meritustalent

What the UK Employment Rights Act Means for Aerospace & Defence Organisations

Fri, 10 Apr 2026 09:56:48 GMT

After a successful visit to the Aerospace Wales Expo in Llandudno at the tail end of Q1, we sat down with aerospace, defence and space SMEs and employment lawyers to discuss the upcoming Employee Rights Act and how it impacts hiring strategy, culture and retention in the context of the new financial year.

The Employee Rights Act 2025 is the biggest shake up in employment law that many of us will have seen in our lifetimes. It's a silent change in risk, workforce control and support and, potentially, programme delivery stability.

The margin for error when it comes to hiring has collapsed. Here are the key changes:

Unfair dismissal rights will reduce to six months, down from two years.
Employees will receive day-one rights for leave and sick pay.
Expanded employee protections have been introduced.

But what are the implications for businesses?

Failing fast and fixing a bad hire is no longer a luxury. The market is already constrained by SC/DV clearance bottlenecks, niche engineering skillsets and long programme lifecycles, so a wrong hire is both a legal risk and a delivery risk. Our position is that if your hiring process isn't structured and benchmarked, your business could be exposed to these risks.

Recruitment has never been more strategic. The legislation forces a move from reactive hiring to controlled talent strategy. Strong organisations will define what good looks like before hiring, build front-loaded assessment models (great agencies should consider the same) and align hiring to programme phases, not vacancies.

The flexibility of contract hiring is not to be neglected. Our sphere is based on project lifecycles, and candidate skillsets rarely cover as much as we'd like. Contract hiring as a preferred route of cost-effective delivery must be considered by those who struggle to retain with the volatility of their tenders.

Is culture still just a recruitment cliché?

New requirements around harassment accountability, whistleblowing protections and the gender pay gap (as well as menopause action plans) will expose critical failures. You will become legally visible, financially punitive and the risk increase to brand damage will become ever-more tangible.

The best talent will avoid environments that seem unstructured, politically unstable and high-risk. Unless explicitly disclosed that there is a movement on cultural transformation, the excusing of misalignment of company morals and values will impact the retention of talent.

What does this all mean in practice?

Strong organisations will use these changes to create space between serious cultures and those that refuse to address structural issues. This will be obvious to the market. If you treat hiring as risk management and not admin, invest in assessment, onboarding and retention design, reduce dependency on reactive hiring models and align your talent strategy to programme delivery, you could find yourself in a stronger commercial position than you were prior to these changes.

If you're an aerospace, defence or space organisation looking to hire following the changes to the UK's Employment Rights Act 2025, speak to the specialist recruiters at Meritus.

CV Tips to Get a Junior Manufacturing Engineering Job

Mon, 16 Mar 2026 15:53:16 GMT

The UK labour market is tightening for junior engineers.

Youth unemployment has risen to ~16% amongst 16-24 year olds, with nearly one million young people being NEET (not in employment, education or training).

Engineering apprenticeships have fallen by approximately 40% since 2017, yet the UK manufacturing sector still needs an estimated 168,000 new workers per year.

This creates a paradox: a skills shortage alongside a hiring bottleneck for junior candidates.

In aerospace and defence manufacturing, UK employers are no longer hiring "trainees". They want people who can contribute to production stability immediately. This represents a move away from potential to tangible benefit from each hire.

Your CV must therefore position you as a manufacturing professional who solves production, quality and assembly problems inside complex engineering environments.

This article includes insight from Jake Appleton , Managing Director at Meritus, who works closely with leading employers in critical industries across the UK.

Stop describing tasks, start describing problems you solve.

Examples of weak CV language include:

"...worked on mechanical assembly..."
"...assisted with production..."
"...operated machinery..."

If you've got these in your CV, try replacing them with:

"...reduced assembly work..."
"...improved production flow..."
"...identified tolerance issues..."
"...prevented manufacturing defects..."

Hiring managers care about production output, quality and reliability.

What aerospace and defence employers value:

Manufacturing engineers operate in environments with safety-critical production, tight tolerances, regulatory compliance, long programme lifecycles and complex supply chains.

Strong candidates show evidence of production efficiency, quality and compliance awareness, manufacturing problem solving and collaboration with engineering and production teams.

Common Junior CV Mistakes

Listing college modules.

If your CV looks like this:

Engineering principles
CAD training

Try presenting the information differently. You could write one bullet point that says " Applied CAD knowledge to support fixture design for mechanical assembly improvements. "

Listing tools without context.

Instead of displaying your tools in a list, try putting them into context. This could look like "Operated manual and CNC machining equipment to produce components for prototype mechanical assemblies."

No impact or outcome.

Sentences like "Supported production assembly of mechanical systems while maintaining quality standards and delivery targets " are far more effective at communicating your value than "Responsible for mechanical fitting tasks".

The "production problem" rule:

Every bullet point on your CV should answer at least one question:

What production issue did you help solve?
What process improvement did you support?
What quality risk did you reduce?
What assembly challenge did you overcome?

The bottom line:

To stand out in UK aerospace and defence manufacturing, position yourself as a manufacturing professional who improved production, quality and assembly outcomes, not a junior engineer looking to learn.

Employers want to hire value creation, not potential.

How we can help:

Looking to land your next role in manufacturing engineering?

Get in touch to explore how we can support you in securing your future in the sector.

How to Hire Space Engineers Despite the UK's Space Skills Shortage

Fri, 20 Feb 2026 15:01:52 GMT

The UK space sector is growing at pace, but access to skilled talent is getting harder.

According to the UK Space Agency, the UK space sector generates over £17 billion in annual income and employs more than 45,000 people. Growth ambitions continue to remain high, particularly in satellite technology, launch capability and space-enabled services. However, employers consistently report skills shortages across systems engineering, satellite communications, propulsion and ground segment operations.

Why is there a skills shortage in the UK space industry?

Several factors contribute, namely:

Rapid commercialisation of the global space industry.
Increased private investment and start-up activity.
Cross-sector competition for systems engineers and software specialists.
Limited domestic talent pipeline in advanced space engineering disciplines.

Studies have recently outlined that workforce development is one of the most critical factors in sustaining the competitiveness of the UK across the space sector, with employers competing not only domestically but on a global scale against sector giants.

How to hire space engineers in the UK:

Traditional recruitment models are unlikely to deliver results in the current market. Successful strategies focus on early identification of niche capability requirements, proactive engagement with international talent where appropriate, clear communication of mission impact and technological innovation.

You must also offer competitive compensation aligned with global benchmarks and flexible working models to attract scarce digital and engineering expertise. Space engineers are drawn to ambitious programmes, and any organisation within the sector must communicate its long-term roadmap to secure the right talent.

Capability is increasingly concentrated in regional clusters, including Scotland, the South West and South Wales. Organisations embedded within these ecosystems benefit from:

Academic partnerships
Supply chain proximity
Collaborative R&D networks

The Commercial Reality

The UK Space sector is competing on a global scale against some of the most well-known businesses in the world. Without a robust recruitment strategy, innovation and growth risk stalling. The pressing question is how quickly you can adapt to the skills shortage and ensure your organisation remains competitive.

Organisations that think ahead are planning beyond immediate vacancies, partnering with specialist recruiters, building employer brands that clearly demonstrate innovation, and are developing internal training to reduce reliance on scarce external talent.

How Meritus can strengthen your recruitment strategy within the UK Space sector:

We are leading the support of organisations within the Space industry across satellite systems, launch capability, ground infrastructure and space-enabled technology, delivering targeted recruitment strategies aligned to technical, cultural, and commercial objectives.

Meritus’ system and process help businesses:

Identify scarce systems, propulsion and communications engineers
Engage talent across established UK space clusters
Support early-stage start-ups and scaling programmes
Advise on competitive remuneration aligned with global demand
Build forward-thinking talent pipelines to mitigate future skills risk

Space recruitment requires precision. It requires an understanding of both engineering depth and market movement. Meritus operates as a sector specialist, not a generalist agency. That means our conversations with candidates are informed and commercially aligned to your programme needs.

If you're seeking to scale and compete globally, speak to the specialist space recruiters at Meritus.

Meritus Talent Achieves Disability Confident Employer Status

Tue, 17 Feb 2026 16:42:51 GMT

Meritus Talent, as part of the Recolution Recruitment Group, has been awarded Level 2 Disability Confident Employer status through the Disability Confident initiative.

This accreditation sits firmly under the first pillar of our CSR strategy: People & Inclusion – Creating Opportunity for All .

Operating within aerospace, defence and advanced engineering, we understand the value of highly skilled individuals who think differently, solve complex problems, and drive innovation. Inclusive recruitment is not simply a moral imperative, it is a strategic one. By removing barriers and ensuring fair access to opportunity, we strengthen both businesses and careers.

The accreditation also marks the launch of our Open Doors Pledge , a clear commitment to championing inclusive hiring practices across our own operations and within the organisations we support.

We are not simply opening doors.
We are holding them open.

We will continue to evolve our processes, challenge outdated thinking, and support our clients in building accessible, future ready workforces.

What Hiring Managers Need to Know About Hiring Veterans in Defence Engineering

Tue, 17 Feb 2026 15:40:39 GMT

The UK defence sector is growing. With increased geopolitical instability and sustained government investment, demand for skilled engineers, systems specialists and programme leaders continues to rise.

At the same time, access to experienced, security-cleared talent remains constrained. For UK defence employers, ex-military professionals represent one of the most underutilised yet strategically aligned talent pools available.

The strategic case for a targeted veteran hiring strategy:

The UK government has committed to increasing defence spending to 2.5% of GDP by 2030, reinforcing long-term demand for engineering and technical capability, according to the Ministry of Defence . Simultaneously, MoD publish annual Armed Forces personnel statistics that show thousands of trained service leavers transition into civilian employment each year.

Veterans often bring:

Experience operating within highly regulated and compliance-driven environments
Exposure to complex defence systems and mission-critical equipment
Established security-clearance, including SC and DV
Leadership capability developed in high-pressure environments
Strong stakeholder communication and cross-functional collaboration

In short, they already understand the culture, pace and accountability required within defence engineering programmes.

Security clearance delays are a significant barrier in defence recruitment. Candidates without clearance can add months to onboarding timelines. Hiring veterans who already hold SC or DV clearance materially reduces programme delays, compliance risk, the cost of your vacancy and project disruption. For businesses working on classified or sensitive programmes, this alone can justify a targeted veteran hiring strategy.

How does military experience translate into engineering capability?

One challenge employers face is interpreting military job titles and qualifications. A service leader may not present as a traditional aerospace engineer or systems engineer on paper. However, their operational engineering exposure, asset management experience and systems understanding often align directly with civilian defence requirements.

Hiring managers who invest time in understanding military career pathways often uncover transferable technical capability that competitors overlook. By mapping military experience to specific engineering frameworks and certification standards, organisations can broaden their talent pool without lowering their standards.

Veteran employment initiatives:

Government-backed schemes such as the Career Transition Partnership support service leavers entering civilian employment.

Engaging with these programmes strengthens employer brand within defence networks and positions your organisation as a forward-thinking industry contributor.

Beyond compliance and PR value, companies that actively integrate ex-military talent often report:

Higher retention rates
Stronger team cohesion
Greater accountability across engineering teams

A forward-looking hiring strategy

Defence recruitment in the UK will remain competitive as spending rises and global tensions persist. Organisations that embed veteran hiring into their long-term workforce strategy will gain:

Faster access to cleared talent
Reduced hiring risk
Stronger programme delivery capability

For UK defence engineering employers, the question is no longer whether veterans are suitable, it's whether you can afford to overlook them.

How Meritus can support your veteran hiring strategy:

Hiring ex-military talent into defence engineering roles requires sector understanding, clearance awareness and the ability to accurately translate military experience into civilian capability.

At Meritus, we specialise in aerospace, defence and space recruitment across the UK. We understand the structure of the Armed Forces, the realities of SC and DV clearance and the engineering competencies required across modern defence programmes.

We support defence employers by:

Identify security-cleared veterans aligned to specific engineering disciplines
Translating military technical experience into commercially relevant capability
Reducing time-to-hire on sensitive or classified programmes
Advising on salary benchmarking within the defence engineering market
Building long-term talent pipelines rather than reacting to urgent vacancies

If you are seeking cleared engineering talent with leadership and operational discipline, we can help your organisation access a highly-capable (and often overlooked) talent pool.

Speak to the defence recruitment specialists at Meritus. Get in touch with us to find out more.

How to Hire Aerospace Engineers in the UK

Tue, 17 Feb 2026 14:59:03 GMT

Hiring aerospace engineers in the UK is increasingly complex.

Demand for systems engineers, propulsion specialists, manufacturing engineers and avionics experts continues to outpace supply. According to ADS Group , the UK aerospace sector supports more than 100,000 direct jobs and remains one of the country's most R&D-intensive industries, but this sustained investment in innovation has increased competition for highly-specialised engineers.

For those hiring for aerospace vacancies, reactive recruitment is no longer sufficient.

Why is aerospace engineering recruitment so competitive?

Several structural factors are driving scarcity:

Long product development cycles
Increased focus on sustainable aviation and alternative propulsion
Advanced manufacturing capability requirements
Export growth and international programme management

Industry insight from Make UK consistently cites engineering skills shortages as a primary growth constraint within wider UK manufacturing. In aerospace specifically, niche systems and safety-critical expertise cannot be replaced quickly.

How to hire aerospace engineers:

Securing scarce aerospace engineers requires a disciplined and commercially-aware approach.

Shorten your decision timelines. In-demand aerospace engineers will typically receive multiple offers. If your sign-off processes are lengthy, this could result in lost candidates.
Clarify project impact. Senior engineers are motivated by technical challenge and programme significance. Be explicit about aircraft platforms, propulsion systems or manufacturing innovations involved.
Balance contract and permanent hiring. Contract engineers provide flexibility during programme peaks. Permanent hires ensure long-term IP retention. An integrated workforce model often outperforms rigid headcount planning.
Review your salary and benefits for competitiveness. Market benchmarking is essential. Engineering salaries have risen in response to demand and inflationary pressure.
Strengthen your employer brand in aerospace networks. Visibility within aerospace-specific clusters across the South West, Midlands and South Wales improves inbound engagement.

How much does an unfilled aerospace engineering vacancy cost?

Delays in hiring aerospace engineers can have significant consequences for programme delivery. Missing expertise impacts certification timelines, slows production output, delays customer deliveries and can even effect revenue recognition. In highly regulated aerospace environments, the absence of a single systems engineer can hold up an entire compliance process. For this reason, hiring strategies must be aligned with programme milestones rather than traditional annual budgeting cycles to ensure continuity and efficiency.

Forward-thinking aerospace employers are investing in:

Talent mapping for future programme requirements
Early engagement with passive candidates
Apprenticeship and graduation pipelines
Specialist recruitment partnerships with sector expertise

Engineering scarcity will not ease in the near term. Sustainable aviation and global competition will continue to increase demand. Businesses that treat aerospace recruitment as a strategic function rather than an operational afterthought will continue to secure a competitive advantage.

How we can help you hire aerospace engineering talent:

Aerospace recruitment in the UK is about protecting programme timelines, safeguarding compliance and maintaining innovation capability.

