The Rise of Security-Cleared Talent: Why They’re So Sought After and How Organisations Can Win Them

In a world defined by geopolitical uncertainty, digital transformation, and rising threats to national security and critical infrastructure, security-cleared professionals have become some of the most valuable people.

Individuals holding active UK security clearances, such as Security Check (SC), Developed Vetting (DV) and Counter Terrorist Check (CTC), have become indispensable assets across various sectors. Today, they are essential across defence, government, IT, engineering, cyber, and major infrastructure projects. Their clearance gives them access to opportunities unavailable to most candidates, and gives employers access to talent they simply cannot operate without.

So why is demand so intense, and what can organisations do to attract and retain this scarce skillset?

 

WHY SECURITY-CLEARED PROFESSIONALS ARE IN HIGH DEMAND

Security clearance is a robust vetting process that provides assurance that an individual may be permitted to work where classified or mission-critical information is involved. For tradespeople, engineers and other professionals, this clearance is required to enter and operate on secure sites — from military bases and aerospace facilities to major UK infrastructure.

For example in IT, clearances are essential for roles dealing with secure systems, classified data, or government digital infrastructure. Organisations cannot simply hire “anyone", they need professionals who can step into secure programmes immediately, without operational risk.

Government Investment and the Growth of High-Security Projects

Demand for cleared talent is driven by central government and defence investments. For example, the UK has committed to increased defence spending — supporting advanced naval programmes, cyber initiatives, and nuclear new builds — all of which require cleared engineers, technical experts and specialist tradespeople.

These programmes often span years and involve cutting-edge technology, meaning employers are not only hiring for today’s needs but planning for long-term deliverables that cannot proceed without cleared personnel.

Cross-Sector Demand Beyond Defence

Security clearance is no longer a niche requirement reserved for defence contractors.

Today, cleared professionals are in demand across:

• Public sector digital transformation programmes
• Critical national infrastructure projects
• Energy, utilities, and transport
• Financial services and advanced manufacturing

As private organisations increasingly support government and infrastructure initiatives, the need for trusted, vetted professionals has spread far beyond traditional defence environments.

This has created a clear “clearance premium” — where candidates with active clearance are prioritised over equally skilled but non-cleared peers, giving them a distinct advantage in competitive markets.

Competitive Value in Labour Markets

Because the pool of cleared professionals is limited, these candidates command higher compensation, better contract terms, and often enjoy greater job security. This isn’t just anecdotal — salary premiums for cleared roles are documented, especially in technical and IT domains where demand outstrips supply.

Organisations that can offer access to sensitive programmes, project continuity, and stability become particularly attractive to cleared professionals who value both the challenge and the compensation associated with their skills.

 

HOW ORGANISATIONS CAN ATTRACT SECURITY-CLEARED TALENT

Hiring cleared professionals requires strategy — particularly because many candidates already have significant leverage in the marketplace. In both the contractor and permanent space certain steps can be taken to maximise attraction.

Here’s what makes the difference.

Be Clear and Specific About the Role

Security-cleared professionals assess opportunities carefully. They want clarity around:

• The level of clearance required (SC, DV, CTC)
• The scope and purpose of the work
• Programme longevity and funding security
• Career progression (especially in permanent roles)

Vague job descriptions or unclear project goals can be a red flag. Transparency builds trust — and trust matters deeply in this market.

Maximise the use of Specialist Recruiters

Hiring security-cleared professionals requires specialist expertise. Generalist recruitment often falls short in a market shaped by clearance constraints, limited talent pools, and high competition.

Evodia is a specialist recruiter dedicated to SC, DV, and CTC-cleared talent. With deep knowledge of clearance processes and strong relationships within the cleared community, Evodia understands how to engage highly sought-after, often passive candidates — and move quickly when timing is critical.

In a market where access and speed matter, we help organisations secure the cleared talent they need to deliver with confidence.

Offer Competitive and Flexible Packages

Pay isn’t by itself the winning formula — but it’s still a critical factor.

Competitive pay, performance incentives, flexible working (where security policy allows) and career development opportunities can help organisations stand out. Given the competition in the market, candidates aren’t just choosing “a job,” they’re choosing an environment where they’ll be valued long-term.

Build Internal Clearance Pipelines

Many organisations struggle with the “clearance paradox”: candidates need a role to gain clearance, but employers want clearance before hiring.

Organisations that invest in sponsorship or long-term talent development, have the capability to build a deeper pipeline and foster loyalty.

 

STRATEGIES FOR RETAINING SECURITY-CLEARED PROFESSIONALS

Attraction is only half the challenge. Retention is often harder, especially when cleared professionals are continually approached by competitors.

Prioritise Continuous Professional Development

For retention an employee’s clearance by itself isn’t enough — they want skills development, training pathways, and roles which help them to grow technically and professionally. A prioritisation of career development reduces turnover and creates more committed internal talent.

Recognition and Supportive Culture

Cleared roles can be high pressure and highly confidential. Recognition programs, strong leadership communication, and an authentic culture of support make professionals feel valued and understood — increasing retention.

Respect Work-Life Balance Where Possible

Even in secure settings, flexibility matters.

Clear expectations around working hours, travel, and workload, alongside thoughtful scheduling, can significantly improve engagement and retention, without compromising security.

 

FINAL THOUGHTS

The rise of security-cleared talent reflects an evolving world where trust, technical sophistication, and strategic capability are in higher demand than ever before.

Organisations that recognise the strategic value of SC, DV, and CTC-cleared professionals — and take a specialist approach to attracting and retaining them, are best placed to deliver complex, security-critical projects. Evodia supports this by connecting organisations with trusted cleared talent, combining deep market knowledge with an understanding of clearance, capability, and long-term programme needs.

 

If your organisation is hiring cleared professionals, or planning for future programme demands — Evodia can help you access the talent that makes delivery possible. Get in touch to discuss how we can strengthen your capability and give you a competitive edge.