Insights · Defence

Winning executives from the defence industry — motives, discretion and timing

Order books are growing faster than leadership teams. How to approach senior people in a sector where public profiles are limited by design, what actually makes them move and how to keep a search confidential.

By David Ertler · 7 November 2026 · 5 min read

Why the people you want are invisible

Senior leaders in the defence industry work in environments where public profiles are limited by design. Their most important results rarely appear on a professional network or in a CV, and many of them have been with one employer for years. Job advertisements and database searches reach the wrong population: people who are looking, not people who are good.

What makes an executive move

In our experience the decisive motives are rarely salary alone. Executives weigh the mission and the programme, the stability of the order book, the ownership and the decision culture of the employer, the location and the room to build something. A credible answer to these questions in the first conversation matters more than the offer.

Keep the search confidential

Neither competitors nor customers should learn that a position is open. That requires outreach under the name of the consultant, anonymised position briefs until a candidate confirms interest, encrypted communication and a clear rule for who in the company knows about the search. Notice periods and non-compete clauses should be clarified early — they often decide the start date more than the negotiation does.

Realistic timing

First qualified profiles can be on the table within two weeks of a confirmed briefing. A placement typically takes three to four months, longer if a security clearance or a long notice period is involved. If the position cannot wait that long, an interim manager can bridge the gap while the permanent search runs.

How we work at Ertler Executive Search

We take mandates exclusively on a retained basis and only from the level of head of division or function upwards. Every mandate has a written briefing, a defined timeline and a named partner who conducts the search personally. Two of our partners are former career officers and know the sector from the inside. First qualified profiles are presented within 14 days of the confirmed briefing; a placement typically takes three to four months.

Frequently asked questions

How do you approach candidates who are not on professional networks?

Through the network of the sector — manufacturers, suppliers, authorities and former officers — and through personal introductions. The first contact is a short, discreet message without the name of the client.

Does the search stay confidential if the candidate works for a competitor?

Yes. The client is named only after the candidate has agreed. Candidate data is handled in line with the GDPR.

Which positions do you fill in the defence industry?

Managing directors and site managers, technical and programme leaders, sales and business development, export control, contract management, finance and HR.

Confidential first conversation