Meritus works exclusively within the aerospace, defence and space sectors. This focus enables us to understand the technical depth required across propulsion, systems and engineering, advanced manufacturing and safety-critical environments.

We partner with aerospace employers to:

Map scarce engineering skillsets across the UK market
Engage passive candidates before they enter an active job search
Advise on contract vs. permanent workforce models
Benchmark salary and benefits against current market movement
Reduce time-to-hire through a structured, sector-informed process

We recognise that in aerospace, one delayed hire can impact certification, delivery and revenue. Our approach is built around long-term workforce planning, not transactional recruitment. For businesses operating in complex environments, that difference is significant.

If securing high-calibre aerospace engineers is critical to your project or organisation in 2026, speak to the aerospace recruitment specialists at Meritus.

What the UK Advanced Nuclear Framework Means for Nuclear Hiring

Thu, 12 Feb 2026 10:11:05 GMT

The publication of the UK Advanced Nuclear Framework bears great significance for the UK nuclear market. By introducing the UK Advanced Nuclear Pipeline (UKAN) , structured project readiness assessments and clearer access to revenue support and National Wealth Fund financing, the government has reduced investment uncertainty around SMRs, AMRs and MMRs.

According to the Nuclear Industry Association, the UK civil nuclear workforce stands at around 88,000, with an estimated 30,000 - 40,000 additional workers required before 2030 to meet new build and advanced reactor ambitions. Meanwhile, the ONS reported 6.4% year-on-year growth in UK energy sector employment, with low-carbon generation leading expansion.

As projects enter the UKAN pipeline and gain ministerial endorsement, hiring is likely to begin earlier, particularly across FEED, regulatory preparation and programme mobilisation.

This article includes insight from Jake Appleton , Managing Director at Meritus, who works closely with leading employers in critical industries across the UK.

Which skills will be high in demand?

The government reaffirmed its ambition in early 2026 to reach 24GW of nuclear capacity by 2050, up from ~6.5GW today. Delivering this will require simultaneous deployment of gigawatt-scale plants and modular reactors.

We expect rising demand for:

Safety case & GDA specialists
Reactor physicists & advanced fuel engineers
Systems integration & digital nuclear engineers
Modular manufacturing & supply chain specialists

Competition for experienced regulatory and licensing professionals is tightening already.

Regulatory and commercial hiring will expand.

Planning reform (EN-7) and grid prioritisation via NESO open the door for SMR sitting beyond traditional nuclear locations, particularly near industrial clusters. Combined with National Wealth Fund support and growing institutional investor interest (PwC Infrastructure Outlook), this will also drive demand for:

Commercial & contract managers
Nuclear finance professionals
Risk & governance leads
Senior programme directors

The framework reduces friction in advanced nuclear deployment. Historically, when policy certainty increases, hiring accelerated within 12-24 months.

For employers , proactive workforce planning will be critical.

For professionals with advanced reactor, regulatory or modular construction experience, the next 2-3 years could represent the strongest mobility window in over a decade. We are already seeing this in our intake and interest in NEC framework specialised project operations staff. After a year in which civil pharmaceutical businesses crumbled, major production conglomerates halted their refurbishment plans and the UK regularly lost high-profile bids to host digital manufacturing facilities, this spells a much-welcomed change for a market that's been hit hard.

How we can help:

Looking to strengthen your talent pipeline or land your next role in the nuclear workforce?

Get in touch to explore our workforce planning and recruitment solutions across advanced manufacturing and nuclear.

The UK Engineering Skills Gap Is Leaving Critical Industries Short of Talent

Thu, 15 Jan 2026 13:35:33 GMT

What needs to change to address missing engineering headcount?

Across the UK’s most critical industries (aerospace, defence, space, advanced manufacturing and nuclear), a worrying pattern is emerging. 50% or more of planned skilled engineering and technician roles are going unfilled.

We're seeing this expressed by new partners first-hand. Programmes are delayed, capacity is constrained and hiring managers are increasingly forced into short-term compromises rather than long-term capability building. The root causes are structural and are now being intensified by recent policy changes. This creates horrible ‘death spirals’ for sites that cannot keep a strong trajectory of productivity, meaning they are producing less, hiring less and letting go of more.

This article includes insight from Jake Appleton , Managing Director at Meritus, who works closely with leading employers in critical industries across the UK.

One of the most significant challenges is the collapse of the early-career engineering pipeline.

The number of young people starting apprenticeships has fallen by almost 40% over the past decade, leaving the UK with a growing shortage of practically trained engineers and technicians, which is the exact skillset required by regulated, safety-critical sectors.

The government's recent announcement to expand youth apprenticeships to 50,000 new places over three years is a welcome step. Funding commitments and renewed political focus on vocational routes are positive. However, the reality is that these measures will take years to translate into job-ready talent, and critical industries need skilled talent now. Not in five to ten years' time.

At the same time as the domestic pipeline has weakened, recent increases to Skilled Worker visa salary threshold have further restricted access to international talent.

Historically, overseas engineers and technicians have helped stabilise UK capability gaps, particularly in niche disciplines such as systems engineering, avionics, electronics, test and MRO. Today, many technically strong candidates are simply no longer viable under the new thresholds, especially at mid-level grades.

The result is a narrowing talent pool at exactly the moment when demand is rising.

Regional imbalance is making the problem worse.

Another issue we consistently observe is uneven talent distribution across the UK.

The North West continues to perform at expectation, with strong outflow from aerospace, defence and manufacturing ecosystems.
By contrast, the South West and South East, despite hosting major primes, MOD programmes and space initiatives show significantly lower talent density than required.

This mismatch leads to increased competition for the same small candidate pools, escalating salary pressure and a lack of incentive to change positions as well as reduced workforce mobility due to cost-of-living constraints.

Without coordinated regional workforce strategies, this imbalance will continue to limit growth in strategically vital areas.

Apprenticeships are part of the answer, but they're not the whole solution. Apprenticeships remain one of the most effective routes into high-skill engineering roles. The renewed focus on under-25s, engineering pathways and SME support is encouraging. However, for apprenticeships to genuinely address the skills crisis, they must be:

High-quality and industry-aligned
Protected from being "watered down" to hit numerical targets
Supported by employers with long-term workforce planning, not short-term delivery pressures

Equally important is recognising that not all talent fits into a single age bracket. Late starters, career changers, neurodiverse candidates and those requiring longer development timelines must not be excluded by arbitrary cut-offs.

What needs to happen next:

From our perspective at Meritus, addressing the UK engineering skills gap requires a multi-track approach:

Rebuilding early-career technical pathways without compromising standards
Reassessing visa frameworks for critical engineering disciplines
Investing in regional talent mobility and relocation support
Supporting employers to think beyond immediate headcount and build sustainable capability

Without this, the UK risks continued missing headcount, delayed programmes and reduced competitiveness in sectors that are vital to national security and economic growth.

Ask Jake Appleton explains, "For many of the fastest-growing and most critical engineering disciplines, we're seeing degrees lose their practical purpose. Too many graduates are entering the market without the hands-on skills the industry actually needs, while high-quality apprenticeship routes are producing job-ready engineers faster, at lower cost, and with far stronger long-term earning potential. If we're serious about UK productivity, apprenticeships must be seen as a first choice, not a fallback."

How we can help:

Looking to strengthen your talent pipeline?

Get in touch to explore our workforce planning and recruitment solutions across aerospace, defence, space, advanced manufacturing and nuclear.

The Growing Threat of the UK MRO Talent Shortage

Thu, 18 Dec 2025 12:27:12 GMT

The UK aerospace, defence and space industries are world-class. Our maintenance, repair and overhaul (MRO) organisations are renowned for their safety culture, precision engineering and operational excellence. But behind the headlines of global growth and technological innovation lies a stark reality; a critical shortage of MRO talent that could become existential for the UK unless we build a pipeline that competes globally and urgently.

The aviation sector is on the cusp of an unprecedented hiring wave, yet the supply of skilled engineers and technicians is failing to keep up. Globally, forecasts project that the industry will need millions of new aviation workers in the coming decades, with hundreds of thousands of technicians among them.

In the UK in particular, the struggle to recruit licensed aircraft engineers, especially around B1 and B2 personnel, is acute. A recent industry analysis highlights that while the number of trainees entering technical roles has nudged up slightly, the number achieving full EASA or UK CAA licenses has lagged behind, leaving frontline maintenance teams understaffed and overstretched.

Compounding this, retirement rates are accelerating, and many experienced engineers who left during pandemic layoffs have not returned to the workforce, creating an expertise gap that short-term hiring cannot fix.

For UK engineers, Brexit has created additional friction. Dual licensing (requiring both UK CAA and EASA certification to work across Europe) has increased training costs and reduced mobility. This means UK engineers are often at a competitive disadvantage compared with European counterparts, and UK MROs must work harder to attract and retain the talent they need.

The pipeline problem:

MRO roles have long pathway requirements. Training programmes for licensed engineers can take years to complete, and capacity for Part-147 training schools is limited. This slows the flow of new talent into the industry at a time when demand is rising sharply.

By contrast, other regions (particularly in Asia and the Middle East) are aggressively building their workforce pipelines, often with strong government support and ambitious training initiatives. If UK training pipelines don't accelerate, we risk ceding our competitive edge to markets that already outpace us in producing qualified personnel.

For MRO businesses, the talent shortage has tangible operational impacts:

Longer maintenance backlogs as specialist teams are spread thin.
Delays in turnaround times at hangars, affecting airline schedules and fleet readiness.
Increased costs as firms compete for limited licensed engineers, driving up wage bills.
Greater reliance on contractors, reducing workforce stability and institutional knowledge retention.

Across Europe and the UK, competition for engineers is intense. Airbus alone recently announced plans to hire hundreds of engineers at its UK facilities to meet maintenance and production targets.

Despite these challenges, the UK MRO industry still offers tremendous strengths:

Expand and modernise training pipelines: more Part-147 capacity, apprenticeship routes and pathways that align with industry needs.
Improve licensing accessibility: streamline dual-licensing where possible and support engineers through the certification journey.
Promote careers early: better outreach into schools and universities to showcase the opportunities in MRO and aerospace.
Enhance diversity and inclusion: broadening the talent pool will help address shortages and bring fresh perspectives to the industry.
Collaborate across sections: government, industry and recruiters must work together to future-proof the workforce.

The time to act is now.

The UK MRO industry stands at a crossroads. If we fail to build a pipeline that can compete with global demand, we risk not only operational delays but a weakening of a core pillar of the UK aerospace ecosystem.

From our Managing Director, Jake Appleton:

"What we're seeing across UK MRO is not a short-term skills gap, but a slow erosion of competitiveness. Decaying license attainment and completion rates, coupled with training pathways that simply aren't scaling fast enough, are constraining the flow of new engineers into the industry. At the same time, pay and contract structures in the UK are increasingly uncompetitive when compared with opportunities overseas. When engineers can secure higher earnings, clearer progression and, in many cases, a better overall standard of living in other geographies, it becomes a discerning factor in their decision to leave or not enter the UK market at all. Unless we address this holistically, the risk isn't just talent leakage, it's long-term capability loss."

Looking for MRO recruitment support?

Meritus delivers expert-led technical recruitment solutions tailored to the aerospace, defence and space industries. Whether you're scaling up project teams or seeking niche talent, our team is ready to provide professional staffing solutions that align with your hiring goals.

Get in touch to secure the talent you need today.

What Job Seekers Need to Know About the UK Maritime Industry

Wed, 29 Oct 2025 14:49:21 GMT

The UK maritime industry is entering a transformative phase, propelled by decarbonisation targets, technological innovation and a wave of public-private investment. Although the sector faced headwinds in recent years, including a sharp contraction in 2023, the outlook now points to modest recovery and meaningful long-term growth. As the industry shifts, the demands on the workforce are changing too. For jobseekers, whether actively looking or simply open to opportunity, this means both challenge and potential.

At Meritus we specialise in matching high-calibre talent with sectors where regulated, mission-critical skills matter . While our core focus lies in aerospace, defence and space, the patterns we see (digital-tech disruption, skills shortage, sustainability focus) are very familiar across adjacent industries, including maritime.

This article includes insight from Jake Appleton , Managing Director at Meritus Talent, who works closely with leading maritime employers across the UK. His perspective highlights where the market is heading and how jobseekers can stay competitive in this evolving sector. Here's what's happening in UK maritime, where the opportunities lie and how you should position yourself to benefit.

Major Projects & Growth Areas

Clean shipping and infrastructure investment.

A key driver for the industry is the push toward clean shipping. The government’s UK Shipping Office for Reducing Emissions (UK SHORE) programme is directing hundreds of millions of pounds into clean maritime technologies. One example: the Electric Orkney project is trialling electric passenger ferries. A future funding round (ZEVI2) is expected in 2026 to push commercialisation further.

Green corridors, ports & shipbuilding.

UK ports and shipping lines are working to establish zero-emission shipping routes (green corridors). At the same time, ports infrastructure is being modernised: deeper berths, faster cranes, new low-carbon infrastructure to support both traditional shipping and emerging energy sectors such as offshore wind. On the defence side, the long-term “always-on” shipbuilding strategy announced in the Strategic Defence Review 2025 will drive demand for next-gen warships (Type 26, Type 31 frigates) and up to 12 SSN-AUKUS submarines.

Cruise growth.

Finally, the cruise sector is receiving renewed attention through a UK cruise growth plan backed by government and private investment. The sector already contributes significantly to employment and economic activity and growth here means new roles across operations, logistics, engineering and customer experience.

For you as a jobseeker: These major programmes mean focus areas for talent. Whether your background is in engineering, logistics, maritime operations, digital systems or sustainability, the shift in maritime is creating new roles and richer career pathways.

What maritime employers are looking for:

Digitalisation, automation & hybrid roles.

The rise of AI, automation and digital platforms is reshaping recruitment processes. Employers now commonly use AI-powered applicant-tracking systems, chatbots and even virtual reality simulations to test practical skills. The maritime industry, while historically anchored to physical operations, is following this trend. As a candidate, expect roles that blend traditional maritime competencies with digital/tech fluency.

Employer branding, well-being & flexible work.

To attract talent, maritime companies are sharpening their employer branding. They are emphasising culture, safety, sustainability commitments and well-being. Especially for shore-based roles (in logistics, IT, operations), employers are increasingly offering flexible or hybrid arrangements. Well-being support for seafarers is also rising up the agenda.

Data-driven hiring & skills shortages.

Recruiters are employing data analytics to predict talent shortages, track hiring metrics and optimise their processes. Given the skills gaps emerging in the industry (see next section), organisations are more open than ever to ‘ready-to-move’ candidates, up-skilling programmes and demonstrating pathway clarity.

For you as a jobseeker: Be ready to talk not just about what you’ve done, but how you adapt to digital workflows, how you plug into a culture and your appetite for new challenges. Show your willingness to be part of transformation, that gives you an edge.

Where the opportunities are:

Digital and tech-savvy talent.

Ports and logistics companies need people skilled in software, data analysis, automation and cybersecurity. Onboard vessels there is rising demand for crew with experience in automated systems, digital navigation and remote monitoring.

Green fuel expertise.

As decarbonisation deepens, engineers and technicians with competency in alternative fuels (hydrogen, ammonia, electric) and green technologies are increasingly sought after.

Shipbuilding, seafaring & leadership roles.

