Robotics and defense-tech companies face a growing challenge: finding and retaining skilled manufacturing talent. With 76% of aerospace organizations struggling to hire engineers and 56% facing shortages in trades like welding, workforce gaps are delaying critical projects. Security clearance requirements, high turnover rates, and evolving skill demands add to the complexity.
Key takeaways:
To stay competitive, companies need to rethink hiring, training, and workforce planning while leveraging automation and digital tools.
Manufacturing Workforce Crisis: Key Statistics for Robotics and Defense-Tech Companies
The numbers paint a concerning picture: a quarter of the aerospace and defense workforce is at or past retirement age. As these experienced employees leave, they take decades of expertise with them - knowledge that can’t be replaced overnight. Even with efforts like General Dynamics Electric Boat hiring over 3,600 engineers following a $1.85 billion contract modification in July 2025, critical gaps in skilled labor persist.
"What we do is so niche, it's not a typical mechanical engineering." – Courtney A. Murphy, Director of Talent Acquisition and Workforce Development, General Dynamics Electric Boat
Adding to the challenge, security clearance requirements significantly slow the hiring process. For top-secret/SCI positions, delays now average 5.5 months - up 22% since 2022. U.S. citizenship requirements further shrink the pool of eligible candidates. This is in an industry where projections suggest 1.9 million manufacturing jobs could go unfilled by 2033. Meanwhile, manufacturers also face fierce competition from tech companies for digital talent, with demand for skills in simulation software surging 75% over the past five years.
Efforts to address these shortages, like the Southeastern New England Defense Industry Alliance training over 8,000 workers for submarine shipbuilding between 2020 and 2026, have helped but still fall short of meeting demand.
On top of these hurdles, socio-economic factors complicate workforce expansion. Affordable housing near manufacturing hubs is scarce, public transportation is limited in rural areas, and childcare issues prevent many qualified candidates from taking jobs. These challenges are especially pronounced in roles requiring highly specialized, non-automatable skills, which are crucial for mission-critical projects.
As workforce shortages drain institutional knowledge, scaling up mission-critical projects adds another layer of difficulty. These projects often require unique skills that take years to develop. For example, specialized welding for defense components creates major bottlenecks in production.
Eighty-three percent of manufacturers believe smart factory technologies will reshape production within five years. Adopting these technologies requires workers to combine traditional craftsmanship with new digital skills like AI, data analysis, and simulation.
"You cannot quickly train new specialist welders. Nor can you automate that away. So now you've got a gap, and workforce planning is the answer to addressing that gap." – Michael Schlotterbeck, Principal, Industrial Products and Construction, Deloitte US
This shift has created a "skills chasm" - a disconnect between the talent available and the specific expertise needed for these complex projects. When a specialized worker leaves, the loss of their process knowledge can significantly disrupt productivity. Replacing a manager or leader in these roles can cost more than 225% of their annual salary, with the first 90 days being the most critical for retention. As manufacturing evolves, continuous workforce planning is no longer optional - it’s essential to stay ahead of these challenges.
The manufacturing industry is facing a major talent challenge. With 3.8 million jobs projected to open between 2024 and 2033 - and 1.9 million of those potentially remaining unfilled - companies need to rethink their recruitment strategies. Traditional job ads just won’t cut it when competition for specialized skills is this intense.
Casting a wide net with generic job boards often results in an overwhelming number of unqualified applicants. Instead, specialized recruitment platforms like iRecruit.co help connect employers with pre-qualified candidates who have the expertise needed for critical manufacturing roles. For sectors like defense-tech and advanced manufacturing, this platform focuses on providing candidates who meet technical and security clearance requirements.
What’s more, iRecruit.co offers a success-based pricing model, so you only pay 25% of the first year’s salary (or 3% monthly for 12 months) after a successful hire. This eliminates upfront costs and ensures you’re paying for results. By targeting qualified candidates from the start, companies can streamline hiring and build stronger, more efficient teams.
