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



This review is based on 502 employee surveys, with a 90% confidence level and a margin of error of ± 2.36. It was published on Jun 26, 2018. 18612 Visitors

What Employees Say

Management is competent at running the business.
People here are willing to give extra to get the job done.
I'm proud to tell others I work here.
Management trusts people to do a good job without watching over their shoulders.
I am able to take time off from work when I think it's necessary.

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: 15
Major Locations: Shalimar, Florida, 32579; Colorado Springs, Colorado, 80919; Albuquerque, New Mexico, 87106; Aberdeen, Maryland, 21001; Patuxent River, Maryland, 20619 US Employees: 855
US Revenues: $348.4 million Worldwide Revenues: $348.4 million
Corporate Structure: Private Founded: 2002

Torch Celebrates 15th Anniversary By Granting 15 $15,000 Grants to Local Nonprofit Organizations

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 contribute approximately 15% of each employee-owner’s salary to our retirement programs annually through the ESOP and 401k (including match). 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.
  • Employee Ownership Culture Committee: Torch achieved its long-time goal of 100% employee-ownership in 2011 through the implementation of the Employee Stock Ownership Plan. The Employee Ownership Culture Committee was established to communicate the benefits of ownership and to establish and foster an ownership culture in which all employee-owners share the responsibility of ownership, contribute to Torch success, and share in the gains. The EOCC facilitates opportunities to educate our employee-owners, such as ESOP Basics training, Lunch with the CEO/President, Torch History, which is a four part video interview series that educates the employee-owners on our history. They also facilitate Discover Torch, bringing in leadership from each Business Unit monthly to do deep-dives in their Business Unit to make employee-owners aware of work and opportunities outside of their Business Unit. This encourages cooperation and collaboration among Business Units.
  • 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.
  • 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. In 2016, 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. Additionally, we provide professional development by providing leadership training exercises, AIDT training, speakers, and panels for our employee-owners and managers.
  • 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. We recently celebrated our 15th anniversary, so to celebrate we held a special grant presentation where we gave $15,000 grants to representatives from 15 nonprofit organizations. Torch has also committed to a corporate charitable gift of $150k to the Huntsville Community Foundation as the Torchbearer founding contributor to the Community Catalyst Fund. 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. Last year we donated $35,000 as a result of the tournament to Village of Promise. Torch has contributed more than $3 million to our local communities.
  • 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 and has now donated more than $820,000. 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 two 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.
  • 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.
  • Society of Torch Emerging Professionals (STEPs): The Society of Torch Emerging Professionals (STEPs) was founded in 2017 in response to the rapid growth at Torch. As the company has become more successful, we have hired many younger, newer to the industry employee-owners to grow with the company. We wanted to start an organization at Torch that focuses on providing the newer employee-owners with professional development, networking opportunities, and community engagement initiatives while also instilling Torch’s core company values in our new employee-owners. STEPs, with its members, fosters a sense of cohesion across business units and groups, provides professional development opportunities through panels and speakers, provides opportunities for community service and outreach through volunteering and hosting drives for local nonprofit organizations, and provides an avenue for social networking and a sense of community through hosted events. This volunteer group introduces our new employee-owners to Torch’s culture of truly caring about the community and about one another.


88% Company-paid health coverage for employees (for employee only, high deductible) 92% Company-paid health coverage for dependents (for family coverage, high deductible)


  • 401(k) or 403b Program
  • Employee stock ownership plan (ESOP)
Torch Employee-owners Enjoy BBQ and Fun at the WhistleStop BBQ Festival


25 days Paid time off after one year of full-time employment 25 days Paid time off after one year of part-time employment
25 Days Paid time off as of first day of full-time employment 25 days Paid time off as of first day of part-time employment


  • Flexible schedule (50% use it)
  • Job sharing (1% use it)
  • Compressed work weeks (10% use it)
  • Onsite Amenities (Free snacks during the day Free beverages during the day Discount ticket sales Weekly Weight Watchers at Work series Perks at Work website)


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

$395,316 Philanthropic donations in last year


  • HR Manager oversees diversity and inclusion practices
  • 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 Volunteers Ready for Fun at the Children's Christmas Party!


Society of Torch Emerging Professionals Kayak and Canoe Trip

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. Expertise: 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 hire individuals with technical degrees and five or more years of experience in the relevant fields of: Engineering (all disciplines), IT, Math, Physics, Software Development, System Analysis, Cyber Security, and Computer Science, as well as to grow our Albuquerque, NM; Eglin, FL; Patuxent River, MD and Aberdeen, MD 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 'Review Our Openings and Manage Your Application' at: Our recruiting and screening process begins with posting an opening to our website and various other job boards, inviting interested parties to submit a resume or application. We've invested significantly in state of the art applicant tracking system software, Deltek Talent Management (HR Smart), 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 organization.

hiring Outlook

222 Forecasted positions to fill in coming year 31% Job Growth
30% New hires by employee referrals 10% Openings filled by current employees
55 Recent graduates hired 7% Voluntary turnover for full-time employees
* All figures refer to 12-month period prior to reporting, unless otherwise noted.

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