Smaller boatbuilding firms struggle to recruit specialist skills. Simultaneously, ageing workforce demographics in seafaring (deck and engine officers and ratings) are creating persistent shortages, despite migration and overseas recruitment. Leadership and management roles likewise are under pressure as experienced professionals retire and succession becomes critical.

Takeaway for jobseekers:

If you already have digital/tech skills or green-engineering experience, highlight them as transferable to maritime.
If you’re from a traditional maritime background, emphasise your appetite to up-skill, your awareness of the shift to low-carbon/automated systems.
If you’re in mid-career, leadership development or mentorship roles in shipbuilding, operations or logistics may provide strong opportunities.

How to prepare for interviews:

Do your research.

Don’t stop at “what the company does”. Dive into their decarbonisation strategies, digital transformation projects, environmental commitments and how their workforce is evolving. This signals that you understand the direction of the industry and can align yourself with change.

Expect behavioural, situational & technical questions.

Organisations will use the STAR format (Situation, Task, Action, Result) to assess how you respond in real-world, technical and environmental contexts, e.g. handling a digital system failure onboard, or implementing a fuel-switch trial. Prepare examples that demonstrate both domain competence and adaptability.

Be prepared for modern assessments & video formats.

Video interviews, AI-screening tools and VR simulations are increasingly common. Whether shore-based or onboard roles, you may be asked to complete remote assessments that test your response in simulated scenarios. Familiarise yourself ahead of time with this environment.

Culture, values and questions matter.

Think about how you can reflect alignment with the company’s culture, especially regarding innovation, sustainability and diversity. Prepare thoughtful questions: What are their upcoming projects in green shipping? What digital initiatives will affect your role? What training/mentorship do they offer? This not only shows you are informed but that you’re looking at a career, not just a job.

Final Thoughts

The UK maritime industry is at a pivot-point. The convergence of decarbonisation, digital innovation and infrastructure investment means new roles, new skills and new opportunities. For jobseekers, the time to act is now.

At Meritus, we believe that the most successful candidates are those who can articulate their value in the context of change. Be ready to show how you bring skills, adaptability and ambition. If you’re clear on where you want to go, you’ll stand out.

If you would like to talk through how your background fits the evolving maritime landscape, or how your skills might transfer into this exciting sector, our team is here to support.

What To Expect From the Aerospace Job Market

Tue, 16 Sep 2025 09:26:43 GMT

The UK aerospace sector is thriving, creating exciting career opportunities across engineering, manufacturing, digital transformation, and sustainability. As demand continues to grow, candidates must understand the current market landscape and what employers are looking for to secure the best opportunities.

This article includes insight from Jake Appleton , Managing Director at Meritus Talent , who works closely with leading aerospace employers across the UK. His perspective highlights where the market is heading and how candidates can stay competitive in this evolving sector.

Market Outlook

Despite wider fluctuations in the UK labour market, aerospace remains a resilient and growing sector. In 2025, new aerospace job postings increased slightly, reflecting ongoing demand for skilled professionals.

Growth isn’t uniform, with certain regions standing out as centres of opportunity, such as:

Scotland: with a +9.2% increase in aerospace job postings.
South West: with a +4.7% increase in aerospace job postings.

These areas, home to advanced R&D and manufacturing facilities, are shaping the future of aerospace innovation.

Global forecasts suggest demand for 38,000 large passenger aircraft over the next 20 years. This long-term need positions the UK aerospace industry as a stable and future-focused sector, offering candidates a strong career pipeline.

Skills in demand:

Employers are looking for professionals who bring both technical expertise and adaptability. Key areas of demand include:

Engineering & Digital Skills : Systems integration, digital engineering, AI, predictive maintenance, and additive manufacturing.
Sustainability Knowledge : Experience with sustainable aviation fuels (SAF), hydrogen propulsion, and decarbonisation technologies.
Hands-On Experience : Practical skills are often prioritised over academic qualifications, especially in emerging technology areas.

Recruitment trends:

Average aerospace salaries are getting increasingly competitive and rising by 5.1%, outpacing the general industry median, as employers compete to attract and retain top talent.

Higher-level apprenticeships (Level 4+) are expanding rapidly. STEM-related apprenticeships now account for nearly 29% of all starts, providing clear pathways into advanced aerospace careers.

Employers are increasingly partnering with universities and training providers, creating opportunities for candidates to gain new skills while contributing to innovative projects.

How to stand out in aerospace recruitment:

Highlight in-demand skills. Showcase your experience in digital transformation, sustainability, and systems integration.
Show adaptability. Employers value professionals who embrace new technologies and can pivot quickly.
Communicate soft skills. Collaboration, communication, and problem-solving are essential in team-driven aerospace environments.
Consider apprenticeships. Whether starting out or upskilling, apprenticeships provide structured learning and hands-on experience in cutting-edge areas.

The Bottom Line

The job market for UK aerospace professionals is full of opportunity. By developing in-demand skills, demonstrating adaptability, and taking a proactive approach, candidates can position themselves for long-term success in a sector that is both innovative and critical to the UK economy.

As Jake Appleton explains, “ The aerospace sector offers huge opportunities for those ready to embrace change and invest in their skills. The candidates who succeed will be those who combine technical expertise with adaptability and a drive to contribute to the future of sustainable aviation. ”

How we can help:

Meritus is the fastest growing Aerospace, Defence and Space brand in the UK.

Our aerospace recruitment consultants have years of experience in matching the world’s qualified experts and leaders in defence, space, and aerospace to amplified career opportunities.

If you’re seeking a new career in aerospace, contact us at info@meritustalent.com to find out how we can assist you.

How to Create a Positive Candidate Experience in Aerospace, Defence and Space Recruitment

Thu, 11 Sep 2025 11:05:24 GMT

In secure, highly regulated industries, candidate experience often gets overlooked in favour of compliance, clearances, or process. That’s a mistake.

The hiring experience you provide is directly linked to the quality of candidate you attract and retain. With skilled professionals in these sectors in increasingly short supply, your interview process is not just a formality, it's part of your reputation.

Nearly 60% of professionals have experienced a poor recruitment process, with almost half turning down offers as a result. In industries where trust, clarity, and professionalism are expected from day one, that number is simply too high.

At Meritus, we specialise in placing technical, security-cleared professionals across the aerospace, defence, and space sectors. We know that in this market, the details matter. Poorly managed processes cost credibility. Delays cost hires.

In this blog, we will show you how to deliver a positive, professional candidate experience that reflects your business standards and helps you stand out in a competitive, high-spec talent market. We will cover four key stages in your recruitment process:

Rework job descriptions
Create a respectful interview experience
Make it easy to apply
Follow up promptly

1. Rework Job Descriptions

Your job description is more than an HR document. In defence and aerospace, it acts as a signal. It tells candidates whether your business is serious, structured, and clear in its expectations.

Go beyond task lists. Describe the project, the wider mission, and what this hire is expected to achieve. Include technical scope, required certifications, clearance level, and the purpose of the role within your organisation.

Be transparent about salary bands and benefits. Many candidates turn down offers due to misalignment around compensation. Avoid wasting time by setting expectations early.

Accuracy is critical. Misleading job descriptions, whether intentionally or not, risk reputational damage within small, close-knit candidate networks. Be precise, realistic, and internally aligned before going to market.

2. Create a Respectful Interview Experience

42% of candidates withdraw after a poor interview experience. In security-focused industries, the bar is higher. Professionalism, clarity, and structure are non-negotiable.

Interviews should run to time. Avoid long delays between stages or unnecessary interview rounds. Be clear about how much time will be required, especially if candidates are currently engaged on secure projects and need to take leave or travel.

Provide interview details in advance. Share names, roles, and locations. If assessments or presentations are required, give candidates a clear brief, timeline, and point of contact. If an interview is on site, ensure they are aware of access requirements and documentation needed for entry.

These steps reduce friction and show the candidate that your internal operations are reliable. That goes a long way in this sector.

3. Make It Easy to Apply

A clunky application process is a red flag to technical candidates. They will not waste time with systems that are not user-friendly, especially when they have multiple opportunities available elsewhere.

Keep your careers page visible, simple, and functional. Allow CV or LinkedIn uploads. Do not force candidates to register an account or input the same information repeatedly.

Your application process should be mobile-friendly. It should also allow for secure uploads of CVs, portfolios, or security documentation if required. Be mindful of file size limits. Many engineers and technical professionals will have large, detailed work samples or documentation to submit.

Once submitted, confirm receipt with a personalised email. This shows attention to detail and prevents any doubt about whether their application was received properly.

4. Follow Up Promptly

In fast-moving hiring environments, silence can cost you the hire. Insecure or unclear communication leads to drop-offs. That risk is amplified in sectors where professionals are often working on fixed contracts or are bound by complex notice periods.

Respond to applications within 48 hours where possible. Even if the process takes time, acknowledging interest shows professionalism. Always personalise responses, especially for rejections. These individuals may be suitable for future roles or may have colleagues in their network who are.

During interviews, acknowledge any follow-up emails or thank-you notes. It takes minimal effort to respond, but the impact on your brand perception is significant.

Candidates who feel respected during the process are far more likely to accept an offer and to speak positively about your organisation in future.

How We Can Help

At Meritus, we support organisations across aerospace, defence, and space to hire with precision and professionalism. We ensure your processes reflect your standards, your brand, and your ambitions.

From role scoping and brief reviews to candidate journey audits, we help our clients secure the technical talent they need without losing credibility along the way.

Speak to the Aerospace, Defence, and Space recruitment specialists at Meritus.

Call: +44(0) 2922 806 922

Email: info@meritustalent.com

How to Write a Job Brief that Attracts the Right Talent in Aerospace, Defence, and Space

Mon, 04 Aug 2025 16:04:48 GMT

In critical industries like aerospace, defence, and space, you cannot afford to lose the best candidate because the role was not clearly communicated.

In most cases, that loss happens long before the interview stage. It begins with a job brief that fails to reflect the true scope and importance of the position.

At Meritus, we work exclusively within secure and regulated sectors. We partner with organisations that are solving complex engineering challenges and delivering high-stakes national and international projects. From embedded systems engineers to mission-critical programme leads, we know how vital it is to get the hire right. And we know how often unclear briefs slow down or even derail the process.

If you are hiring for a replacement, expansion, or newly created role, the job brief is your foundation. Done well, it improves candidate quality, speeds up time to shortlist, and builds internal alignment.

In this blog, we will show you how to create a strong, outcome-driven job brief that positions your organisation as a serious employer and attracts the calibre of talent required in this space.

We will walk you through five areas to focus on:

Start with business impact
Prioritise outcomes over tasks
Align internally before you go to market
Clarify non-negotiables
Benchmark against market reality

Let’s take a closer look.

1. Start with business impact.

Rather than beginning with a list of duties, start by setting the strategic context.

Ask yourself:

What programme, client, or regulatory milestone does this role support?
What does success look like in the first 6 to 12 months?
Where does this role sit in your operational or programme structure?

This is especially important in defence and aerospace, where roles are often linked to long-term project cycles or mission timelines. When external recruiters understand the "why" behind the role, they can attract professionals who are aligned with that mission.

2. Prioritise outcomes over tasks.

In highly regulated or technical roles, it is tempting to list everything the candidate will do. But strong briefs focus on what the person will deliver.

For example:

"Maintain avionics systems" is functional, but vague.

"Lead a full avionics upgrade across five platforms to meet MOD compliance ahead of Q4 testing" is clearer and offers measurable impact.

Candidates at this level expect clarity. They want to know where they will make a difference and how their work supports the wider mission.

3. Align internally before you go to market.

In defence and aerospace, hiring cycles are already long due to vetting, security clearances, and multi-layered approvals. Misalignment across departments only adds delays.

Before the role goes live, hold a short internal session to confirm:

Technical requirements and key deliverables
Location expectations and site access
Clearance levels required
Budget, salary banding, and flexibility
Timeline for interviews and onboarding

Internal misalignment is one of the most common causes of extended hiring timelines. Getting everyone on the same page upfront reduces risk and accelerates progress.

4. Clarify non-negotiables.

Many organisations want the perfect candidate. That is understandable. But in industries where the talent pool is limited, especially for SC or DV-cleared professionals, clarity around what is essential versus what is ideal becomes critical.

Be honest about:

Which skills are must-haves for security or programme delivery
Whether industry experience (e.g. defence primes or civil aviation) is essential
What clearance level is required from day one
Which technologies, tools, or systems cannot be trained on the job

This clarity helps recruiters focus and avoids wasting time with candidates who will never pass through onboarding or project deployment.

5. Benchmark against market reality.

Even the most well-defined brief will underperform if it is misaligned with current market conditions.

Ask yourself:

Are you offering a competitive salary and benefits package for the skillset required?
Is the location or working model realistic based on available talent?
Are your timelines aligned with market standards for notice periods, clearances, or onboarding?

At Meritus, we work exclusively within this sector and can provide detailed market insights to help you stay competitive. Our clients often use our Salary Snapshots and Sector Reports to inform decision-making at both team and board level.

Need to write the perfect job brief?

The cost of a mis-hire in aerospace, defence, and space is significant. From missed programme deadlines to increased security risk, the stakes are too high for vague or bloated briefs.

A well-structured, clearly aligned job brief will help you attract the right people, streamline your recruitment process, and maintain the high standards your sector demands.

If you are unsure whether your brief is doing your opportunity justice, we can help. Talk to us here .

Tackling the UK Nuclear Skills Shortage

Mon, 28 Jul 2025 15:29:32 GMT

The UK nuclear industry stands at a turning point. With major projects like Hinkley Point C and Sizewell C underway and billions in government investment, the sector is poised for transformative growth and demand for skilled nuclear professionals is surging. The UK’s nuclear workforce has already grown by 35% since 2021, now employing around 87,000 people , yet a growing talent shortfall threatens to stall momentum.

According to the ECITB, the sector will require a 30% increase in skilled roles over the next five years. But more than 90% of employers are already struggling to recruit for critical roles including project controls, safety technicians, planners, and mechanical and electrical engineers. Without a coordinated response, the UK’s goal of reaching 24GW nuclear capacity by 2050 (and creating 40,000 new jobs ) could be out of reach.

Demand for Nuclear Talent in the UK Grows

As the nuclear industry scales to meet its net zero and energy security commitments, government estimates suggest the sector will need 123,000 additional workers by 2030 with major drivers including the AUKUS submarine programme, Hinkley Point C, and Sizewell C. Sizewell C is forecast to create 10,000 jobs and 1,500 apprenticeships alone.

Current pipelines are cannot meet this scale. To meet these targets, employers in the sector must act now to adapt to changing demand. Diversity remains a further challenge: only around 21% of the UK nuclear workforce are women, well below national averages .

Pathways from adjacent STEM industries into nuclear are underdeveloped and the industry is facing a shortage of mid-career engineers with nuclear-specific experience. With career transition routes limited, traditional hiring strategies are struggling to keep up, threatening the UK's long-term capability in clean energy and defence.

Strategic Workforce Planning with Meritus

We provide a strategic solution to the nuclear skills challenge. Our approach combines workforce planning, sector expertise, and cross-industry sourcing to build long-term capability.

