UK aerospace businesses face increasing difficulty when it comes to sourcing experienced engineers. With demand outpacing supply and technical requirements becoming more complex, companies need a precise and informed approach to recruitment. At Murray McIntosh, we support engineering organisations by identifying and securing professionals with the right expertise, experience, and project readiness.

The UK remains a key player in global aerospace, particularly in aircraft design, propulsion, and systems engineering. However, the available talent pool is shrinking. The number of qualified professionals is not keeping pace with the volume of work, and many organisations are now competing for the same candidates. Delays in hiring often result in project slippage and increased costs.

How to Recruit Aerospace Engineers in the UK

An effective hiring process needs to be structured, informed, and tailored to the demands of aerospace work. Here’s what matters:

1. Clarify Technical Requirements from the Start

Roles such as aircraft design engineers, stress analysts, and propulsion specialists each require specific skills. Vague job descriptions waste time and attract unsuitable candidates. We ensure technical criteria are clearly defined from the outset, based on the actual tools, systems, and methodologies used on the job.

2. Use Targeted Sector Networks

Generalist job boards and high-volume CV platforms offer limited value in aerospace recruitment. Our consultants operate within technical communities across the UK and internationally. These relationships—built over years—mean we can reach proven professionals who are rarely on the open market.

3. Make the Opportunity Competitive

Top aerospace engineers often have several options. Salary matters, but so does project content, technology stack, and organisational setup. We advise clients on how to position roles effectively, whether that’s through advanced design work, clear career development, or access to new programmes.

4. Apply Data to Inform the Process

Market expectations shift quickly. We provide clients with real-time salary benchmarking, availability mapping, and competitor activity insights. This means hiring teams can act quickly with the right information, rather than relying on outdated assumptions or internal guesswork.

5. Pipeline Future Talent Before It’s Needed

When hiring is reactive, it’s often slower and more expensive. We work with clients to establish pre-qualified pipelines of aerospace talent, allowing for faster mobilisation when project demand increases. This is especially important in areas such as airframe design and system integration, where turnaround time is critical.

Challenges in Hiring Aircraft Design Engineers

Aircraft design remains one of the most in-demand specialisms, but several obstacles slow down recruitment:

• Limited supply of engineers with relevant CAD and FEA experience.
• Security-cleared professionals are required for many roles. The process to become security cleared is long and can be frustrating for many.
• Remote or hybrid work options are often not feasible due to the nature of the job.

We support clients by identifying available candidates who meet these conditions and by advising where flexibility in skill set or working arrangements may open up new talent pools.

Why Murray McIntosh?

We understand the practical needs of engineering-led organisations. Our approach combines technical insight with real-world hiring experience. Every search is built on detailed briefing, market data, and targeted outreach.

Clients trust us to find professionals who can deliver results from day one—whether that’s meeting project milestones, hitting compliance standards, or scaling up design teams.

If you’re looking for your next specialist engineering role, speak to our expert team

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