Recruitment doesn’t always have to be direct. Partnering with smaller suppliers and local organizations can significantly expand your talent pool. Many companies are adopting an ecosystem approach, working with Tier 2 and Tier 3 suppliers, community colleges, and even local governments to create regional pipelines of skilled workers.
A great example of this is the MassBridge Project, which secured a $3.2 million grant from the U.S. Department of Defense in 2023 to develop a national training model for students entering the defense industrial sector. Similarly, Ace Metal Crafts Company in Illinois collaborated with the MEP National Network (IMEC) to revamp its training program. By using master trainers to oversee all shop floor training - covering everything from safety to ERP systems - they’ve created a consistent flow of well-prepared workers.
These partnerships also allow companies to access specialized skills without the commitment of adding full-time employees. For instance, if a defense contractor needs specialized welders for a short-term project, tapping into a supplier’s workforce can provide immediate support without long-term obligations.
The traditional 9-to-5 factory shift is becoming less relevant as manufacturers explore more flexible work arrangements. In fact, 47% of surveyed manufacturers identified flexible schedules and shift-swapping as key strategies for retaining employees. These changes not only improve convenience but also open doors to talent pools that might otherwise be unavailable.
"Happy workers have competitive value. It simply makes economic sense to build a culture that will drive retention and staff development." – Dave Sweetman, Senior Manager, Industry Marketing, Workday
Flexibility also makes it easier to scale your workforce. Contract-based and project-based hiring allows companies to ramp up for large contracts without permanently increasing headcount. Once the project is complete, you can scale back without being left with excess staff. Advances in technology are also reshaping the workplace. Tools like collaborative robots (cobots), virtual reality (VR), and augmented reality (AR) enable some roles - like quality control or machine engineering - to be performed remotely. This expands your talent pool beyond your immediate geographic area.
For on-site roles, AI-powered scheduling tools offer dynamic solutions. Workers can swap shifts, manage split schedules, and gain more control over their time. This is especially appealing to groups like caregivers, students, and semi-retired workers, who represent significant untapped potential. And with 91% of apprentices staying with the employer that trained them, offering flexible arrangements during apprenticeships can help secure long-term talent while fostering loyalty.
Advancements in technology are not just speeding up manufacturing processes but also offering scalable solutions for critical projects. Over the past 30 years, robot prices have plunged by more than 50%, and the return on investment (ROI) for manufacturing robotics has improved dramatically - from a payback period of 5–8 years in the 1980s to just 1–3 years today. These cost reductions have opened the door for Industry 4.0 practices, which are transforming how manufacturing teams operate.
Take, for instance, a global consumer packaged goods company that, in 2024, invested in seven high-speed automated food-processing and packaging lines. The results? Productivity surged by 70% in processing and an incredible 280% in packaging. This leap in efficiency allowed the company to consolidate production from four plants into a single facility.
Collaborative robots, or cobots, are changing the game for manufacturing teams. Unlike traditional robots that need safety barriers and complex setups, cobots can work side-by-side with human workers on production lines. In fact, over 80% of industrial companies surveyed have either adopted or plan to adopt automation for routine tasks like palletizing, material handling, and receiving goods.
Low-code and no-code programming interfaces are making these systems easier to use, reducing reliance on costly system integrators. McKinsey highlights this shift, noting that modern robotic systems are "cheaper, more capable, and easier to integrate than the systems of the past". AI-powered machine vision systems are also stepping in to handle tasks like error-proofing, label checking, and fill-level inspections - jobs that once required dedicated quality control staff. Meanwhile, predictive maintenance, driven by sensor networks and AI, helps detect early signs of equipment wear, allowing for scheduled repairs before breakdowns occur.
For defense-tech companies, tools like generative AI and data analytics are becoming indispensable. Generative AI is being used to automate briefing documents, while AI-based supply chain analytics simulate ground conditions and inventory levels. According to BCG research, "Digital and AI mastery is no longer a peripheral advantage - it is a defining factor in operational success and strategic resilience". Unsurprisingly, 90% of government agencies now prioritize AI and data analytics as essential skills. Beyond production improvements, simulation technologies are helping refine training processes without disrupting operations.