We support both civil and defence nuclear programmes through:

Building early careers and retraining pathways.
Supporting apprenticeships and technical training.
Providing access to underrepresented and ex-forces talent.
Sourcing professionals from adjacent sectors such as defence, aerospace and clean energy.

By embedding these pipelines into client workforce strategies, we help organisations forecast and close skills gaps before they impact delivery.

Cross-sector talent, ready to deploy.

The UK cannot meet nuclear demand through traditional hiring channels alone. This is why leveraging talent from adjacent sectors where engineering, quality, safety, and technical skills can be transferred and 'nuclearised' is essential.

We work with ex-forces professionals, returning engineers, and career changers to open new pathways into the sector. Tailored technical training ensures operational readiness, while improving access for underrepresented groups strengthens both equity and resilience.

The nuclear industry’s future hinges on the people behind it as much as it does the infrastructure. We help employers move beyond reactive recruitment by embedding long-term workforce resilience into their core operations.

Looking to strengthen your nuclear talent pipeline? Get in touch to explore our workforce planning and recruitment solutions across both civil and defence nuclear programmes.

Labour Market Overview: UK Defence, Aerospace, Space & Nuclear Industries Show Signs of Hiring Stability Amid Economic Headwinds

Tue, 01 Jul 2025 11:27:03 GMT

Modest growth in job postings, despite dip in active vacancies

The UK labour market saw modest movement in May 2025, with 726,084 new job postings recorded – a 0.3% increase on April's figures. However, the total number of active vacancies dipped by 1.8%, to 1,440,792, as older listings expired. While this shift signals a maturing phase in the broader hiring cycle, the data reflects a sector-specific resilience that is particularly relevant for high-value, strategically critical industries like Defence, Aerospace, Space Research, and Nuclear.

According to the latest Labour Market Tracker from the Recruitment and Employment Confederation (REC) and Lightcast, there is cautious optimism underpinning hiring efforts across the UK – particularly in Scotland (9.2%) and the South West (4.7%), where job postings saw the most notable regional increases. These growth areas include key hubs for advanced manufacturing, defence technology development, nuclear engineering, and aerospace R&D – all sectors aligned with the UK’s long-term security and innovation agenda.

Market conditions set the stage for strategic investment.

With the UK past its interest rate peak , holding a stable geopolitical climate , and showing progress on international trade alignment, industries operating in defence and advanced technologies are well-positioned to take advantage of medium- to long-term growth opportunities. We are beginning to see promising movements in industrial strategy and the growth of new tier 1 and 2 contractors creating an outpouring of opportunity within the UK jobs market.

For defence, space and nuclear employers, the coming months will be pivotal. As infrastructure investments and industrial strategy announcements unfold , the emphasis must be on creating conditions that support sustainable hiring in sectors fundamental to both national security and technological sovereignty . The modest uptick in new postings, combined with targeted regional growth, offers a tentative signal of momentum , but the true test lies in how effectively policy aligns with the needs of strategic industries in the months ahead.

Looking for recruitment support in a challenging hiring market?

Get in touch to secure the talent you need today.

Stagnant Salaries are Putting Pressure on Aerospace and Defence Recruitment

Tue, 27 May 2025 09:28:09 GMT

Will spending power define the recruitment cycle?

As the Cost of Living Crisis continues to endure across the UK, stagnation in rates and salaries continue to impact professionals seeking new roles who are lacking incentivisation to leave their current workplace.

Although we are beginning to see a minor increase in Total Pay Earnings in the UK, culminating in a 1.9% annual gain , we continue to suffer the consequences of a 10%+ price increase in consumer goods and services, the fastest rate in four decades, as well as record highs in rental price growth (6.2%) paired with a further 46% of people concerned as to whether they can continue to afford their energy bills .

As recent as the end of 2023, average earnings within the country (when adjusted for inflation) meant that UK employees were £230 per week worse off than those employed during the global financial crash in 2008 .

With a continued lack of spending power from consumers and businesses within the UK market, and an increase to employment costs, employers have lost the ability to offer proportionate (and often expectant) increases to existing rates and salaries to both internal and prospective staff.

At Meritus, we specialise in technical recruitment solutions across the aerospace, defence and space industries. Our Managing Director Jake Appleton reviewed data in ten key verticals across the largest operators within Aerospace, Defence & Space including vacancies in Technology, Manufacturing, Operations and Project Services. His findings revealed a rates and salary increase of just 0.3% since May 2024, and a meager 0.7% mean increase since September 2023.

Not only is this below the UK average Total Pay Earnings, but it also directly conflicts with the increased vacancy count within the industry and the buoyancy of trade conducted by those with British operations.

Cost of living concerns are stopping skilled professionals from switching roles.

Just 17% of UK contractors cite job security as one of their top three pressures , the lowest since such surveys have been conducted, whereas over 40% now consider the Cost of Living Crisis as their priority concern. In a wider survey of over 2,300 contractors across various sectors, 87% of contractors rank pay as their ultimate, primary focus. This indicates to that contractors aren’t concerned by the availability of opportunities, nor by their longevity, but that rates simply aren’t attractive enough for them to engage or consider a move.

Meritus predicts business’ spending power on professional staffing solutions to be a defining factor, and that prospective salary or rate growth increases of 5% or less to be ineffectual in the decision-making process of many UK jobseekers.

Looking for recruitment support in a challenging hiring market?

Get in touch to secure the talent you need today.

How to Survive Job Loss

emily.squance@recolutiongroup.com (Emily Squance) — Mon, 12 May 2025 14:03:32 GMT

Job hunt burnout is real.

Losing a job can be daunting and brings with it a mix of emotions. But with the right approach, it can become and opportunity for growth and redirection. Job security can be unpredictable, so it’s crucial to have a plan in place that allows you to navigate such a turbulent transition.

Surviving job loss involves more than just sending application after application and finding a new position; it requires a methodical approach to help you rebuild confidence, update your skills, and strategically plan your next career move.

Whether you’re dealing with a redundancy or looking for a new exciting opportunity, these steps can help you during this potentially challenging period.

There are five ways in which you can not just survive but thrive after a job loss:

Update your skills
Update your LinkedIn
Volunteering or temporary work
Optimise your CV
Use rejection as redirection

Let's take a look at each of those five methods in more detail.

1. Update your skills.

Ensuring that you stay competitive in the job market often requires continuous learning and enhancing your skills.

Identify skill gaps: Determine which skills are missing within your industry and what’s in demand. Do your skills help bridge that gap? Do they need updating? Use the time, while looking for a new position, to update your current set of skills to make you more attractive to businesses.
Online courses: Make use of online platforms like Udemy , Coursera , Google Garage , or LinkedIn Learning to further your understanding of your industry and market.
Certifications: Use the time enroll into new courses to obtain certifications and qualifications applicable to your market or industry to validate your expertise. Certifications not only enhance your knowledge but also demonstrate to employers that you’re committed to professional development.

2. Update your LinkedIn.

There are a number of helpful features available on LinkedIn to assist in your job search after a job loss, such as the #OpenToWork banner which highlights your job search status to hiring managers.

Reflecting on the successes and achievements of your last employment is one thing, but posting those achievements publicly can help spread the good word of what you can contribute. Potential employers will love the ambition and confidence.

What if I don't want to post publicly?

There are still plenty of ways you can use LinkedIn to assist in your job search:

Update your headline to include your area of expertise or your goals.
Update your profile picture with a new professional head shot.
Update your summary with an engaging few sentences on your experience and aspirations - feel free to add a call-to-action at the end like "Feel free to message me!"
Update your experience and be sure to add a description of what you achieved during each experience.
Add relevant skills to your skills section.
Request for endorsements from past line managers and colleagues.
Ask previous leaders or coworkers for recommendations.

3. Temporary or volunteer work.

A large perceptively unjustified gap in your work history can be a concern to some employers, so why not fill that time with something rewarding and that will help to improve your skills and fill your CV?

Choosing to engage in volunteering between job roles doesn't need to take up more than one day a week, but can show a completely new side to your character and aspirations when your next potential employer is reviewing your CV.

Other benefits to volunteering include:

Forming new relationships and growing your network.
Improving mental health, particularly useful during what can be a tough period after a job loss.
Engaging with the local community.
Improving soft skills such as problem-solving and leadership.

4. Optimise your CV.

A well-crafted, detailed CV is essential for making a strong impression with potential employers. It serves as your personal marketing document, showcasing your skills, experiences, any achievements in a way that aligns with the role you’re applying for.

Here’s how you can make sure your CV stands out:

Tailor your CV: Customising your CV depending on the role you’re applying for is a sure-fire way to put yourself to the top of the pile. Highlighting the relevant experience and skills specific to the job description gives your CV a much more targeted approach.
Use action words: Action words are an effective way to list your achievements concisely to any potential employer. It means your CV is direct and can be easily edited to tailor toward the position you’re applying for.
Proofread: There’s nothing worse than coming across a really strong CV but it’s full of spelling mistakes. Take the time to proofread your CV and make any changes to spelling mistakes or grammatical errors.

5. Rejection as redirection.

Rejection from job applications can be disheartening, but it’s important to view it as a stepping stone rather than a step back.

Here’s how you can turn rejection into a positive force:

Reflect: Reach out for feedback if you’ve been unsuccessful and use it to improve your future applications. Analyse where you might’ve fallen short and work on it. You’re never going to appeal to everyone all of the time, but constructive criticism is a valuable tool for personal growth and professional development.
Explore : Sometimes, rejection can lead to you exploring new industries or roles that are better suited to your skills and interests, and a role that fits your lifestyle much better. Be open to different opportunities and consider how your skills and expertise could transfer to other fields.
Self-care: Job searching can be stressful, it can be emotional, and can sometimes be difficult. Rejection can take a toll on your mental health so remember to take care of yourself during this time. Take time out to take part in the activities or hobbies that help you relax, or spend time with friends, family, and loved ones.

Losing a job is a significant event in anyone’s life, but by updating your skills, optimising your CV, and taking a different look at rejection, you can turn this challenge into an opportunity for personal and professional growth. Remember, every end is a new beginning.

How can Meritus help?

Our team of recruitment consultants have helped thousands of people find a new job they love after a job loss. We don't just find jobs, we can also offer guidance on crafting a great CV and help you prepare for job interviews - put simply, we are your guide to finding your next job.

You can upload your CV to get started or contact the team .

Meritus becomes first UK recruitment agency to exhibit at MRO Europe

emily.squance@recolutiongroup.com (Emily Squance) — Fri, 25 Apr 2025 08:10:17 GMT

In October 2024, Barcelona played host to MRO Europe , one of the world's largest gatherings for professionals in aviation maintenance, repair and overhaul. Over 10,000 industry leaders were in attendance for three days of networking and international collaboration.

For Meritus, this year's event marked a significant milestone as we became the first ever UK recruitment agency to exhibit.

As the UK's first pure aerospace, defence and space recruitment agency, our presence at MRO Europe underscored the significance of our role in powering the talent supply chain for some of the most advanced institutions in the industry.

With more than 450 exhibitors from around the globe, MRO Europe offered an unmatched opportunity to showcase the value of specialist recruitment in one of the fastest-growing UK industries.

Meritus joined the Welsh Government delegation of aerospace businesses exhibiting at MRO Europe, stood amongst the very best of Wales' aerospace, defence and space sector. Conversations at the event revealed a common theme: the growing need for agile, future-focused talent strategies across the entirety of Europe's aerospace ecosystem.

We are proud to be among those enabling these large-scale transformations across production lines, engineering operations and business processes. What sets us apart, and what earned us our place at MRO Europe, is our deep technical understanding of these industries. As we caught up with clients and new connections alike, discussions turned toward the production ramp-ups and market shifts anticipated through 2025. We are continuing to work with organisations to prepare their talent strategies for what's ahead.

Reflecting on the event, Meritus' Managing Director Jake Appleton says, " Representing Welsh ingenuity and productivity on a global scale is exceptionally important to us here at Meritus. We were delighted to be part of the Welsh Trade Delegation in accordance with Aerospace Wales in presenting global Aviation businesses solutions on our very doorstep."

"MRO Europe is a fantastic event, full of passionate people leading safety, innovation and growth within a sector that connects us. We loved interfacing with our global client base and discussing the exciting future of the industry, and we look forward to our new partnerships blossoming."

MRO Europe gave us a valuable opportunity to discuss upcoming production plans and evolving talent needs for 2025. As demand rises across Europe and beyond, Meritus is well-positioned to partner with aerospace businesses navigating the next phase of growth.

If you're ready to scale your aerospace, defence or space operations, or would like to hear more about our insights from MRO Europe 2024, let's talk.

Why Work In The Defence Industry?

jemima@lumenseo.co.uk (Jemima Thomas) — Mon, 21 Apr 2025 07:39:37 GMT

The defence industry is rapidly evolving, playing an increasingly important role in National Security.

In 2024, defence spending supported over 430,000 jobs across the UK , and the industry provides a wide range of exciting prospects for budding defence professionals.

The UK Government is a major employer in the defence sector, offering opportunities within the Ministry of Defence , the British Army , the Royal Air Force , and more.

As the defence industry covers land, sea, and air capabilities as well as cyber security and electronics, working in defence demands multifaceted skill sets.

Whether you’re already part of the defence industry or are looking to start your career, there are many reasons why you should seriously consider working in the defence industry.

They include:

Job stability
It can offer lucrative career choices
It provides diverse job opportunities
It provides opportunities to live and work abroad
Contributing to National Security

1. Job stability.

One of the biggest reasons to work in the defence industry is job stability.

As National Security remains a key concern of the UK Government, defence budgets tend to remain relatively stable, which can be a huge benefit for professionals in search of a stable career.

What is the current UK Defence Budget?

The UK Prime Minister has detailed his commitment to increase spending on defence to 2.5% of GDP from April 2027 .

Plans set out in the 2024 Autumn budget have shown that defence spending is set to increase to £59.8 billion in 2025/26 .

As such, for individuals seeking job stability, the defence industry can offer long term security, even during uncertain economic times.

2. It can offer lucrative career choices.

Specialised roles in cyber security, engineering, and defence analysis offer competitive salaries.

The average salary for defence professionals in the UK is £56,872 , although salaries vary depending on the role and the location.

That said, jobs in defence also offer a range of benefits, from opportunities to work abroad to excellent pension schemes, as well as additional bonuses.

Due to the high demand for many areas within the defence industry, there’s also more room for professionals to negotiate higher salaries, especially when working with the right defence recruiters .

3. It provides diverse job opportunities.

Next, the defence industry provides diverse job opportunities that can be widely split into civilian and military positions.

From cyber security to research and development to military roles within the Royal Navy and the Royal Air Force, to name a few, job roles in the defence industry are fast-paced and varied. Every day is different.

Moreover, as these positions are often for a set period, you can change jobs at the end of your contract, giving you ample opportunity to develop your CV and broaden your skills.

Are you looking to start your career in defence? Meritus can help.

Our recruitment consultants have a depth of experience and understanding of the defence industry to help you find the best job opportunities . Get in touch today.

4. It provides opportunities to live & work abroad.

A key reason to work in the defence industry is that it provides opportunities to live and work abroad.

If you’re looking for a career that allows you to travel, contracting abroad provides you with the rare opportunity to see the world whilst developing and expanding your professional skills.

That said, candidates have the opportunity to explore new countries and cultures, all whilst carrying out an exciting and fulfilling career in the defence industry .

