Talent strategy
Deciding how many people you need, when, and whether to hire, develop or contract. We plan it with you and your leadership team, and can take the lead or work alongside your existing team.
Talent partner for defence companies
Building the teams behind the future of defence
In defence, the people you bring in decide what your company can develop, win, and deliver. We work with you to plan for, attract and hire them, and establish the systems so you can keep doing it.
From planning to day one
Every stage of hiring affects those that follow, so we look at the whole picture. We take on as much of it as you need, from one area to all four.
Talent attraction
Making sure the people you need know who you are and why your work matters. We shape your employer brand, value proposition, careers page and job descriptions, and develop a pipeline of talent before you need to hire.
Talent acquisition
Finding and hiring the people you need, including specialist, hard-to-fill and leadership roles. We reach beyond the obvious candidate pool, assess people against what the role really demands, and keep strong candidates engaged through to an accepted offer.
Talent systems
The systems behind good hiring decisions. We design interview and assessment processes your managers can run well, help you implement and get the most from recruiting software and AI tools, and plan onboarding that gets new people contributing sooner.
What makes hiring in defence different
Defence companies compete for talent under conditions most industries don't face. We know them well, and tailor our approach to fit.
Being known and understood
Many defence companies do technically remarkable work that candidates have never heard of, and some strong people hesitate about defence before they know what a role involves. We make the work and the opportunity clear.
Reaching further
Many of the people you need aren't in defence today. Engineers, technicians and operators from manufacturing, energy, resources and software often bring directly relevant experience. We know how to spot that experience and make the case for the move into defence.
Working within the rules
Security clearances, controlled goods and export controls can affect who you can hire and how quickly. We factor them into roles, timelines and searches from the start, so they shape the process rather than stall it.
Scaling from lean
A contract award or new programme can change hiring needs quickly for a team used to running with few people. We help you plan capacity and put the process in place before the pressure arrives.
Where would you like to start?
It could be one critical hire, a defined piece of work, or ongoing support. You don't need a defined brief, just a sense of where the business is heading.