Senior Hiring in Aerospace & Defence During Market Volatility
Brief
Against a backdrop of heightened geopolitical tension, constrained defence budgets in some jurisdictions, and uneven capital markets activity, a leading investment bank faced a familiar dilemma. Its US aerospace & defence coverage team was seeing sustained client demand, driven by increased government spending, supply chain realignment and M&A activity yet wider market volatility made senior leadership hesitant to hire. What was clear to our client was that they needed someone in the UK who could help their US clients ride the wave of capital coming from European governments and their pledges to increase their GDP spending on rearmement.
The challenge was twofold. The bank recognised the need to strengthen senior coverage and execution capability in a highly specialised sector, but uncertainty created reluctance to commit to permanent hires. Delaying recruitment appeared prudent, but risked overstretching existing leaders, weakening client coverage and losing momentum in a sector where the real rewards of a senior hire can take up to three years to bear fruit.
The bank mandated Croft & Co to advise on whether — and how — to proceed with senior hiring in a complex and competitive A&D talent market.
Approach
Croft & Co worked closely with senior stakeholders to reframe the conversation. Rather than focusing on market timing, we anchored the discussion around local experience and those with good government contacts within aerospace & defence.
Our research found that A&D hiring behaves differently from broader banking cycles. Talent pools are narrow, relationship-driven and highly sensitive to credibility, meaning that waiting for “perfect” market conditions often results in missed opportunities rather than reduced risk.
Our search focused on senior candidates with:
- Deep sector-specific expertise in aerospace, defence and government-related transactions
- A proven ability to operate effectively through market dislocation and geopolitical uncertainty
- Established relationships with defence contractors, OEMs and government-linked clients
- Leadership experience in building and stabilising teams during periods of change
We stress-tested candidates not only on technical capability, but on their judgement, resilience and ability to reassure clients in volatile conditions. Particular emphasis was placed on cultural alignment, internal influence and the capacity to add value even if transaction volumes fluctuated.
By presenting a tightly curated shortlist, supported by detailed market intelligence and risk analysis, we gave decision-makers the confidence to move forward decisively.
Results
The bank successfully appointed senior professionals who brought immediate credibility and stability to its aerospace & defence franchise. The hires strengthened client relationships at a critical time, reassured internal stakeholders and reduced execution risk across live and prospective mandates.
Rather than becoming a drag on performance, the new leaders helped the team remain proactive, positioning the bank to capture opportunities as defence spending and strategic activity continued to evolve. Internal morale improved, and the coverage team was able to operate with greater confidence and clarity despite ongoing external volatility.
By acting during uncertainty rather than deferring decisions, the bank avoided falling behind competitors in a talent market where high-quality A&D Managing Directors are in high demand and rarely available for long.
Outcome
This mandate demonstrated that in specialist sectors such as aerospace & defence, strategic hiring during volatile markets is often a source of competitive advantage rather than risk. With the right advisory partner, the bank was able to balance caution with action — securing talent that delivered value immediately and strengthened the platform for long-term growth.