5. Contributing to national security.

Lastly, a reason to work in the defence industry is that you’ll be contributing to National Security.

A huge draw to careers in the defence industry is the opportunity to contribute to keeping the nation and the people in it safe.

Not only does a career in defence provide professionals with a deeper purpose, but it also gives them a sense of pride to work for an industry that plays an important role in ensuring the security of the UK.

How we can help:

Are you looking for your next role in defence? Our recruitment consultants at Meritus can help.

We are the fastest growing Aerospace, Defence and Space brand in the UK, and our expert team of UK-based defence recruitment consultants are on hand to place you in your dream defence role.

If you’re interested in starting a career in the defence industry or are looking to make a switch, get in touch at info@meritustalent.com to speak to our expert recruiters.

The Biggest Challenges In The Aerospace Industry

rosh@lumenseo.co.uk (Rosh Llyas) — Mon, 10 Mar 2025 01:00:47 GMT

As the UK aerospace industry continues to advance, it faces several issues that will shape its future.

So, what are the biggest challenges in the aerospace industry, and how can aerospace teams adapt to stay ahead?

In short, navigating geopolitical tensions, addressing a growing demand for skilled talent, and supply chain vulnerabilities are current issues facing the aerospace industry .

The need for forward-thinking, adaptable talent has become even more crucial. As manufacturers navigate these challenges, a highly skilled workforce will be key to maintaining competitiveness and innovation in the global aerospace market.

We’ll explore the biggest challenges facing the aerospace industry below, including how aerospace teams can respond to preserve the future of UK aerospace.

1. Technological disruption.

The UK aerospace industry is heading towards a rapid wave of technological innovation, bringing exciting opportunities and significant challenges. As companies race to stay ahead, they’ll need to tackle several hurdles, particularly with shifting geopolitical tensions.

A key area of growth is 3D printing (additive manufacturing), where UK firms are heavily investing . However, potential US trade restrictions could limit access to crucial American intellectual property or machinery, slowing down the adoption of this advanced technology.

Artificial intelligence is another area transforming the industry, offering potential breakthroughs in everything from operations to design. But, with tighter export controls under Trump’s administration, UK companies might face challenges collaborating with US-based tech firms. This could delay the integration of AI into critical processes, limiting the competitive edge that AI offers.

Alongside these advancements, research shows that cyber attacks rose by 131% between 2022 and 2023 across the aviation industry . As operations become more digitised, strong cyber security measures will be essential to protect innovations and maintain trust with partners and clients.

To stay competitive, UK aerospace firms will need to double down on innovation, investing in their own technology and seeking out partnerships beyond usual markets. Aerospace recruitment will play a crucial role here, ensuring UK firms have the skilled workforce needed to meet these demands.

2. Bridging the skills gap.

One of the most pressing challenges in the aerospace industry is the widening skills gap in the UK. Brexit’s impact has already made it more challenging to attract skilled talent from the UK, and the situation could become even more complicated following Donald Trump’s re-election.

Trump’s potential tightening of US immigration policies may restrict the flow of aerospace professionals from the US or allied nations, further limiting the talent pool for UK manufacturers.

Meanwhile, the rapid development of advanced technologies like AI and next-gen manufacturing is driving the demand for specialised skills that the UK workforce is not fully equipped to meet .

For instance, an increasing need for machine learning expertise to optimise aircraft performance . The UK’s AI skills gap poses a threat to the sector’s ability to innovate and remain competitive.

To address these challenges, UK aerospace companies will need to invest in developing robust talent with skills in demand for 2025 .

This includes expanding domestic training initiatives, partnering with universities to align academic programs with industry needs, and creating apprenticeship schemes tailored to the requirements of next-generation technology.

3. Decarbonisation pressures.

Reducing the environmental impact of the UK aerospace industry is essential to its future. With the UK’s ambitious goals set out in the AGP’s Destination Net Zero Strategy , the sector is under increasing pressure to meet net-zero targets in aviation.

Net technologies are a significant part of the solution, from the development of lighter materials to innovations like hydrogen-powered aircraft . The sector is also focused on improving existing technologies, such as reducing contrails, which contribute to global warming.

The Aerospace Technology Institute (ATI) is leading here, supporting hydrogen technology development, with test infrastructure, research and skills at the core of their strategy. This is part of a broader effort to decarbonise the sector, alongside initiatives like Sustainable Aviation Fuel (SAF).

SAF, derived from sustainable feedstocks, is seen as one of the most effective ways to reduce carbon emissions. The UK’s commitment to introducing a SAF Mandate , requiring aircraft operators to use 10% SAF by 2030 , is a major step in meeting decarbonisation goals.

As demand for these green technologies increases along the UK’s drive towards decarbonisation , there will be a growing need for skilled professionals in fields like sustainable fuel development, hydrogen technology, and carbon-neutral aircraft design.

Recruiting and developing talent in these areas will be key to achieving the aerospace sector’s sustainability goals, while remaining competitive as the market advances.

4. Supply chain vulnerabilities.

Another example of challenges facing the aerospace industry is the reshaping of the aerospace supply chain. The aerospace industry is currently facing issues in managing its supply chains as the demand for new aircraft continues to rise.

The global air traffic demand is forecasted to grow by 4.6% annually up to 2034, requiring 33,000 new aircraft . This growth is placing pressure on Original Equipment Manufacturers (OEMs) to ensure their supply chains can keep pace without compromising quality or cost efficiency.

Geopolitical tensions surrounding the US-China trade conflict and potential strains in US-UK relations under Trump’s re-election, add another layer of complexity.

Trump’s ‘America First’ agenda could prioritise domestic US suppliers over international collaborations, creating additional pressure on UK manufacturers. New tariffs , export restrictions, or sanctions may disrupt the flow of essential aerospace components and raw materials.

Aerospace supply chains were already on shaky ground before recent disruptions. Between 2020 and 2023, aerospace suppliers saw a 9% decline in financial health , while automotive and electronics sectors saw improvements or stability. This highlights the industry’s vulnerability to shocks and the need for stronger, diversified supply chains.

In response, UK aerospace manufacturers may need to strengthen domestic supply chains, explore new trade partnerships, and renegotiate existing agreements to prepare for US policy shifts.

Equally important will be recruiting professionals with supply chain management expertise, who can guide the sector through these challenges.

How we can help:

We hope that our post on the biggest challenges in the aerospace industry helps shed light on the issues the sector is facing today.

At Meritus , we connect aerospace teams with talented professionals to help them remain competitive as the industry changes.

Submit a vacancy with us and let’s get started strengthening your team.

Exploring Careers In Defence

rosh@lumenseo.co.uk (Rosh Llyas) — Wed, 12 Feb 2025 16:29:57 GMT

With the UK’s defence spending at an all-time high, set to reach £56.9 billion in 2024/25 , the defence sector is booming.

Among increasing global threats , there is a great demand for skilled professionals within the industry. Numerous investment initiatives are driving growth within this sector as the UK focuses on strengthening its defence capabilities.

Private sector partnerships, government funding, and a growing emphasis on advanced technology make now an exciting time to explore a career in defence.

Whether you’re just starting your career or looking to make a change, the defence sector offers the chance to assist national security.

We’ll look at some of the defence career paths available below, including why the defence industry could be a good choice for you.

Understanding the Defence Sector

The defence sector is a vast industry that plays a critical role in national security, offering careers in both the armed forces and civilian roles.

The UK Government is the primary employer in this field, with opportunities available in The British Army , Royal Navy , and Royal Airforce , as well as civilian positions within the Ministry of Defence (MoD).

Each branch relies on highly skilled professionals to ensure smooth operations, from logistics and engineering to intelligence and communications.

In addition to government roles, the private sector plays a crucial part in supporting defence operations. Companies such as Rolls-Royce Defence , Leonardo UK , and BAE Systems , are key contributors, supplying advanced technology, engineering support, and equipment to the military.

With the defence sector supporting 434,000 well-paid jobs , it provides a wide range of career opportunities, from hands-on technical roles to strategic positions. This gives people the chance to contribute to national security while benefiting from long-term career stability and growth.

Are careers in defence worthwhile?

With a renewed focus on strengthening UK defence , now is an exciting time to enter the industry. The UK’s new defence strategy aims to transform the sector into an engine for economic growth.

This includes strengthening domestic supply chains in critical industries, like semiconductors and steel. Recent government investment has already led to the acquisition of a defence semiconductor factory in County Durham , reinforcing the UK’s position in this vital area.

Leading defence companies are also making significant moves to support this expansion.

BAE Systems plans to recruit thousands of new employees while investing heavily in skills development, and Babcock is set to create 1,500 early-career roles , helping to nurture the next generation of UK talent.

In addition, Helsing , Europe's largest defence AI company, is committing £350 million to the UK with plans to produce AI-enabled drones , unlocking cutting-edge career opportunities in high-tech fields.

Rolls-Royce has also opened a new office in Glasgow, generating 120 jobs that will play a key role in supporting critical UK submarine projects.

With these significant investments driving growth, the defence industry is undergoing rapid expansion.

Whether you’re pursuing a senior technical role, graduate scheme, or apprenticeship, this is a sector rich with opportunities, making it an excellent choice for those seeking a fulfilling career.

Examples of Careers in Defence

The defence sector offers a wide array of career options, catering to both military and civilian professionals.

Military Careers

For those with a strong sense of duty and a desire to protect their country, a military career can be challenging and rewarding. The UK Armed Forces , including the British Army, Royal Air Force, and Royal Navy, provide a variety of roles across different specialisations.

With a combined full-time personnel of 148,230 across all branches , the UK military is a dynamic, high-stakes environment where expertise and dedication are crucial.

Whether your interests lie in combat, intelligence, logistics, or engineering, there are many opportunities for you to develop skills and make a meaningful impact.

Combat Roles

Serving in a combat role places you on the front line of national defence. Positions in the infantry or special forces involve direct engagement with potential threats. This requires physical endurance, mental resilience, and unwavering commitment to defending the nation.

Combat roles demand rigorous training to prepare personnel for the challenges of modern warfare, ensuring that they are ready to respond effectively in high-pressure situations.

Intelligence Roles

Defence Intelligence specialists play a critical role in gathering, analysing and interpreting information to support strategic military decisions. By assessing data from multiple sources, intelligence officers provide vital insights that influence tactical and operational planning.

This career path requires strong analytical abilities, attention to detail, and the ability to process large amounts of information to enhance national security.

Logistics Roles

Effective logistics management is essential for ensuring the smooth operation of military missions. Logistics professionals oversee the movement of personnel, equipment and supplies, so resources are available when and where they are needed.

Logistics roles in the British Army , Royal Air Force , and Royal Navy , are essential to maintain operations. These positions require strong organisational skills, adaptability and the ability to manage complex supply chains in dynamic environments.

Engineering Roles

Engineers within the military are responsible for maintaining, repairing, and upgrading crucial equipment, such as vehicles, aircraft , and weaponry. Their technical expertise ensures that military assets remain operational and mission-ready.

If you possess strong technical skills and enjoy problem-solving, an engineering role in the armed forces can offer a fulfilling career path with opportunities for continuous learning.

Civilian Defence Careers

For those interested in defence but not in active military service, numerous civilian roles contribute significantly to national security.

The UK Ministry of Defence (MoD) alone employs 62,631 civilian personnel , while private defence contractors offer a range of positions that support military operations from behind the scenes.

Cyber Security

With 93% of organisations in the CNI sector observing an increase in cyber attacks , cyber security professionals are essential for protecting critical defence infrastructure.

Cyber threats are becoming increasingly sophisticated, and cyber experts are needed to safeguard sensitive data, respond to cyber incidents, and conduct security assessments.

If you have a passion for IT security and a keen understanding of digital threats, a career in defence cyber security can be stimulating and rewarding.

Research and Development

Innovation is key to staying ahead in defence technology , and R&D (research and development) professionals drive advancements in areas such as weapons systems, communication technologies, and protective equipment.

If you have a background in engineering, science, or technology, and enjoy pushing the boundaries of innovation, this field offers exciting opportunities to contribute to national security.

Policy and Strategy

Defence policy and strategy professionals play a critical role in shaping national defence initiatives. These individuals analyse geopolitical developments and potential security risks , helping to inform decision-making at the highest levels of government and military.

If you have a strong analytical mindset and a keen interest in global affairs, this field offers an intellectually enriching career.

Procurement and Supply Chain Management

Procurement and supply chain management professionals ensure the armed forces receive essential equipment and supplies. From managing logistics to negotiating supplier contracts, these experts play a vital role in maintaining military readiness.

This career pathway suits individuals with strong negotiation skills, attention to detail, and the ability to work under pressure.

How we can help:

If you’re considering pursuing a career in defence, partnering with a specialist recruitment agency can provide invaluable support.

With deep industry insights , access to job opportunities, and expertise guiding candidates through the application process, a dedicated defence recruiter can help you secure your dream role.

At Meritus , we specialise in defence industry recruitment, connecting skilled professionals with top employers in the defence sector.

Ready to take the next step? Explore our latest defence job opportunities , or get in touch with our team today to find out how we can help you.

Why Work In The Aerospace Industry?

jemima@lumenseo.co.uk (Jemima Thomas) — Wed, 05 Feb 2025 09:49:21 GMT

The aerospace industry is a dynamic and ever changing space, with an abundance of exciting career opportunities.

2023 alone saw a ‘ record industry revenue of $829 billion ’, emphasising the overall strength of the aerospace and defence sector.

If you’re considering a career in the aerospace sector, you might be looking to understand what a career in aerospace might offer you and why it’s an appealing industry to work in.

In this guide, we’ll cover some of the key reasons why you should consider a career in the aerospace industry.

Reasons to work in the aerospace industry include, but are not limited to:

It’s an ever-evolving industry
Career development opportunities
The demand for skills continues to grow
Increased job security
Getting to work with new technology

1. It’s an ever-evolving industry.

One of the biggest reasons to work in aerospace is that it’s an ever-evolving industry.

The sector is always changing, with innovation driving technological advancements and countless exciting developments.

From the increased pressure to improve aviation sustainability and achieve net zero by 2050 to the development of space exploration initiatives, the industry is incredibly fast-paced.

Organisations must remain agile and embrace innovation to be able to keep up.

What’s more, the industry is packed with fresh career opportunities to satisfy ambitious aerospace engineers, which leads us to our next point.

2. Career development opportunities.

Another key reason to work in the aerospace industry is that there are endless career development opportunities.

From engineering and design to manufacturing and project management, there are several exciting opportunities for growth and development for aerospace professionals, depending on your interests and skills.

What’s more, the skills you hone and develop will be transferable, making it easier for you to climb up the ladder throughout your aerospace career.

That said, if you’re an ambitious person looking for a career with many opportunities to innovate, the aerospace sector could be for you.

Are you interested in working in the aerospace industry? Meritus can help.

Our aerospace recruitment consultants have an unparalleled understanding of the Aviation industry and have a depth of expertise to help you find the perfect role.

Get in touch with our consultants today.

3. The demand for skills continues to grow.

The aerospace industry is facing the challenge of talent and skills shortages due to rapid advancements in technology.

One survey taken by European aerospace organisations has shown that ‘ 39% of the respondents face a skills gap issue, both for classical skills such as management, technology, IT and engineering and for emerging skills like AI, data science and machine learning ’.

