibility. Human Resources covers Torch benefits, work environment, and communicates the cultural aspects of working with Torch. An assessment is made of the candidate's interest and suitability for the overall organization.

hiring Outlook

275 Forecasted positions to fill in coming year 39% Job Growth
24 Average applicants per opening 4,603 Total job applicants
20% New hires by employee referrals 4% Openings filled by current employees
20 Recent graduates hired 8% Voluntary turnover for full-time employees
* All figures refer to 12-month period prior to reporting, unless otherwise noted.

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