20 Nov 2025

Skills, not CVs: building the next generation defence workforce

Guest blog by Nick Ford, Director, Defence Portfolio at Leidos #DefTechWeek2025

Nick Ford

Director, Defence Portfolio

The UK defence sector is changing fast. New technologies - from cloud to cyber and AI - are transforming how we operate and protect national interests. But with that comes a challenge we all recognise: finding and developing the right people, with the right skills, at the right time.

Across the UK, more than 43% of defence employers say they struggle to recruit people with the right technical expertise - particularly in areas like cyber, data and systems engineering. In light of the recent Strategic Defence Review, the need to build those skills quickly and sustainably has never been greater.

At Leidos, we’ve realised that solving the defence skills gap takes more than new job adverts or hiring drives - it means rethinking where we look for talent. Over the past few years, we’ve built partnerships that open doors for people who might never have imagined a career in defence technology. The goal is to build a workforce that’s agile, diverse and representative of the country we serve.

Finding new talent

Our partnership with La Fosse Academy is one of the best examples of this approach in action. Their model focuses on people from all sorts of backgrounds - career changers, those who didn’t go to university, or individuals looking for a fresh start - and gives them an intensive 12–16 week bootcamp in the skills we actually need, from software and systems engineering to cyber and data.

Once they complete the training, they join Leidos as associates for two years, working directly with our teams while continuing to learn on the job. It’s an approach that’s delivered real results: since 2021, 96% of La Fosse associates have gone on to permanent roles with us, contributing to 46 programmes of work across the business.

Many of those associates are now leading project teams or mentoring new cohorts themselves, showing how this model builds a self-sustaining pipeline of skills within just a few years. The programme has also seen eight internal ‘STAR Awards’ recognising associates and teams for outstanding performance - further proof of the value they bring from day one.

And it’s not just about filling roles - it’s about changing who gets the opportunity to fill them. Around 25% of associates are women, 56% are from ethnic minority backgrounds, and 85% from lower-income households - figures that far exceed industry averages. It shows that when you remove traditional barriers to entry, you uncover a whole new pool of talent.

Opening routes into defence

Of course, La Fosse is only one part of the picture. We’ve also partnered with WithYouWithMe, helping veterans find new roles in tech that make use of their leadership and problem-solving skills. And we’ve partnered with The Software Institute and Peregrine to train people in specific technical disciplines, giving us the flexibility to scale teams quickly when projects demand it.

These routes don’t just improve diversity; they also create regional opportunities. Our latest La Fosse cohort, based in Farnborough, is building capability in software engineering and cybersecurity - roles that directly support UK defence programmes and local economies.

Together, these initiatives form a more joined-up approach to workforce development - one that values potential and attitude just as much as experience. For Leidos, that’s been a game-changer, especially when mobilising rapidly on new defence programmes where clearances, skills and adaptability are business critical.

Creating space for growth

A lot of this comes down to culture. At Leidos, mentoring sits at the heart of how we grow our people, pairing experienced engineers with associates to guide their development and hand over knowledge. Our Leidos x La Fosse Mentor Programme has become a cornerstone of how we build continuity and capability across projects.

Across Leidos, dozens of mentors have now supported associates through this programme, helping them move into permanent roles, secure promotions and build confidence in leadership.

Looking ahead, we’re continuing to explore degree apprenticeships that combine four days of work with one day of study, helping people earn qualifications while contributing directly to live programmes. It’s about creating genuine career pathways, not just placements.

A challenge for the sector

Everyone in the defence sector faces the same challenge, namely long procurement cycles followed by short mobilisation windows. When a contract is won, you often need a team ready to go immediately. By investing in alternative training and recruitment models, we’re helping to build a ready-trained, security-cleared workforce that can respond quickly when the nation needs it.

Ultimately, this is about more than skills - it’s about opening up the defence industry to a broader range of people and perspectives. That diversity of thought is what will keep us adaptable, innovative and strong in the years ahead. Because in the end, it’s not about where someone started, it’s about what they can do when given the chance.

Operationalising DefTech campaign week 2025 #DefTechWeek2025

techUK has launched its Operationalising DefTech 2025 campaign week, highlighting how emerging technologies can strengthen defence capability and accelerate innovation across the sector. The campaign showcases member insights, practical use cases, and opportunities to collaborate on the future of defence technology.

Read them here

Operationalising DefTech: Defence campaign week launch

Launching techUK’s Defence Campaign Week, Operationalising DefTech, techUK is pleased to welcome John Cunningham, the Director of UK Defence Innovation within the Ministry of Defence to brief members on MOD’s evolving approach to new technologies, alongside the co-founder of Anduril Industries Christian Brose, and Sara Sharkey from Prolinx.

Click here to register