Can you recruit candidates with security clearances?

Yes. When a role requires a clearance, or eligibility for one, we make it a gating requirement in the search strategy.

Do you recruit for commercial aerospace as well as defense?

Yes, both, along with advanced-technology manufacturers that supply the sector.

Aerospace & defense

Aerospace & defense executive search.

Program, engineering, operations and quality leaders for aerospace, defense and advanced-technology manufacturers, recruited by a team that knows regulated, high-reliability environments.

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Roles we recruit

Leadership roles we fill.

Program Director / VP Programs

Leaders who deliver complex programs on cost, schedule and technical performance.

Engineering Director

Systems, mechanical, electrical and manufacturing engineering leadership.

Operations & Manufacturing

Plant and operations leaders for high-mix, low-volume, high-reliability production.

Quality & Compliance

AS9100, regulatory and quality executives for regulated environments.

Supply Chain

Leaders for long-lead, specialized supplier networks.

Finance & Contracts

Finance and contracts leaders experienced with program accounting.

Experience in regulated, high-reliability environments

Our clients include aerospace and defense manufacturers like Honeywell, L3Harris and Airbus. Leadership searches in this sector carry constraints that general recruiters miss: program accounting, quality systems, export controls and, for many roles, security clearance eligibility.

We build those requirements into the search strategy from week one so that every candidate on the slate can actually take the job.

Discretion

Defense and aerospace searches are often confidential. We approach candidates directly and keep the client unnamed until finalists are ready to meet.

Trusted by

Industrial companies that have trusted our team

Our search process

A search that is aligned in week one and presenting finalists by week three.

The key to a successful search is a successful initiation. Every engagement follows the same four steps, with weekly reporting so you always know where it stands.

Initiate

Week 1

We learn the organization, the position, the culture and the values; collect input from key stakeholders; verify what is critical to success; and align on the search strategy.

Organization & role deep-dive
Stakeholder interviews
Search strategy sign-off

Identify

Week 2

Sourcing and networking with potential candidates, weekly progress reporting and calibration, and comprehensive historical and behavioral interviews of the top prospects.

Targeted sourcing & networking
Weekly calibration reports
Behavioral interviews

Qualify

Week 3

Focused recruiting continues while qualified candidates are presented, with competency-based interviews and validation of technical and experiential skills.

Qualified slate presented
Competency-based interviews
Skills validation

Select

Week 4+

We set up candidate meetings, review feedback to choose finalists, run references around the critical competencies, and lead offer negotiation and candidate counseling.

Finalist meetings
Competency referencing
Offer negotiation

FAQ

Questions we hear most

Yes. When a role requires a clearance, or eligibility for one, we make it a gating requirement in the search strategy.

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Two ways we help. One partner for both.

Fill the leadership role that moves the business forward, or take care of the people leaving it. Tell us what you're facing and a partner will call you back within one business day.

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