HR and talent roles in defence combine security vetting requirements with recruiting in one of the most competitive hiring markets in tech. Recruiting software engineers or autonomy specialists for a classified programme is different from hiring for a standard tech company. Candidates often need to be clearance-eligible before an offer can be made, which narrows the pool. Talent teams typically manage the vetting paperwork, coordinate with national security authorities and advise hiring managers on what can and cannot appear in a public job listing. At larger firms like Airbus Defence, Thales or Leonardo these functions are well-established, while at startups scaling quickly they are often being built alongside the company itself.
