Hiring in the defence sector is hard enough at the best of times. Finding the right skills, competing for talent, and aligning with government contract budgets are all challenges. But one issue consistently slows everything down, and it's the one that too few people talk about: security clearance. A project can be ready to launch, the funding approved, and the need urgent, yet the whole thing stalls because of the wait for cleared personnel.
Security vetting is, of course, vital for protecting national security interests, but for hiring managers, it's a logistical headache that can stretch recruitment timescales by months. Some organisations simply can't afford the wait, but the Catch-22 is that you can't bring someone into a role without clearance, and many candidates can't get clearance without a job. It's a bottleneck that has only worsened as demand for defence and security expertise has surged.
Different levels of clearance, from SC (Security Check) to DV (Developed Vetting), all come with varying wait times and levels of scrutiny. For roles requiring DV clearance—typically in intelligence, cyber security, and high-level government contracts—the process can take over a year. That's time organisations don't have when trying to mobilise a team quickly. Delays can push back project start dates, drive up costs, and leave critical positions unfilled for months.
The UK government has made it clear that it wants to expand defence, cyber security, and intelligence capabilities, but the reality is that the supply of security-cleared professionals isn't keeping up. The MoD has faced well-documented struggles in sourcing DV-cleared personnel, slowing down key defence and cyber operations. The Home Office and NHS have had similar difficulties recruiting security-cleared digital and IT professionals. It's a growing problem, and organisations are feeling the impact.
But the real issue isn't just the delays, it's the hiring paradox that security clearance creates. A candidate can't get vetted unless they have an employer to sponsor them, but most organisations won't hire someone unless they're already cleared. This Catch-22 locks out skilled professionals who could otherwise step into critical roles, particularly those early in their careers. It also limits diversity in the sector, as only those with previous cleared experience can apply for many roles.
This vicious cycle means that defence and security organisations need to be more strategic in how they build their talent pipelines. Rather than waiting for a vacancy and then scrambling to find someone who's already cleared, businesses should be thinking long-term. Engaging with talent ahead of need, keeping a warm pipeline of professionals who are either cleared or clearance-eligible, and offering sponsorship for key hires can help break the cycle. But doing this effectively requires specialist expertise.
This is where working with the right recruitment partner makes a real difference. A specialist recruiter like Malikshaw understands the nuances of the clearance process and has access to a ready-made network of security-cleared professionals. We don't just fill vacancies; we proactively source and engage talent who are either already cleared or on the path to clearance. This means we can help organisations avoid the worst of the bottleneck, reducing hiring timescales and ensuring critical roles don't sit vacant for months.
Security clearance will always be a factor in defence hiring, but it doesn't have to be a roadblock. The key is being proactive rather than reactive, thinking ahead, building a pipeline of pre-cleared talent, and working with partners who know how to navigate the system. In a sector where time is money and delays can cost contracts, having a strategic approach to security-cleared recruitment isn't just an advantage; it's a necessity.