Moreover, the ageing workforce is a persistent challenge the sector is facing. Any retirement in the aerospace and defence industry will only exacerbate this demand for skills, representing a wealth of opportunity for budding aerospace professionals.

Are aerospace engineers in demand?

In short, yes. In 2025, there is a significant demand for aerospace engineers, and this is likely to remain strong as the demand for innovative aerospace technology continues to grow.

While demands can change, aerospace professionals are currently in high demand, providing ample career choices for young professionals looking to get into the aerospace industry.

4. Increased job security.

A key reason to work in the aerospace industry is the job security it offers.

As technology continues to advance, the aerospace industry continues to grow, meaning that there are not only an increasing number of job opportunities, but they’re also secure.

For instance, between 2023-2033, the aerospace industry is expecting a 6% increase in employment for aerospace engineers alone.

As such, securing a job role in aerospace now could mean that you’ll benefit from job security for many years ahead.

5. Getting to work with new technology.

Lastly, if you’re someone who’s intrigued and excited by technological advancements, a job in the aerospace industry could be the ideal choice for you.

From artificial intelligence (AI) to autonomous systems, cutting edge technologies are transforming the industry and are placing budding aerospace professionals right at the heart of the action.

The sector is constantly pushing the boundaries of what can be achieved, with aerospace professionals striving to improve efficiency, safety, and sustainability in aviation.

Pioneering developments in aircraft and aerospace technology are sure to keep you engaged not only in your job role but also in the industry as a whole as it continues to introduce new technologies.

How we can help:

Meritus is the fastest growing Aerospace, Defence and Space brand in the UK.

Our aerospace recruitment consultants have years of experience in matching the world’s qualified experts and leaders in defence, space, and aerospace to amplified career opportunities.

If you’re seeking a new career in aerospace, contact us at info@meritustalent.com to find out how we can assist you.

Prominent South Wales Recruitment Group Appoints CCO to Drive International Expansion

emily.squance@recolutiongroup.com (Emily Squance) — Tue, 04 Feb 2025 11:04:58 GMT

Prominent South Wales Recruitment Group Appoints CCO to Drive International Expansion

Conexus DX , the South Wales based digital transformation recruitment specialist has agreed a share exchange with its parent company the Recolution Group. As part of the deal, Conexus becomes a wholly owned subsidiary of the group while founder Connor Wall joins the group board as a partner and Chief Commercial Officer. The Recolution Group was founded by Dale Williams and includes Yolk Recruitment , Meritus Talent and City Executive Search among its brands. Supplying staff to a diverse customer base on a global basis, the group is known for staffing projects on 5 continents and has a roster of public and private sector clientele.

Speaking of the deal, Dale Williams said,

"In early 2019, Connor came to me with a vision of establishing a Digital Transformation recruitment brand that could compete on the world stage—from Cardiff. His ambition was infectious, and I instantly knew that our combined skillsets could create something special. Fast forward 5 years and we have built a brand in Conexus that generates a turnover of more than 5 million a year, with clients that include household names such as Pwc, Deloitte and SAP. This deal was a natural and organic move which takes us from a Joint Venture model to a partner-owned group entity, and ensures that the benefits of a group vision can be felt by our core brands. I am delighted to be able to welcome Connor to the group in his new role as CCO as he focusses on fuelling our contract growth and international footprint. Connor will remain the Global MD of Conexus and the business will continue to operate in the same way as has made it successful to now."

In completing the deal, Connor Wall added,

"When Dale and I started Conexus, I couldn’t have foreseen the challenges and opportunities that would present themselves while pursuing our lofty ambitions. This included the lows of a global lockdown in our first year of business, to the highs of being recognised globally as an entrepreneur of the year in 2024. Despite our relative infancy as a brand, we have achieved recognition on a vast scale and have been involved in some of the most exciting global scaling plans that our clients have ever faced. We specialise in placing permanent and contract digital transformation talent into markets including SAP, Salesforce, Data, Software & Cyber and our niche focus along with our robust service levels have positioned us for exponential growth as we continue on our mission of Connecting our Universe. The plan now is to apply Conexus' strengths to the wider group, and I am privileged to be trusted to lead the international growth plans for our Group while continuing to position Conexus as the No’1 agency for DX talent globally."

The Recolution Group and its shareholders were advised on the deal by dealmaking business GS Verde Group . Matt Sutton, Director said,

“GS Verde were pleased to advise the Recolution Group on this deal. We have enjoyed working with the business for several years and look forward to seeing the next phase of their growth following this transaction."

The Recolution Group's head office is based in Cardiff along with its 65 staff. They have offices in Barcelona and the Netherlands and have plans to open offices in Dubai and the US.

Pictured left to right: Kevin Evans (Recolution Group CFO), Dale Williams (Recolution Group CEO), Matt Sutton (Head of Corporate (GS Verde Group), Connor Wall (Recolution Group CCO)

How To Get A Job In Defence: The Ultimate Guide

rosh@lumenseo.co.uk (Rosh Llyas) — Sun, 26 Jan 2025 23:51:59 GMT

In the UK, the defence industry is a significant employer, with over 148,000 people working across various sectors. The UK ranks second globally in defence exports, reaching an impressive £14.5 billion in 2023, following only the USA.

Central to the UK's defence industry are the British Army, Royal Navy, and Royal Air Force. These branches offer a wide array of roles, including combat, engineering, logistics, and intelligence.

Beyond military positions, there are also opportunities in public and private sector organisations, as well as within academia and research.

Whether you aspire to serve in the armed forces or support operations from a civilian role, the defence industry is a rewarding field with options that suit diverse skills and interests.

Here’s a guide on how to get a job in defence, to help you navigate your way to a successful future career.

What are defence jobs?

The defence industry comprises a vast array of activities, from land, sea, and air operations, to advanced electronics and cyber security. Defence plays a crucial role in national security by continually innovating and adapting to emerging threats.

This can broadly be divided into two main categories: military roles and civilian roles.

Military Roles: Positions within the British Army , Royal Navy , Royal Marines , and the Royal Air Force .
Civilian Roles : Roles in defence-related government organisations like the Ministry of Defence (MoD), as well as jobs with larger defence organisations like Thales, MBDA , and Leonardo .

Both areas offer positions that contribute directly to national security and international peacekeeping efforts.

Research Roles and Entry Requirements

Each position within the defence sector will have specific entry and eligibility requirements.

Due to security requirements, many defence roles require British citizenship and successful completion of background checks.

Some roles may need academic qualifications, such as degrees in cyber security, engineering, or logistics. Military roles often require specific physical fitness standards, age requirements, and security clearances.

Here are a few examples:

Military roles:

RAF Pilot : To become a pilot in the Royal Air Force (RAF), candidates must:

Be between the ages of 17.5 and 23 at the time of application.
Achieve at least two AS levels or three Scottish Highers at Grade C or above (excluding subjects such as General Studies, Citizenship Studies, and Critical Thinking).
Satisfy specific health and fitness requirements.

Infantry Soldier : Unless you plan on becoming an Officer, soldiers joining the army do not need any qualifications. However, all recruits must meet demanding physical fitness standards and pass fitness assessments to demonstrate their readiness for the role.

Make sure you gain a clear understanding of the roles you wish to apply for and their specific entry requirements, so you can tailor your qualifications, skills, and experience on your application, increasing your chances of success.

Placements & work experience:

A degree may be essential for many defence roles, but it is rarely sufficient on its own to secure a position in this competitive sector. Building practical experience strengthens your application, helps you develop skills, and gives you valuable sector knowledge.

Due to the sensitive nature of this industry, finding traditional work experience opportunities can be challenging. You’ll need to think creatively about how to gain relevant insights and skills.

Apprenticeships:

If you prefer not to pursue a degree, apprenticeships are an excellent way to gain hands-on experience while earning.

Apprenticeships allow you to learn on the job and gain industry-specific skills, making you a strong candidate when applying for full-time roles in the future.

Examples include:

The Ministry of Defence : As the UK's largest apprenticeship provider, the MoD offers a variety of civilian and armed forces apprenticeship opportunities across multiple sectors.
Rolls-Royce : Specialising in aerospace, engineering, and advanced manufacturing, Rolls-Royce apprenticeships provide hands-on experience with cutting-edge defence technologies.
BAE Systems : BAE Systems offers apprenticeships in cyber security, project management, and enterprise architecture, equipping you with the skills needed for key roles in defence.

Placements & internships:

Several organisations offer placements and internships for prospective graduates pursuing a career in defence.

Some notable examples include:

Early Careers Network : Designed for those exploring careers within security services.
Civil Service Summer Internship Programme : Opportunities to gain experience working within government departments.
Royal United Services Institute (RUSI) : A leading UK think tank focused on defence and security research.
MI5 Internships : Insightful programmes into intelligence and national security operations.
Army Officer Internships offer a chance to immerse yourself in the responsibilities of an officer for 6 to 18 months, either before, during, or after university.

Reserve Force Training:

Participating in reserve force programmes can be a valuable way to gain practical experience. Undergraduates wanting to join the armed forces can join student programmes that are linked to their respective divisions.

Army Reserve : Offers part-time military training alongside civilian life.
University Officer Training Corps (UOTC) : Introduces students to Army life and leadership development.
University Air Squadrons (UAS) : Provides training and insight into the Royal Air Force while you study.
University Royal Navy Units (URNUs) : Offers hands-on naval experience and training during university.

Increasing sector knowledge:

Online courses are an excellent way to deepen your understanding of defence-related topics. Platforms like Future Learn offer courses such as:

Resources like these help you develop valuable technical skills and gain insight into the challenges of the defence landscape.

Applying for jobs:

Once you’ve built your qualifications and experience, you can start looking for defence roles. Here are some tips to help you find jobs in the defence sector.

Research Employers : Identify defence organisations like the Ministry of Defence, or private companies such as Thales or BAE Systems. Check their career pages regularly for current openings and entry requirements.
Recruitment Websites : Use specialist job boards and recruitment websites like Meritus to find defence sector roles.
Government Job Portals : Many civilian defence roles are listed on government portals, like the Civil Service Jobs website. These portals offer many opportunities across defence, security, and intelligence departments.
The Armed Forces Websites : Each branch of the armed forces has a dedicated careers website ( The British Army , The Royal Air Force , and The Royal Navy ). These pages provide information on recruitment processes and advice for joining.

Prepare for assessments:

The job selection process for many defence roles often involves multiple stages to assess your capabilities. Being well-prepared can increase your chances of success.

Examples include:

Interviews : Expect to go through one or more interviews. These may focus on your motivation, understanding of the role, and suitability for a career in defence.
Aptitude and Psychological Tests : These are used to evaluate your logical reasoning, problem-solving skills and emotional resilience. Examples include the Royal Navy’s Defence Aptitude Assessment and The Army’s Cognitive Test .
Physical and Medical Assessments : Many defence roles, particularly military positions, require candidates to meet physical fitness standards. You may also undergo medical examinations to ensure you meet the health requirements for the role.
Skills and Competency Assessments : For technical or engineering roles, you may be asked to complete assessments that test your skills in relevant areas. These practical tests will demonstrate your proficiency in the field.

Many aptitude tests are available online for practice , helping you hone your skills in logical reasoning, problem-solving, and decision-making.

In the case of fitness, familiarise yourself with the specific fitness requirements for the role you’re applying for, such as running distances, sit-ups, or push-ups. Challenge yourself to meet these targets so you’re well prepared for test day.

How we can help:

We hope this post on how to get a job in defence helps you on your career journey. The defence sector is highly competitive, but the right preparation can increase your chances of securing a role.

At Meritus , we specialise in helping candidates secure job roles in the defence industry. Our expert consultants are here to help you find a role where you can thrive and reach your full potential.

Get in touch with us to find out more.

How Aerospace Recruitment Agencies Can Boost Your Career

cara@lumenseo.co.uk (Cara Erasmus) — Fri, 17 Jan 2025 18:20:09 GMT

The aerospace industry is one of the most innovative and fast-paced sectors in the world, offering professionals the chance to work on cutting-edge technology and global projects. However, breaking into this competitive field or advancing your career within it can be a daunting task. This is where aerospace recruitment agencies play a vital role.

Specialist agencies not only connect candidates with leading organisations but also provide the insights and guidance necessary to navigate the complexities of this dynamic industry. If you're considering your next move in aerospace, here's why working with a recruitment agency could be the key to unlocking your potential.

The Role of Aerospace Recruitment Agencies

Aerospace recruitment agencies, such as Meritus Talent , specialise in bridging the gap between top-tier talent and industry-leading organisations. Their in-depth knowledge of the aerospace sector enables them to understand the unique challenges and opportunities it presents, ensuring both candidates and employers find the perfect match.

How recruitment agencies can accelerate your career:

Access to Exclusive Opportunities
Recruitment agencies often work closely with major aerospace companies, giving them access to vacancies that are not widely advertised. These roles, often requiring highly specialised skills, are typically filled through trusted recruitment partners. By working with an agency, you can gain access to opportunities that might otherwise remain out of reach.
Tailored Career Advice
Specialist recruiters take the time to understand your skills, experience, and career goals. This personalised approach allows them to match you with roles that align with your ambitions while helping you identify areas for professional development.
Streamlined Application Process
Applying for roles in the aerospace sector can be time-consuming and highly competitive. Recruitment agencies simplify this process by connecting you directly with hiring managers, providing feedback on your application, and supporting you through every stage of the recruitment journey.
Industry Insights and Trends
Staying informed about the latest industry trends and demands is crucial in a fast-evolving field like aerospace. Recruitment agencies keep you up to date on emerging technologies, market shifts, and in-demand skills, ensuring you remain competitive.
Ongoing Support and Development
Beyond job placement, many agencies offer additional resources, such as interview coaching, CV optimisation, and training programmes. This comprehensive support helps you build confidence and ensures you're well-prepared for your next challenge.

Why choose Meritus?

As one of the UK’s fastest-growing aerospace recruitment specialists , Meritus prides itself on delivering innovative solutions tailored to both candidates and clients. With a focus on permanent, contract, and executive recruitment, we work across commercial aerospace, defence , and space industries, helping professionals secure meaningful and rewarding roles.

Our team includes consultants who have operated within the highest levels of government clearance and possess first-hand knowledge of the industries we serve. This unique expertise enables us to provide unmatched guidance and insights to our candidates.

Ready to take the next step in your aerospace career? Contact Meritus Talent today to explore exclusive opportunities designed for professionals like you.

The value of a specialist recruitment partner:

Partnering with an aerospace recruitment agency is more than just a job search; it’s about building a long-term strategy for career success. Recruitment agencies like Meritus Talent act as career advisors, offering tailored solutions that align with your aspirations while providing invaluable industry knowledge.

In a sector as technically demanding and competitive as aerospace, having a recruitment partner who understands your field can make all the difference. They help you navigate the job market, mitigate challenges, and focus on what matters most: advancing your career.

How does Meritus stand out?

Meritus Talent takes a modern approach to recruitment, disrupting traditional methods to deliver exceptional results. By working closely with clients and candidates, we ensure that both parties benefit from a partnership built on trust, expertise, and shared success.

