Market overview, defence industry: positions, sectors, candidate market
The Talent Radar summarises what we observe in our mandates and in conversations with companies and candidates across the security and defence industry. It is not a representative survey but a snapshot from practice – deliberately condensed.
Positions in Demand – what companies are seeking most urgently
1. Sales & Senior Sales. What is most in demand is a strong network within the defence sector. This applies equally to defence and dual-use companies.
2. Business Development. From manager to managing director level. Sought after: a network across Europe – Eastern Europe, the Baltics, NATO’s southern flank, the Middle East.
3. Production / Supply Chain Leadership. Leaders who understand defence and master scaling. Building supply chain processes is decisive.
4. Technical Development. Software, hardware, effectors – leadership positions only. We fill roles that carry strategic responsibility for development.
Bottom line: the market wants doers, not administrators. Operational excellence with strategic foresight is in demand.
Growth Sectors – where momentum is strongest
At the top: AI, autonomy and drones – the strongest growth area, with production being scaled. Close behind is the transition dual-use / automotive → defence, with strong market entry by new players. Optronics and sensors remains a key technology in high demand, and in complete systems and vehicles the task is ramping up production and building capacity.
Surprisingly weak, by contrast, is cyber and critical infrastructure (KRITIS) – demand here is falling short of expectations.
Most striking: AI-enabled autonomy is driving the market. Drones are going into series production.
Candidate Market – what moves candidates and what holds them back
Outreach fatigue. Candidates are contacted frequently – often by unqualified callers without industry knowledge. Trust is built only through real networks.
Willingness to move: high. The readiness to change is there. But not at any price – and not for every caller.
Strong candidates from the civilian sector. Experienced talent is coming from dual-use and civilian industry – in particular from automotive suppliers, with competence in production and high-end technology.
Motivation ≠ salary. Salaries have moved upwards. But the real driver is a different one: impact, room to shape things, development.
The question candidates ask most often today is not “What do you pay?” but: “What impact will I have with you?”
Market Pressure – what we see in executive search
Mandate volume. Demand for executive search in the defence industry has multiplied compared with the previous year.
Time to fill. Positions stay open longer – or companies accept that only one to three candidates are realistic options, and decide quickly.
Competition for talent. Several companies are courting the same profiles. This has caused frustration on both sides and inflated salaries artificially – particularly in defence new-tech, a correction is now setting in.
Our standard: executive search only. We get to know every candidate personally. Quality and discretion.
Download the full Defence Talent Radar April 2026 (PDF, German)
Talk to us. connect@focus-defence.de · +49 30 5444 5899