Defence engineering has always relied on a skilled, security-cleared workforce. But since Brexit, the challenge of sourcing and retaining that talent has grown significantly.
Restrictions on EU mobility, greater competition from other sectors, and growing demand across aerospace, naval, and cyber programmes mean that the traditional hiring model is no longer enough.
Here is what employers in the defence space need to consider.
The impact of Brexit on the talent pool
Before Brexit, many UK-based defence firms relied on EU nationals with niche engineering and systems experience. The end of free movement, combined with complex visa requirements and security vetting standards, has reduced that pipeline.
At the same time, demand has grown for roles such as:
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Systems and integration engineers
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Electronics and avionics specialists
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Defence-focused software developers
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Mechanical design and maintenance professionals
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Project and programme managers with MOD experience
This has left many projects competing for the same pool of domestic candidates.
What candidates want
Experienced defence engineers are in a strong position. To attract them, employers need to be clear on:
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Long-term contract stability
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Opportunities for career progression
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Training and development, particularly in leadership or systems roles
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Flexible working where project security allows
Security clearance remains a key barrier for many. Where appropriate, consider supporting eligible candidates through the process rather than excluding them from the outset.
Practical hiring strategies
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Build a mid-career pipeline
Candidates from adjacent sectors like aerospace, energy, or high-integrity manufacturing may have transferrable skills. With the right support, they can move into defence roles and grow into clearance. -
Promote internal development
Many technicians or junior engineers already in your organisation are ready to step up. Investing in structured pathways can reduce external hiring pressure. -
Use recruiters who understand security restrictions
Defence hiring is complex. A recruiter familiar with the sector can help avoid delays, mis-hires, and non-compliant shortlists.
Barrow Mount works with defence and engineering employers
We support firms recruiting for engineering, systems, and programme delivery roles across the defence and advanced manufacturing sectors. If you are hiring into sensitive environments and need support navigating the current market, we are here to help.