As manufacturing teams grow, simulation technologies are proving to be a critical tool for training and testing. These tools reduce onboarding time and costs by creating a risk-free environment where workers can learn without causing equipment downtime. Over the past five years, demand for simulation software skills has jumped by 75%, reflecting its ability to quickly prepare workers while keeping expenses low.
Simulation allows workers to practice complex tasks, like logic control or programming, before handling live equipment. This is especially helpful when onboarding multiple team members at once. For roles in CNC machining, robotics programming, or quality control, simulation provides essential training without interrupting production.
The ARM (Advanced Robotics for Manufacturing) Institute has shown how effective this approach can be. In March 2025, ARM delivered a free proof-of-concept for Keystone Ridge Designs, a commercial furnishings manufacturer. This project led to the successful implementation of a new robotics system. Later that year, ARM launched a technology project aimed at accelerating submarine production by showcasing advanced technologies tailored to the Marine Industrial Base.
Simulation isn't just about training - it can also enhance recruitment. As NIST MEP suggests, "If you use advanced manufacturing technologies like simulation or augmented reality (AR) for your training, be sure to share this with potential employees during the hiring process. It can help you recruit a more tech-savvy workforce".
Augmented reality (AR) takes this a step further by enabling roles like machine engineering and quality control to be performed remotely, broadening the talent pool beyond local candidates. Agile implementation strategies are also gaining traction, allowing manufacturers to refine processes through digital simulations rather than disruptive physical trials. By quickly installing equipment, testing configurations virtually, and adapting based on real-world data, companies can save time, cut costs, and reduce risks compared to traditional automation projects.
iRecruit.co tackles the growing challenge of talent shortages in the robotics and defense-tech manufacturing sectors. With projections showing that up to 1.9 million manufacturing jobs could go unfilled by 2033 due to a lack of skilled candidates, the platform steps in with a targeted and efficient recruitment solution. For industries managing mission-critical projects, every hire is crucial - one wrong fit can derail budgets and delay timelines. iRecruit.co addresses this issue by streamlining the hiring process with its tailored approach.
Specializing in high-stakes technical roles, iRecruit.co focuses on positions vital to advanced industrial operations, such as project leadership, systems engineering, and commissioning. The platform provides companies with pre-screened, qualified candidates who meet both technical and compensation requirements. Each client is supported by a dedicated Account Manager who oversees the entire recruitment process - from defining the ideal candidate profile to finalizing the offer.
The results speak for themselves: a 90% client retention rate, over 200 completed projects, and 70+ satisfied clients. iRecruit.co aims to move quickly, targeting a 21-day timeline from the initial discovery call to an accepted offer. This speed is critical for businesses facing tight production deadlines. Additionally, the platform offers a 90-day search credit, guaranteeing a replacement hire at no extra cost if the initial candidate doesn’t work out within the first three months.
iRecruit.co offers a simple, success-based pricing model designed to scale with a company’s hiring needs. For businesses filling a single role, there’s no monthly fee - just a 25% success fee based on the first year’s salary upon hire. For companies scaling faster, the "2 Open Roles" plan charges $8,000 per month ($4,000 per role) with a reduced 20% success fee, while the "3+ Open Roles" plan costs $3,500 per role per month, also with a 20% success fee. Payment flexibility includes paying the success fee upfront as a lump sum or spreading it out over 12 months at 2% per month.
| Plan | Monthly Fee (per active role) | Success Fee (% of 1st year salary) | Payment Options |
|---|---|---|---|
| 1 Open Role | $0 | 25% | Lump sum or 3% monthly for 12 months |
| 2 Open Roles | $4,000 ($8,000 total) | 20% | Lump sum or 2% monthly for 12 months |
| 3+ Open Roles | $3,500 | 20% | Lump sum or 2% monthly for 12 months |
To maintain quality, iRecruit.co typically limits clients to a maximum of 10 active open roles per month. These pricing options provide flexibility while ensuring cost-effective hiring for critical positions.
