Europe’s Defence Expansion: A Critical Opportunity for Recruiters

Europe’s defence industry is undergoing its most significant expansion since the Cold War. Driven by escalating geopolitical tensions and a renewed focus on strategic autonomy, European governments have committed up to €800 billion in additional military spending by 2028. For recruiters, this presents a once-in-a-generation opportunity—and a serious challenge.

Unprecedented Demand, Unprepared Labour Market

Defence giants such as Rheinmetall and KNDS are scaling up production to meet soaring demand for tanks, air defence systems, and ammunition. Rheinmetall alone plans to grow its workforce by nearly 29% (up to 9,000 hires) by 2028. The demand spans a broad range of roles, including:

• Product Developers
• Engineers (Mechanical, Electrical, Aerospace)
• Welders and CNC Operators
• Electronics Technicians
• IT and Cybersecurity Specialists

Despite aggressive hiring plans, many firms are struggling to find qualified candidates, exposing a critical bottleneck in production timelines.

A Broken Talent Pipeline

This is more than a recruitment challenge—it’s a systemic failure in the skills pipeline. After decades of underinvestment in defence-focused education and training, few universities produce graduates with the required qualifications or security clearance. Meanwhile, top technical talent is being drawn to civilian industries such as tech, renewable energy, and finance.

According to McKinsey:

• 43% of European employers report shortages in data analytics
• 26% face gaps in IT, web design, and technical management

These shortages are even more acute in defence, where the stakes are higher and the barrier to entry—security, specialization, certifications—is steep.

Strategic Stakes: Why This Matters for Recruiters

For the EU, this labour shortage threatens not just company profits, but national security and industrial sovereignty. The bloc is actively trying to repatriate defence procurement from the U.S. to Europe, but a lack of skilled workers could force governments to delay, reduce, or even outsource contracts—undermining strategic autonomy.

This creates a critical mission for recruiters: to rebuild Europe’s defence talent base.

How Recruiters Can Respond:

1. Reframe Defence as a Mission-Driven Career

• Highlight purpose, stability, and national contribution to attract younger generations
• Use messaging aligned with values like security, innovation, and sustainability

2. Partner with Education and Training Institutions

• Collaborate with vocational schools, technical colleges, and universities
• Co-create defence-aligned training programs and apprenticeships

3. Tap into Adjacent Talent Pools

• Transition workers from aerospace, automotive, and industrial sectors
• Cross-train skilled trades and IT professionals for defence applications

4. Support Fast-Track Migration

• Work with governments on accelerated visa processes for skilled defence talent
• Target regions with strong engineering traditions (e.g., Ukraine, the Balkans)

5. Embrace EU Coordination

• Advocate for pan-European recruitment strategies
• Share talent data across borders to avoid zero-sum national competition

The Time to Recruit Is Now

Europe’s defence ambitions are at risk—not because of funding or technology, but because of a labour gap. For recruiters, this is more than a hiring mandate; it’s a call to strategic action. Defence projects can’t move forward without the right people in place.

Now is the moment for the recruiting community to step up, innovate, and lead.

Because without engineers, welders, and technicians, Europe’s defence plans will remain just that—plans on paper.