The Swedish defence industry is in a historic phase of expansion. With defence spending now reaching 2.8% of GDP for 2026 – and a stated ambition to increase this to 3.5% by 2030 – combined with NATO membership and a shifting security landscape, defence companies, public authorities, and subcontractors are seeking talent at an unprecedented pace. Saab reported revenue growth of more than 30% in 2025 and has already upgraded its growth targets for the coming years. GKN Aerospace in Trollhättan plans to recruit at least 100 engineers in 2026 – and a total of 200 engineers across different seniority levels over the next two years. And these are only the visible peaks of a much larger iceberg. In addition, there is an ambition to allocate 1.5% of GDP to the development and adaptation of civil defence.
This creates enormous opportunities – but also one of the most challenging recruitment environments in Sweden. The right candidates are out there, but they are difficult to find, even harder to attract, and hardest of all to secure through a process that places high demands on all parties involved.
Why recruitment in the defence industry is different
Recruitment is always contextual – the setting of the role is crucial. In the defence sector, however, this is particularly important, and the differences compared to traditional recruitment are clear.
Discretion is not a preference – it is a requirement. Many recruitments in the sector, especially at management level, take place in environments where public exposure can create complications. This is particularly true when an organisation needs to replace a key position without affecting operations, customers, partners, or competitors.
The commercial logic is also different. Decision-making processes are long, politically anchored, and governed by regulations that cannot be negotiated away. Procurement processes can take years and require a deep understanding of public administration. At the same time, the industry is evolving rapidly – new NATO collaborations and changing industrial constellations are creating opportunities for those who understand the landscape. The commercial profile that succeeds in this environment is a rare hybrid: someone who understands business, yet is comfortable navigating regulatory frameworks, political contexts, and long time horizons. This is not a profile that can be identified through a standardised recruitment approach.
The talent shortage is highly sector-specific and difficult to address. The defence industry’s demand for both specialists and leaders in areas such as cybersecurity, complex systems delivery, and software development coincides with a global shortage of exactly these profiles. Competition for candidates extends far beyond the sector itself, including technology companies, telecom providers, and the broader industrial landscape. Winning this competition requires targeted positioning – not just job advertising.
Security clearance and confidentiality are another defining factor. Candidates for classified roles must undergo security clearance processes at varying levels, including extensive background checks covering financial history, personal relationships, international contacts, and loyalty. This means that selection is not only about competence and personality – it is also about assessing a candidate’s ability to successfully complete a time-consuming clearance process, and avoiding investing recruitment resources in candidates who are unlikely to be approved.
The most in-demand profiles right now
Based on our experience and broader market developments, we see distinct patterns in where demand is highest:
- Leaders with defence-sector insight – executives and directors who can navigate between commercial business models and public procurement processes. This is a rare combination that requires a different type of search approach than traditional executive recruitment.
- Commercial roles and business development – the defence sector is undergoing rapid transformation, with new partnership models emerging and procurement processes increasing in complexity. This drives demand for commercial profiles who can lead business development in highly regulated environments, where transparency requirements, public oversight, and political priorities are fundamental conditions rather than obstacles.
- Project managers with experience in complex supply chains are also in short supply. Defence procurement often involves long-term contracts, strict specifications, and coordination between private companies and public institutions, requiring a high level of experience.
- Engineers with hybrid competence – those who master both software and hardware, or can move between system design and production – are in particularly high demand. Defence companies need not only specialists, but versatile profiles with depth in the right areas.
- Cybersecurity experts are in a unique position. The threat landscape facing Sweden and NATO countries has become increasingly complex, and demand for expertise in operational security, penetration testing, and incident response continues to grow.
Key challenges – and how to address them
1. Attracting candidates who are not actively looking
The majority of highly qualified candidates in the defence sector are not actively seeking new roles. They are typically in stable, meaningful positions and are not always visible on platforms such as LinkedIn or job boards. As a result, traditional recruitment methods – posting a job ad and waiting for applications – rarely produce sufficiently qualified candidates for critical roles.
The solution is proactive search: a structured approach to mapping the market, identifying relevant profiles, and initiating dialogue with candidates who may not yet have considered a career move. This requires both deep industry insight and the relationship skills needed to build trust in a sector defined by discretion.
2. The impact of security clearance on timelines
Comprehensive security clearance processes take time – from weeks to months, depending on the role and the complexity of the clearance required. This places demands on the recruitment process to stay ahead: ensuring that documentation is prepared in parallel with candidate engagement, that candidates are informed and motivated to complete the process, and that the organisation maintains realistic expectations regarding timelines.
At Compass HRG, we conduct in-depth pre-screening as part of the recruitment process, aligned with the criteria typically applied in security clearance. This minimises the risk of late-stage dropouts and provides the client organisation with a solid foundation ahead of the formal clearance process.
3. Employer branding in a sector with limited transparency
Organisations in the defence sector cannot always communicate openly about their work, which presents a clear employer branding challenge. How do you attract candidates when the most interesting aspects of the business are confidential or classified?
The answer lies in communicating what can be shared: the mission, the culture, and the opportunity to contribute to something of real importance for Sweden and Europe. In a time of geopolitical uncertainty, purpose is a powerful driver. Research consistently shows that candidates – particularly engineers – increasingly value meaningful work alongside compensation and benefits.
What an experienced search partner brings
Recruitment within the defence sector requires a partner that does not start from scratch. It requires:
- Industry insight – understanding the players, the talent landscape, procurement logic, and the unique cultural aspects of defence-related work
- Networks – relationships with candidates and professionals not visible in open databases
- Experience with security clearance processes – the ability to prepare, screen, and support both candidates and clients throughout a complex process
- Discretion – the ability to manage sensitive assignments without creating disruption across the organisation, the market, or key relationships
At Compass HRG, we combine more than 40 years of recruitment experience with consultants who have backgrounds from the armed forces. We understand not only how to recruit – but the environment we recruit into.
Defence recruitment as a strategic investment
In a sector where a single key hire can determine whether a contract is delivered on time, whether a system performs in a critical situation, or whether an organisation passes its next audit, recruitment is not an administrative function – it is a strategic decision.
Choosing the right recruitment partner for defence-related roles is about selecting a partner who understands what is at stake and has the tools to identify and secure candidates who make a real difference.
Interested in discussing how we can support your recruitment within the defence sector? Contact us to initiate a confidential dialogue about your needs and opportunities.
Compass HRG is a leading search and recruitment firm with specialisation in, among other sectors, the defence industry. We operate both nationally and internationally, helping organisations find leaders and specialists for roles where competence, integrity, and confidentiality are critical.
