Demand for skilled people in defence is strong and growing. MOD expenditure with industry supported a total of 272,000 direct jobs in 2023/24, an increase of 11% on the previous financial year MOD supported employment estimates 2023/24 - GOV.UK. That builds on the year before, when the total number of MOD-supported UK jobs reached 239,000 in 2022/23, up 6% on the previous financial year MOD supported employment estimates 2022/23 - GOV.UK.
Recruitment appetite is rising too. The defence sector continued to be an attractive employer, with surveyed recruitment growing by 17.8% in 2022 Defence sector continues contributing significantly to UK economy - GOV.UK. Fresh investment is adding to the pipeline: more than 1,700 new jobs are being created across the UK defence sector following at least £1.4 billion in foreign direct investment committed since July 2024 Defence dividend delivers thousands of UK jobs following exceptional foreign investment - GOV.UK. For anyone making a first project controls hire, that means competing for scarce talent in a busy market.
Project controls sits at the centre of how a programme is planned, tracked and reported. The role owns schedule, cost and risk: building the baseline, measuring progress against it, and giving programme leaders an honest view of where things stand. In defence, that work carries extra weight because programmes run long, involve many suppliers, and answer to strict governance.
A first hire in this space usually needs to cover more ground than a single specialist would in a larger team. One person might own planning and scheduling, earned value, change control and risk, and the reporting that ties them together.
Two dynamics make defence distinct. Security clearance can gate who is even eligible to start, and it takes time to secure. Long programme lifecycles mean the right person needs the patience and discipline to hold a baseline steady across years, not months.
Start with the problem, not the job title. Write down the three risks your first controls hire exists to manage, whether that is schedule slippage, cost forecasting or audit readiness, and let those shape the brief. A clear brief is the fastest route to the right person in a competitive market.
Then weigh sector insight against transferable skill. Someone from aerospace, rail or major infrastructure may bring strong controls discipline without defence experience. Decide early which parts are non-negotiable, such as familiarity with clearance timelines or programme governance, and which you can coach. That distinction widens your pool without lowering your bar.
Finally, protect the candidate experience. Clear communication, a tight interview loop and a realistic view of clearance show respect for someone's time and set the tone for the working relationship that follows.
The right tool turns sector insight into a shortlist you can act on. Reed.ai searches a database of 15 million people, reads your brief the way a specialist would, and surfaces candidates whose controls experience and clearance context fit the role you are actually trying to fill. Our recruitment agent manages recruitment end to end for 8% on a successful hire, with no monthly fee and no upfront cost. Tell us about your first project controls role and we'll start the search today.
