How to Hire Space Engineers Despite the UK's Space Skills Shortage
Jake Appleton • February 20, 2026
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.
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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
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.
