Category: Aerospace, Defence & Security

Executive search in the defence sector is frequently treated as a variation of any other senior leadership hire. For many boards, that assumption is where problems begin. Defence organizations operate under a unique set of pressures. Government procurement rules, national security considerations, export controls, long program timelines, and shifting geopolitical realities all shape how leaders make decisions. Add rapid technological change and a complex web of stakeholders, and the tolerance for misalignment becomes very small. Despite this, boards often default to hiring frameworks borrowed from commercial industries that do not face the same regulatory depth or public scrutiny. The candidates

Canada’s defence industry is entering a time where leadership capacity is under a real strain. As expectations around capability development, innovation, and international engagement increase, the pool of senior leaders with the experience to manage that complexity has not expanded at the same rate. The result is a widening leadership gap.  This shortfall creates real operational and strategic exposure for Canadian defence firms. It is not the result of weak technical capability or a lack of commitment within the sector, but rather the outcome of demographic change, shifting leadership requirements, and long-standing approaches to developing and recruiting senior talent. An