Defence and security hiring is expanding, and the numbers back it up. MOD expenditure with industry supported a total of 272,000 direct jobs in 2023/24, an increase of 11% compared to the previous financial year MOD supported employment estimates for 2023/24. That growth is part of a clear upward trend: the total number of MOD-supported UK jobs reached 239,000 in 2022/23, an increase of 6% on the previous year the MOD estimates for 2022/23.
Demand for people is matching that activity. The defence sector continued to be an attractive employer, with surveyed recruitment growing by 17.8% in 2022 a GOV.UK sector analysis. And fresh investment is adding new openings all the time: 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 a GOV.UK announcement. For employers, that means competition for skilled people is rising, so the way you find and grow talent matters more than ever.
Look closely at what a compliance specialist actually does in a defence supply chain. They read technical specifications, audit how parts are made, trace materials, and check that every component meets strict standards. That work builds a deep, practical understanding of engineering systems, often across many suppliers at once.
Over time, that knowledge becomes an asset. Someone who has spent years checking whether a design meets a standard is well placed to help write the standard, improve the design, or lead the engineering quality that sits behind it. The move from compliance into engineering, quality engineering and systems roles is a natural one, because the person already knows the product, the regulations and the risks.
With recruitment in the sector growing by 17.8% in 2022 the same GOV.UK analysis, employers who spot this potential early can build their own engineering pipeline rather than competing for finished talent on the open market.
The overlap is wider than many hiring managers assume. The strongest transferable skills tend to include:
These are the same habits of mind that good engineers rely on. The main gap is usually formal design or hands-on engineering training, which is far easier to add than the sector knowledge someone has already earned.
Start by hiring for potential, not just the current job title. When you write a role, describe the problems the person will solve and the direction they can grow in, not only the tasks they will tick off. That attracts people who want to develop into engineering, which is a strong signal in a tight market.
Second, plan for security clearance early. Many defence roles need it, and the timeline can shape your whole hiring plan, so be clear about what is required and support people through the process. Third, invest in internal mobility. With 272,000 MOD-supported jobs in 2023/24 the 2023/24 MOD estimates, the fastest way to fill an engineering gap is often to grow the compliance specialist you already trust.
Finally, keep your process quick and respectful. Skilled people in a growing sector have options, so long waits and vague feedback cost you good hires. Clear steps, honest timelines and prompt decisions make the difference.
We built Reed.ai to help you find the right person and run your recruitment end to end, searching a database of 15 million candidates to surface people whose skills match what you actually need, including those ready to grow from compliance into engineering. Our recruitment agent manages recruitment end to end for 8% on a successful hire, with no monthly fee and no upfront cost. If you are hiring in defence and security, tell us about the role and let us build your shortlist.
