Overview
Defense tech includes software and technology for military, intelligence, and national security applications. This spans traditional defense contractors (Lockheed, Raytheon, Northrop Grumman) to newer defense startups (Anduril, Palantir, Shield AI) and intelligence community contractors. The sector has grown significantly with increased defense spending and modernization initiatives.
Hiring differs significantly from commercial tech due to clearance requirements, classification constraints, and the specialized nature of defense applications. Engineers may work on classified projects they can't discuss publicly, which affects recruiting and retention strategies.
For hiring, defense tech requires US citizens who can obtain (or already hold) security clearances. The cleared talent pool is limited, making hiring competitive. Mission alignment is often important as work involves national security. Compensation must compete with commercial tech while offering mission-driven purpose.
Understanding the Defense Tech Landscape
Defense tech hiring differs fundamentally from commercial tech due to security requirements, mission focus, and regulatory constraints. Understanding these differences helps you compete for talent effectively.
Defense Tech Segments
Weapons Systems:
Missiles, drones, autonomous vehicles, and weapons platforms. Engineering involves embedded systems, real-time computing, and hardware-software integration.
Intelligence and Cyber:
Analysis tools, surveillance systems, cybersecurity, and offensive/defensive cyber capabilities. Often involves data science, ML, and security engineering.
Command and Control:
Communications systems, decision support tools, and battlefield management. Real-time systems, networking, and user interface design.
Logistics and Support:
Supply chain systems, maintenance tracking, and resource management. Enterprise software with defense-specific requirements.
Simulation and Training:
Combat simulation, training systems, and modeling. Graphics, physics engines, and educational technology.
Security Clearance Requirements
Clearance Levels (US)
| Level | Access | Investigation | Timeline |
|---|---|---|---|
| Confidential | Basic classified | NACLC | 3-6 months |
| Secret | Most common | NACLC | 6-12 months |
| Top Secret | Highly classified | SSBI | 12-18 months |
| TS/SCI | Compartmentalized | SSBI + polygraph | 12-24 months |
Clearance Realities
Existing clearances are gold:
Candidates with active clearances can start immediately. This is worth significant compensation premium.
Sponsoring clearances is possible:
If candidate is US citizen and clearance-eligible, you can sponsor. But it takes 6-18 months, during which they work unclassified.
Clearances can be lost:
Foreign contacts, financial issues, drug use, or other behaviors can revoke clearances. Cleared employees need awareness.
Traditional vs New Defense Companies
Traditional Defense (Lockheed, Raytheon, Northrop)
Culture:
- Large, established processes
- Government contracting experience
- Often bureaucratic
- Stable but slower-paced
Compensation:
- Often government pay scales (lower than tech)
- Extensive benefits (pension, healthcare)
- Job security
- Less equity/upside
Engineering:
- Can involve legacy systems
- Compliance-heavy processes
- Long development cycles
New Defense (Anduril, Palantir, Shield AI)
Culture:
- Startup/tech culture
- Move fast, iterate
- Modern engineering practices
- Smaller teams, more ownership
Compensation:
- Competitive with Silicon Valley
- Equity upside
- Standard tech benefits
- Higher base salaries than traditional
Engineering:
- Modern tech stacks
- Agile development
- Cloud infrastructure
- Attracts commercial tech talent
Hiring Challenges in Defense Tech
The Constrained Talent Pool
US Citizenship Required:
Most defense work requires US citizens. This eliminates a significant portion of the tech talent pool.
Clearance Requirements:
Many roles require existing clearances or clearance eligibility. Further constrains the pool.
Willingness to Work in Defense:
Not all engineers want defense work. Some have ethical concerns. Others prefer commercial applications.
Location Constraints:
Some work requires specific facilities (SCIFs) in specific locations. Remote work is often limited.
Competition for Cleared Talent
Multiple Competitors:
- Traditional defense contractors (large, stable)
- New defense companies (modern, well-funded)
- Intelligence community (mission-driven)
- Government agencies (job security)
Cleared Talent Knows Their Value:
Candidates with active TS/SCI clearances are heavily recruited. They expect premium compensation.
Attracting Talent to Defense Tech
Lead with Mission
Engineers who choose defense are often mission-motivated. "Your code defends the nation" resonates with the right candidates. Emphasize impact and purpose.
Highlight Modern Tech (If Applicable)
Defense has a reputation for legacy technology. If you use modern practices—cloud, Kubernetes, modern languages—highlight this. New defense companies attract talent by combining mission with engineering excellence.
Competitive Compensation
New defense companies have raised compensation expectations. Traditional defense contractors are struggling to compete. Budget for market rates, especially for cleared talent.
Career Development
Show paths for growth. Defense experience is valuable. Engineers can move between defense companies or into government roles. Clearances are portable assets.
Building Defense Tech Teams
Team Composition Considerations
Cleared vs. Clearable:
Balance immediate capability with long-term growth:
- Cleared engineers can start on classified work immediately
- Clearable engineers expand your talent pool
- Plan for clearance processing time
- Have unclassified work for pending clearances
Mission Alignment:
Defense work requires genuine commitment:
- Screen for interest in national security mission
- Assess comfort with defense applications
- Discuss ethical considerations openly
- Ensure candidates understand the work
Working in Classified Environments
Operational Constraints:
Classified work has unique requirements:
- Secure facilities (SCIFs) for certain work
- Restrictions on remote work for classified projects
- Communication limitations with outside world
- Documentation and handling requirements
Development Practices:
Engineering in classified environments requires adaptation:
- Air-gapped development environments
- Restricted access to external resources
- Security-conscious coding practices
- Compliance with classification guidelines
Competing for Defense Talent
Differentiation Strategies
Modern Engineering Culture:
New defense companies attract talent by offering:
- Modern tech stacks and practices
- Agile development methodologies
- Cloud infrastructure and DevOps
- Startup-like culture with mission focus
Compensation Competitiveness:
Defense talent knows their value:
- Match or exceed commercial tech salaries
- Offer meaningful equity where possible
- Provide strong benefits packages
- Consider clearance premiums
Mission Impact:
Lead with purpose:
- Connect daily work to national security outcomes
- Share success stories and impact
- Create sense of meaningful contribution
- Build community around shared mission
Retention in Defense Tech
Career Growth:
Show paths for advancement:
- Technical leadership opportunities
- Increased clearance levels
- Cross-project exposure
- Industry recognition
Work-Life Balance:
Counter defense industry stereotypes:
- Reasonable hours and expectations
- Flexibility where security allows
- Sustainable pace for long-term retention
- Investment in employee wellbeing