For candidates, we offer access to roles that match their unique skills and ambitions, providing a seamless recruitment experience from start to finish. For clients, our bespoke solutions deliver the talent needed to drive innovation and success in this highly specialised industry.

Ready to take the first step?

Whether you're an aerospace engineer , technician, or executive looking to make your next move, Meritus is here to help.

Visit our website or get in touch with our expert team today to explore how we can support your journey in aerospace. Your future in this exciting industry starts now.

How to Break Into Careers in the Space Industry

Fri, 20 Dec 2024 16:00:03 GMT

Estimated at a value of £18.9 billion and providing employment for 52,000 people , the space and satellite sector has emerged as a dynamic economic force. With the rapid growth of commercial and government space ventures , it’s an exciting time to pursue a career in this field.

Breaking into the space industry can seem daunting, but it is achievable!

Whether you dream of becoming an astronaut, scientist, engineer, or part of a broader support network, our guide on how to get a job in the space industry can help you chart your course.

We’ll cover more about launching careers in the space industry below, including the jobs and career paths that might interest you.

What jobs are in the space industry?

From designing rockets to solving global challenges, the space industry offers a variety of career pathways.

The space industry is categorised into Old Space and New Space , reflecting different approaches to innovation and business.

Old Space vs. New Space

Old Space refers to traditional aerospace companies that pioneered monumental achievements, like operating the space shuttle and landing humans on the moon .

These organisations are characterised by complex, risk-averse projects that, while successful, have high costs due to their cautious development processes.

New Space represents a modern wave of companies taking a more agile and entrepreneurial approach.

With a focus on reducing costs and embracing risk, these businesses prioritise innovation, competition, and commercialisation, fostering a more dynamic and collaborative space ecosystem.

Roles in the Space Industry

With career opportunities spanning technical, STEM-focused roles, and non-technical paths, the pathways into the space sector are as vast as space itself!

Technical Roles: Engineers, physicists, and specialists working as design engineers, mechanical engineers, and space medics to develop and support advanced technologies.

Non-Technical Roles: Professionals in marketing, sales, finance, legal, and graphic design help manage operations, promote products, or navigate regulations.

Breaking into careers in the space industry

The UK’s space sector is growing rapidly, at an impressive pace outperforming the UK economy . Though there are more opportunities than ever before, with such diversity, it can be challenging to know where to start.

Careers in the space industry typically require a combination of education and experience, while networking can help connect with industry professionals and open doors to career opportunities.

1. Education.

A report from the Space Skills Alliance reveals that the space industry is highly educated, with 90% of respondents holding at least a bachelor’s degree .

For roles like physicists and aerospace engineers, 99% have a degree , with very few entering the field via apprenticeships. Most professionals in the space sector come from STEM backgrounds, with physics, geophysics, and engineering being the most common disciplines.

To build a strong foundation for a career in space , focus on subjects like physics, mathematics, and engineering during secondary school. These subjects lead to university degrees in areas such as aerospace engineering, astrophysics, computer science, materials science, and mechanical engineering.

While technical roles often require at least a bachelor’s degree, advanced positions may require a Master’s or Ph.D. in a specific field.

However, the space sector values diverse skill sets, and non-STEM subjects can also play a key role.

For example:

Politics, Law, and Business are essential for careers in space policy, space law or management.

Geography can lead to geology or planetary science roles.

Psychology helps address the mental challenges of space travel.

Biology and Chemistry are central to Earth observation science.

This is useful for career changers who come from non-STEM backgrounds but are eager to apply their knowledge to the space industry, offering a range of opportunities to transition into this exciting field.

2. Experience.

While qualifications hold importance, hands-on experience is often just as crucial in the space sector.

According to the Space Skills Alliance, 20% of professionals reported that their highest qualification wasn’t essential for landing their first space job, and 19% believe their qualifications are not directly relevant to their current roles . This highlights the significant value of practical experience and transferable skills.

Internships: Nearly a third of younger professionals in the space sector have completed internships before securing full-time roles . This aligns with the wider workforce trend, where hands-on experience is becoming increasingly important.

Graduate Schemes: Many companies, such as Airbus and the European Space Agency (ESA), offer graduate schemes. The ESA’s Young Graduate Trainee programme has been providing about 100 opportunities annually since 1983.

Space Placements in Industry (SPIN): The Space Placements in Industry (SPIN) scheme has grown in popularity, receiving 3,500 applications for just 60 placements in 2021 . Many SPIN participants are offered permanent positions after their internships.

Military Experience: Many military personnel come from aerospace engineering, electronics, and related technical fields, and have hands-on experience that can transfer well into the space industry.

3. Build your network.

Building a professional network and staying informed about the latest industry developments are essential strategies.

Attending industry events, conferences, and workshops is a great way to meet professionals and potential employers in the space sector. Look for events like the UK Space Conference , and Space-Comm Expo , which offer opportunities to connect with industry leaders.

Organisations like UKspace promote meetups and networking events where you can engage with the next generation of space professionals. Joining online platforms like Linkedin or space-specific forums can help you stay in touch with industry updates and career opportunities.

Remember that the space industry is rapidly evolving, so staying informed about new technologies and trends is key to maintaining your competitive edge.

Follow space news sources, like the National Space Centre , the UKSA , or Orbital Today to keep up with emerging innovations and missions.

If you’re at university, make the most of your access to academic journals and publications that can help keep updated on the latest research and breakthroughs. This will help improve your knowledge and demonstrate your commitment to potential employers.

4. Research positions.

When you’re ready to begin applying for jobs in the space industry, explore positions that match your skills, experience, and interests.

Check job boards like Meritus Job Search , as well as on organisation websites. Many space companies post opportunities on their web pages and professional networking sites.

Always tailor your CV to highlight the skills and experience most relevant to the role, whether technical or non-technical.

Be proactive in seeking positions that offer growth opportunities, even if they seem like stepping stones to your ideal role. The space industry values talent and innovation, so taking the initiative and staying persistent will help you launch your career in this exciting industry.

How we can help:

We hope our guide on how to get a job in the space industry helps you on your career journey.

At Meritus , we specialise in helping candidates on the path to a successful career in the space sector.

Whether you’re looking for a technical or non-technical role, our skilled consultants can help position you in a role that you can truly excel in.

Get in touch with us to find out more.

A Guide on How to Get A Job in Aerospace Engineering

rosh@lumenseo.co.uk (Rosh Llyas) — Fri, 20 Dec 2024 13:00:06 GMT

Breaking into the aerospace industry is a dream for many, but with its cutting-edge technology, high standards, and demanding requirements, it can also seem intimidating.

Fortunately, the right preparation can help position yourself as a strong candidate in this cutting-edge sector. If you’re wondering how to get a job in aerospace engineering, this guide will walk you through the essential steps to launch your career.

What's involved in aerospace engineering?

Aerospace engineering is at the heart of humanity’s most remarkable achievements, from developing cutting-edge rockets to designing weather forecasting systems and advanced aircraft. Engineers in this field are responsible for creating and improving the technologies that drive air and space travel.

The UK aerospace industry ranks as the second largest in the world after the United States , with the UK Government aiming to capture 10% of the global space market by 2030.

A career in aerospace engineering offers opportunities to work on diverse and challenging projects, such as designing wings for optimal aerodynamics, improving fuel efficiency, investigating aviation accidents, or developing propulsion systems.

What jobs do aerospace engineers do?

Aerospace engineers have a wide range of responsibilities, contributing to cutting-edge advancements in aerospace technology.

Here’s an overview of their primary roles:

Research : To drive technological progress, aerospace engineers research to explore new materials , systems, and techniques. Their findings lead to advancements in efficiency, durability, and aerodynamics.

Project Oversight : Many aerospace engineers take on project management roles, supervising teams, planning schedules, and allocating resources to bring projects to completion.

Design : Aerospace engineers lead the creation of spacecraft and aircraft, starting with conceptual designs and detailed blueprints. They check that final products adhere to client needs, environmental standards, and engineering principles.

Testing and Approval : Before production begins, all designs undergo thorough aerospace testing to verify safety, reliability, and performance. Engineers oversee simulations, analyse data, and conduct prototype testing to refine the product.

Production Assistance : During the manufacturing phase, aerospace engineers check that production aligns with technical specifications . They troubleshoot issues, refine processes, and provide critical guidance to maintain quality standards.

Regulatory Standards : Aerospace projects must meet strict governmental and international regulations. Engineers maintain compliance by staying informed about industry standards and collaborating with regulatory bodies during certifications.

Safety Assessments : To secure the continual performance of aerospace systems, engineers develop maintenance protocols, implement safety measures, and conduct spacecraft or aircraft inspections .

How To Get A Job In Aerospace Engineering

If you’re passionate about aerospace engineering, there are specific aerospace skills and qualifications you will need to enter this profession.

Here is a step-by-step guide to help you commence your aerospace engineering career.

1. Connect with industry experts.

Reaching out to professionals already working within the aerospace sector is an excellent way to gain insights into an aerospace engineer’s daily responsibilities.

Consider contacting local engineering firms to inquire about shadowing opportunities, speaking with career advisors at universities, or attending career fairs to network with industry leaders at aerospace companies.

These actions can show your dedication to prospective employers and help you decide whether this career path is the right fit for you.

2. Meet academic entry requirements.

To prepare for a career in aerospace engineering, focus on problem-solving subjects like mathematics and physics during secondary school. Many universities require strong academic performance in these areas for admission.

According to UCAS , to be eligible for an aeronautical or aerospace engineering degree, you'll typically need to achieve an average of A*AA at A Level, AABBB in Scottish Highers, or a DDD in a BTEC qualification.

However, entry requirements can vary between universities and programs, with more competitive institutions often expecting higher qualifications than the standard entry criteria.

Research the entry criteria for the programs you’re interested in, and seek guidance from career advisors to check that you meet the prerequisites.

3. Pursue an aerospace engineering degree.

Earning a bachelor’s degree in aerospace engineering - or a related field like mechanical engineering - is typically the first step in an aerospace engineering career.

These programs provide in-depth training in aerodynamics, propulsion, aircraft systems, materials science, and flight mechanics. Many degrees also include practical components like lab work and design projects, which are essential for building technical expertise.

4. Gain hands-on experience through internships.

Internships and apprenticeships offer real-world exposure to the aerospace industry. These opportunities allow you to learn from experienced professionals, develop technical skills, and build a network of industry contacts.

Many universities collaborate with aerospace companies to help students secure internships. Be proactive in seeking guidance from your professors or career services to identify internship opportunities.

5. Consider advanced studies or specialisation.

While a Master’s degree is not always required, pursuing one can enhance your employability and help you stand out for more specialised or senior roles.

Many programs offer integrated bachelor’s and master's degrees, or you can pursue a separate postgraduate degree in areas like avionics, systems engineering, or space technology.

Advanced studies can also provide opportunities for research and innovation in emerging aerospace technologies. Pursuing a Master's in aerospace or aeronautical engineering can also be valuable if your undergraduate degree is in a different field, helping you transition into the industry and deepen your technical expertise.

6. Apply for entry-level roles.

Start your career by applying for entry-level positions in government agencies or aerospace companies. Look for openings with regulators like the armed forces, Ministry of Defence , the armed forces, aircraft manufacturers, space programmes, and the Civil Aviation Authority .

If you still need experience, securing an internship or apprenticeship can often pave the way to a direct job offer, providing a seamless transition into an entry-level role.

Alternatively, roles in related fields within an aerospace organisation, like mechanical or electrical engineering, may help transition into a specialised aerospace role within the same company. You may qualify for an aerospace engineering position after a few years of hands-on experience.

How we can help:

We hope that this post helped explain how to get a job in aerospace engineering.

At Meritus , we specialise in connecting talented people with top-tier opportunities in the aerospace industry. Whether you’re seeking entry-level positions or guidance on transitioning into aerospace roles, our expertise can help you on your journey.

Explore a wide variety of top-tier opportunities in the aerospace industry on our Job Search page, or give us a call at 02922806922 to discuss your career goals in more detail.

Management Buy-In at Rapidly Growing Recruitment Group

emily.squance@recolutiongroup.com (Emily Squance) — Wed, 20 Nov 2024 13:36:31 GMT

Management Buy-In at Rapidly Growing Recruitment Group

Welsh recruitment company Recolution Group have announced a change of leadership at board level which sees founding director Duncan Powell exit the business after 15 years of service.

The Recolution Group is one of the UK’s fastest growing independently owned recruitment companies and is well known both within the UK and its wider European markets. Their brands include Yolk Recruitment , City Executive Search , Conexus DX and Meritus Talent . Founded by co-founders Dale Williams and Duncan Powell in 2009, the group has historically concentrated on permanent recruitment and has grown annually year on year to a 20million pound turnover company. In recent years, the group has accelerated growth within its rapidly growing European contract arm which has created the foundations to reach 50 million revenues by 2029.

On exiting the business, Duncan Powell said:

“In 2009, Dale and I set out to shake up the recruitment industry by establishing our first brand: Yolk Recruitment. For 15 years, we overcame every obstacle that came our way including the financial crisis, geo-political and economic volatility and of course Covid. I am extremely proud to be able to exit the business at its strongest point in history and leave knowing that the group is in expert hands."

On introducing the terms of the management buy-in and Mr Powells exit, Founder and CEO Dale Williams said:

“After 15 years in business with my founding partner and friend, we move onto a new chapter in our ever-evolving growth story. For the past 3 years, Pavan Arora in his role as MD of Yolk Recruitment has excelled in establishing a formidable structure to take us to new heights and I am delighted to welcome him into the role of Chief Operating Officer for our Group. Kevin Evans, CFO, has been with the group for 10 years and has been influential in establishing the financial rigour and governance required to underpin our growth aspirations. The completion of the buy-in solidifies their commitment to establishing the Recolution Group as the largest and most successful Welsh recruitment group”.

The Recolution Groups head office is based in Cardiff along with its 65 staff, they also have offices in Barcelona and the Netherlands. The group recruits middle management and executive hires across commercial, financial services, legal, SAP, Defence, technology and engineering sectors with a global customer base including private and public sector organisations.

Top Aerospace Skills in Demand

jemima@lumenseo.co.uk (Jemima Thomas) — Tue, 19 Nov 2024 14:33:17 GMT

With a record ‘ industry revenue of $829 billion in 2023 ’, the aerospace and defence industry is an exciting landscape to join.

That said, as the aerospace sector is rapidly changing, the skillsets required to work in the industry are ever-evolving, and budding aerospace professionals must be able to adapt.

Through this article, we’ll take a look at some of the top skills that are in demand in aerospace engineering for the year ahead.

Before we get started, let’s first break down why aerospace engineering is an important career.

Why are aerospace engineers so important?

In short, aerospace engineers are important because they’re responsible for designing and developing cutting-edge technology that improves flight safety, fuel efficiency, and more.

Aerospace engineers are responsible for some of the most incredible advancements of mankind and test some of the most innovative and advanced technology in the world.

However, as technology advances and the aerospace industry undergoes substantial changes, businesses must attract and retain talent that is equipped with the right type of skills that go beyond a degree, for instance.

5 skills needed for aerospace engineering:

Aerospace engineering roles are generally highly specialist. With the right experience, you could go on to specialise in a particular field, such as space technology, fuel efficiency, or aerodynamics to name a few.