Traditional hiring methods often fall short when it comes to filling roles in robotics and defense-tech manufacturing. iRecruit.co specializes in recruiting for positions essential to advanced manufacturing infrastructure, such as Program Directors, Senior Project Managers, Systems Engineers with expertise in MEP and critical systems, Commissioning Managers ensuring system performance, and Cost Engineers overseeing financial aspects of complex projects. These roles are the backbone of mission-critical operations, where delays can lead to significant costs.
The platform’s 21-day recruitment process ensures timely onboarding, which is vital for meeting production deadlines. This streamlined approach begins with a discovery call, progresses to candidate sourcing and screening by Day 10, and concludes with due diligence and offer extension by Day 21. For companies navigating workforce challenges in advanced manufacturing, iRecruit.co’s efficiency can make all the difference in staying on track and avoiding costly delays.
Building and scaling manufacturing teams in robotics and defense-tech demands a fresh approach to workforce development. With a projected 30% shortage in skilled labor, the industry could see nearly 4 million positions go unfilled by 2034. Companies aiming to thrive must move beyond traditional hiring practices, embracing skills-focused recruitment, automating repetitive tasks, and forming partnerships within their ecosystems.
Success lies in aligning recruitment, training, and retention efforts. Advanced tools like scheduling and simulation software can help map out career pathways, turning entry-level opportunities into long-term careers. These workforce challenges underscore the need for a revamped talent strategy.
"We're predicting a 30% gap in skilled labor. This... could represent almost 4 million new positions that will need to be filled in the next ten years." – Michael Schlotterbeck, Principal, Industrial Products and Construction, Deloitte US
This shift in strategy, paired with advancements in technology, strengthens manufacturing operations for the future. Robotics automation, for example, now offers ROI within just 1 to 3 years, allowing companies to reallocate resources toward more technical, high-value roles that appeal to younger talent. Additionally, specialized recruitment platforms simplify hiring for critical positions, reinforcing the workforce strategies discussed earlier. For companies navigating this competitive labor market, combining these approaches offers a clear path to sustainable growth.
Robotics and defense-tech companies are finding ways to address the skilled labor shortage by blending advanced technology with smart workforce strategies. One major solution is automation, which not only enhances productivity but also reduces dependence on manual labor, filling in workforce gaps effectively.
At the same time, many companies are focusing on upskilling and reskilling initiatives. These programs help current employees grow into more specialized roles while also attracting fresh talent for essential positions like engineering and skilled trades. Beyond training, creating a workplace that offers competitive benefits, clear career advancement opportunities, and a supportive environment plays a big role in keeping employees engaged and cutting down turnover.
By combining automation with targeted workforce development and employee-centered practices, these industries can build strong, adaptable teams ready to handle the demands of high-stakes projects.
Collaborative robots, or cobots, are transforming manufacturing by boosting flexibility, safety, and efficiency. Unlike traditional industrial robots, cobots are designed to work directly alongside humans without the need for safety cages. This makes it easier for businesses to incorporate them into existing workflows without significant disruptions or high costs. Cobots excel at handling repetitive or physically demanding tasks, freeing up human workers to focus on more intricate or specialized roles.
One of the standout features of cobots is their ability to adjust to changing demands. They can be reprogrammed quickly and moved between workstations, making them perfect for scaling operations as project requirements evolve. With advancements in technology, including AI and smart sensors, cobots are becoming even better at streamlining workflows. This combination of precision and adaptability positions cobots as essential tools for creating scalable, high-performing manufacturing teams.
iRecruit.co specializes in recruitment and workforce planning tailored for the advanced manufacturing sector. With a focus on industries like robotics and defense-tech, the platform is designed to help companies find and hire the specialized talent they need for critical roles, including engineers and skilled tradespeople.
By using targeted strategies, iRecruit.co simplifies the hiring process, making it easier to attract top professionals and build efficient, scalable teams. Beyond hiring, the platform supports workforce development by helping companies create initiatives such as internships and training programs. These efforts ensure a steady stream of skilled workers to meet both immediate and long-term needs. This focused approach addresses talent shortages and helps businesses maintain a strong, capable workforce in demanding industries.