That said, aside from a strong foundation in both maths and science, an aerospace engineering role in 2025 will demand a combination of analytical, technical, and soft skills.

These skills include, but are not limited to:

Creative problem solving
Digital transformation
Written and verbal communication
Adaptability and continuous learning
Critical and analytical thinking

1. Creative problem solving

An essential skill for aerospace engineering that will remain in demand throughout 2025 is problem solving.

Aerospace engineers rely on their problem solving skills and must be able to think critically and outside the box to develop innovative solutions to solve complex performance and design issues.

A characteristic of problems that arise in aerospace engineering is that they often don’t fit neatly into any one solution. Strong problem solving skills and the ability to think critically about system behaviours, failures and design choices are essential.

Moreover, as the sector evolves and faces new challenges, such as reducing the industry’s reliance on fossil fuels, aerospace engineers will have no choice but to rely on their creative problem solving skills more than ever.

2. Digital transformation

As the aerospace landscape continues to evolve, digital transformation is becoming a driving force as we head towards 2025.

According to the Harvard Business Review, ‘ 89% of large companies globally have a digital and AI transformation underway ’, highlighting how much of a shift we’re already seeing and are likely to see more of next year.

Digital thread technology, for instance, is enabling the aerospace industry to integrate information throughout the supply chain and can provide engineers with a complete view.

From the integration of AI and machine learning (ML) in design processes to the use of advanced simulations, it makes sense why aerospace engineers are expected to be skilled in cutting-edge technologies.

As technologies continue to evolve, and more organisations invest in digital transformation efforts, the importance of these digital skills to remain competitive becomes all the apparent for candidates looking for their next role in aerospace engineering.

3. Written & verbal communication

Clear written and verbal communication is a vital skill for aerospace engineers.

Aerospace engineers need to be able to write clear and concise technical reports, papers, and more, and be able to clearly communicate and present technical concepts to upper management as well as clients without technical backgrounds.

Moreover, strong interpersonal skills are crucial to be able to work effectively as part of a team, as aerospace projects generally require a degree of collaboration with other engineers and team members as they work to the same end.

Are you interested in finding your next role in the aerospace sector? Look no further than Meritus .

Meritus connects worldwide industry talent with pioneering organisations in defence, space and aerospace.

Get in touch with our consultants today to learn how we can assist you.

4. Adaptability & continuous learning

Aerospace is a rapidly evolving industry, and engineers must be willing and committed to staying up to date with the latest developments and advancements.

Whether you design, test, and build aircraft, drones, or satellites, it’s crucial that you remain open to innovation in the aerospace engineering industry.

Engineers must be flexible when faced with new technologies, new challenges, as well as new laws.

By being willing to adapt and learn, aerospace engineers can continuously improve their knowledge and skills and stand out when applying for competitive job opportunities .

5. Critical & analytical thinking

Aerospace engineers deal with an array of complex systems and are required to analyse problems with several variables from multiple angles.

Critical thinking skills demand aerospace engineers to question assumptions and explore alternatives whilst using logic, evidence, and reasoning to draw conclusions and make decisions.

Analytical thinking goes hand in hand with the maths and science aspects of aerospace engineering.

Aerospace engineers use analytical thinking to assess aircraft designs, make compromises to accommodate budgets, as well as solve any problems that crop up in the manufacturing process.

Both critical and analytical thinking can help aerospace engineers evaluate and assess the performance of an aircraft, and identify any safety hazards to prevent endangering the safety of others.

We 'll help you get your aerospace career off the ground.

Meritus is the fastest growing Aerospace, Defence and Space brand in the UK.

No matter your interest in the aerospace industry, our experienced consultants are on hand to help and place you in a dynamic role in the aerospace sector that you can truly thrive in.

Get in touch with a member of our team today to learn more.

A Guide for Preparing For Video Interviews

Fri, 19 Jul 2024 15:53:15 GMT

With video interviews now a convenient and standard resource within the recruitment process, eliminating the need to travel extensive distances and allowing for meaningful face to face interaction, there are extra details all candidates should be aware of when attending.

In this article, we will cover:

Preparation.
Common questions.
What to do during your interview.
Follow-ups.

1. Preparation.

Make sure you set up your laptop, phone or tablet somewhere comfortable, with optimal lighting. Get rid of clutter and make sure your background is as neutral as possible. Avoid places with a lot of ambient noise, as this can hinder communication.

If you’re using earphones, make sure they work properly (both microphone and earbuds). Ensure you have a spare pair in the case of any technical difficulties.

If you aren’t familiar with the platform provided, have a trial run with a friend or with your recruiter. Giving the impression that you do not know how to use basic video conference platforms can lead employers to assume you have limited IT skills. A video interview free from technical issues displays attention to detail and preparedness.

Ensure your WiFi connection is strong. If you don’t, consider sharing your phone’s internet connection, using an Ethernet cable or going somewhere with reliable internet.

Ensure to professional username and/or e-mail address. Your username should include your complete name (if possible) and be straight-forward enough for it to be easily found - unless it’s done through FaceTime or another smartphone platform, in which case make sure you have provided the correct phone number.

2. Prepare yourself to expect questions often asked by interviewers.

Make sure you have fully researched the company including the industry, clients, history and stakeholders. Take a close look at their website and social channels and find out about any recent company updates. If you can, be aware of their competitors as well.

Make notes of your key skills and weaknesses. Study the job description and provide of what examples you have that make you the right candidate.

Have answers prepared for why you left your last job, and unemployment gaps, etc.

Before the interview, make sure you have any notes available, a copy of your CV (or application) and a pen and paper for further notes. Avoid taking notes on your phone, tablet or any digital device as this can be perceived as unprofessional.

3. Throughout the duration of the interview, do the following.

After selecting the correct and comfortable space for your video interview to talk place, please consider the following:

Ensure you have the appropriate attire for the role and industry you’re interviewing for.

Double-check your internet connection and battery level, and that you have mitigated any potential distractions.

Maintain a professional posture and be aware of your body language throughout as you would do in a face-to-face interview.

Think about each one of your answers before replying so you don’t sound rushed, and are giving the best answer possible. Think about your delivery and make sure you’re speaking clearly.

Finish the call by thanking the interviewer for their time, and if it hasn’t been discussed ask about the next steps.

4. After the interview, follow up.

Send an email to the interviewer thanking them once again for their time and reiterate your interest in the role and organisation. Don’t forget to also get in contact with your recruitment consultant and let them know how it went.

Want support landing your next aerospace, defence or space role?

Speak to the Aerospace, Defence, and Space recruitment specialists at Meritus.

Call: +44(0) 2922 806 922

Email: info@meritustalent.com

Supporting and Attracting LGBTQ+ Talent Within Aerospace, Defence & Space

Fri, 19 Jul 2024 14:37:33 GMT

Figures from Stonewall highlight the ongoing challenges faced by the LGBTQ+ community in the workplace, reinforcing the need for genuine, consistent commitment to equality, diversity, and inclusion (EDI) initiatives. Public support from organisations is crucial for visibility and change, but it must transcend marketing and PR.

More than a third of LGBT staff (35%) have hidden that they are LGBT at work for fear of discrimination.

Almost one in five LGBT staff (18%) have been the target of negative comments or conduct from work colleagues because they’re LGBT.

One in four trans people (26%) aren’t open with anyone at work about being trans. This number increases to about two in five non-binary people (37%) who aren’t out at work.

Almost one in five LGBT people (18%) who were looking for work said they were discriminated against because of their identity while trying to get a job.

It’s more important than ever that your organisation is taking proactive steps to not only actively support but attract LGBTQ+ talent.

Here’s how you can make a difference:

1. Use inclusive language.

Ensure all communications, from job descriptions to promotional materials, use inclusive language that moves beyond binary, gendered terms. This clearly signals a commitment to gender diversity.

2. Introduce tailored policies.

Recognising individual needs is vital. How often do you reassess your policies? Consider revisiting and updating these to be inclusive and relevant. This could include an inclusive parental leave approach.

3. Zero tolerance for transphobia.

Safeguarding your workplace with clear, unequivocal protocols on discrimination is crucial. Collaboration with your organisation’s HR team ensures everyone understands the importance of these measures.

4. Implement training and empowerment.

Bringing your team along on this journey is essential. Explain how these initiatives align with your values, making your company a better place to work and benefiting all employees.

Useful Resources

For further information and support, here are some valuable resources:

Hiring Tips For Your Business

Fri, 19 Jul 2024 14:16:05 GMT

Hiring the right talent is one of the most critical decisions that any business owner can make across the Aerospace, Defence, and Space industries.

Successful organisations depend heavily on having the right people in the right seats, people who are dedicated, are qualified, can contribute the right skills, and engage in the shared vision to push your business forward. However, finding specialists for your business can be a daunting and time-consuming task, particularly in competitive markets.

To help business owners and internal talent teams navigate the hiring process and ensure that the right hiring decisions are made, the Meritus team have compiled a list of the top 6 things to consider when hiring for your business or project.

From identifying your needs to assessing cultural fit and creating a referral process, these strategies will guide you toward finding the correct candidate who will not only excel in their role but contribute to the overall growth and success of your business.

Do you know what your business actually needs?

Identifying what your business or project requires of a new hire is an important consideration when searching for top talent. Whether seeking a new Electrical Engineer or your next Cyber Security Analyst, taking time to clearly identify the gaps within your organisation, carefully assess the specific skills, qualifications, and experience required for the role.

By understanding the core competencies and attributes necessary, you can ensure that the job description is as accurate and as targeted as possible and streamline the hiring process. Starting with a comprehensive understanding of your business’ needs provides a strong foundation for successful hiring.

Meritus consultants offer a pre-recruitment service that assists business owners and hiring managers across the Aerospace, Defence, and Space industries to clearly identify what they should be looking for in a new hire. If your organisation needs assistance on job titles or the required skill set for a specific vacancy, please contact the team to find out how we can help.

How flexible can you be?

While not applicable to every vacancy, the ability to offer flexible working hours and remote work options has become more important to many candidates than ever.

Embracing a flexible working arrangement can effectively demonstrate a business’s commitment to promoting a healthy work-life balance whilst acknowledging the varied needs and preferences of each employee. Providing flexible working arrangements, such as working from home, flexi-time hours, training days, or staggered hours where appropriate can help to attract top talent who value autonomy and productivity. Flexible working arrangements also expands the available pool of potential talent allowing businesses to access a far wider range of skilled and qualified professionals who may not be able to commit to traditional working hours.

Adaptability and flexibility not only enhance employee satisfaction and retention but promote a culture of trust throughout an organisation.

Look for growth.

When searching for experts, it’s important for business owners to not only focus on immediate qualifications but to also consider the potential for growth within the organisation. While finding a candidate who possesses the exact skills and experience may seem like the most ideal thing to do, it’s equally crucial to identify individuals who demonstrate the capacity to learn and develop.

Don’t be discouraged by candidates who may be under qualified in some areas; instead assess their potential and willingness to learn, be mentored, and acquire new skills. Investing in candidates who show promise and long-term potential can lead to their professional growth and development and contribute to the future success of your business. Recognising and nurturing talent will allow business owners to create a dynamic workforce that continues to evolve and thrive.

Consider culture.

Culture fit is a central aspect to consider when considering any new hire. Of course, qualifications and skills are important, but additionally finding someone who integrates and blends well with the organisation, company values, workplace dynamics, and the wider team contributes to a harmonious and productive work environment. Assessing these early on allows you, as a business owner, to encourage a positive and cohesive atmosphere.

Create a referral process.

Talent knows talent. So, when seeking to hire for a position within your organisation why not utilise those who are already committed and understand the business? Implementing an internal referral process within your business comes with numerous benefits when looking for new talent. By encouraging your existing team to refer potential candidates, you’re able to tap into your employees’ networks and connections, expanding the reach of your recruitment efforts. This referral process not only widens the talent pool but also increases your chances of finding a candidate who aligns with the company culture and values, as they are vouched for by trusted colleagues.

Additionally, offering rewards and incentives for successful referrals boosts employee engagement and motivation, creating a sense of ownership and further investment in both the hiring process and overall success of the business. Leveraging the networks and knowledge of current employees can streamline the hiring process, attract high-quality candidates, and continue to ensure a collaborative culture.

Work with an external recruiter.

Employing the expertise of an external, specialist recruitment agency to assist with the hiring process offers substantial benefits to any business owner or hiring manager and their organisation. Specialised recruitment agencies can alleviate the burden of recruitment by taking on the pressure from sourcing candidates and advanced screening, to shortlisting potential new hires.

With access to extensive networks and resources, recruitment companies can approach a much wider talent pool, enabling them to identify and attract qualified, vetted candidates who may not be as easily reachable through traditional channels. Reputable recruitment firms invest time in understanding a business’ values, culture, and specific hiring requirements. They ensure that any candidates presented have been thoroughly screened and align with the organisation’s vision and objectives. By entrusting the research and pre-screening steps to a recruitment partner, you save precious time and resources while gaining access to a carefully evaluated selection of qualified talent.

Hiring the right candidate is essential for any organisation but the process can present challenges and is oftentimes prolonged. Employing these steps, you can enhance your hiring process and increase your chances of finding the experts. Implementing the strategies, you can find exceptional candidates who will contribute to the growth and success of your business.

Let Meritus help you secure your next talent.

Speak to the Aerospace, Defence, and Space recruitment specialists at Meritus.

Call: 02922 806 922

Email: info@meritustalent.com

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Why is there a skills shortage in the UK space industry?

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The Commercial Reality

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Meritus Talent, as part of the Recolution Recruitment Group, has been awarded Level 2 Disability Confident Employer status through the Disability Confident initiative.

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Veteran employment initiatives:

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Regulatory and commercial hiring will expand.

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The UK Engineering Skills Gap Is Leaving Critical Industries Short of Talent

What needs to change to address missing engineering headcount?

Regional imbalance is making the problem worse.

What needs to happen next:

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The pipeline problem:

The time to act is now.

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What Job Seekers Need to Know About the UK Maritime Industry

Major Projects & Growth Areas

Clean shipping and infrastructure investment.

Green corridors, ports & shipbuilding.

Cruise growth.

What maritime employers are looking for:

Digitalisation, automation & hybrid roles.

Employer branding, well-being & flexible work.

Data-driven hiring & skills shortages.

Where the opportunities are:

Digital and tech-savvy talent.

Green fuel expertise.

Shipbuilding, seafaring & leadership roles.

How to prepare for interviews:

Do your research.

Expect behavioural, situational & technical questions.

Be prepared for modern assessments & video formats.

Culture, values and questions matter.

Final Thoughts

What To Expect From the Aerospace Job Market

Market Outlook

Skills in demand:

Recruitment trends:

How to stand out in aerospace recruitment:

The Bottom Line

How we can help:

How to Create a Positive Candidate Experience in Aerospace, Defence and Space Recruitment

1. Rework Job Descriptions

2. Create a Respectful Interview Experience

3. Make It Easy to Apply

4. Follow Up Promptly

How We Can Help

How to Write a Job Brief that Attracts the Right Talent in Aerospace, Defence, and Space

1. Start with business impact.

2. Prioritise outcomes over tasks.

3. Align internally before you go to market.

4. Clarify non-negotiables.

5. Benchmark against market reality.

How we can help:

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Cost of living concerns are stopping skilled professionals from switching roles.