The examples below show how Kinexus supports organisations across Defence and national security through contract recruitment, permanent hiring and large-scale workforce solutions.
Each case study reflects a real-world workforce challenge, the context in which it occurred, and how we supported our clients in meeting delivery requirements in highly regulated, security-cleared environments.
As demand for workers in the Australian defence industry increases and the supply of suitably skilled workers decreases, many have decided now is the time to move to contracting.
Here are some examples of times we have supported our defence industry clients in recruiting contract workers.
SUPPLYING SPECIALISTS QUICKLY
Role: ILS Engineer
Client: Defence prime contractor (land systems)
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Problem:
Kinexus' client had identified a gap in their ILS capability. Sourcing workers with ILS experience had become very challenging, and time-to-hire for permanent workers had blown out to six months. The client was working towards a major review with their customer, the Commonwealth of Australia, and needed ILS capability quickly.
Solution:
Kinexus had fostered a close relationship with an ILS engineering contractor over several years and had placed them in two contract roles in the preceding three years, each with excellent feedback. This career contractor (a worker who is solely interested in contract work) was out of work and actively looking for a new contract role.
Kinexus secured this contractor on a 12-month contract within four weeks of the client identifying the need. After this contractor started, Kinexus successfully provided another on the same project. The work undertaken by these contractors included providing ILS engineering support for a major land systems acquisition project, product development, and mentoring less-experienced ILS practitioners.
The external deadline was met, and the Commonwealth noted significant improvement since the contractors began supporting the client. Both contracts have been extended, and the contractors are enjoying the work.
SURGE SUPPORT
Role: Systems Safety Engineer
Client: Defence prime contractor (aerospace)
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Problem:
Kinexus' client was looking to establish a relationship with a supplier to support surge capability. To support surges in work, the supplier would need to provide contractors with niche skill sets.
Solution:
The first role our client needed surge support with was for a systems safety engineer in Nowra, NSW. Kinexus engaged our extensive contractor network and presented the details of a skilled contractor immediately after receiving the job brief. As a systems safety engineer with extensive experience in contractor roles, Kinexus had been tracking this contractor's career and had been in contact with them prior to the end of their previous contract.
This Sydney-based contractor was successfully placed into a six-month contract role supporting our client, a major Defence prime. The interview and placement process was managed quickly and efficiently, and the contractor started within five weeks of the initial client presentation. This NV1 security-cleared contractor was responsible for working on a helicopter aircrew training system program.
Since this initial contractor was placed, Kinexus has also supported this client with their surge capacity in Melbourne, where we placed a systems engineer. The relationship is ongoing, and Kinexus will continue to support this client with their contractor needs.
HARD TO FIND SKILLS
Role: ICT Systems Engineer
Client: Australian Signals Directorate
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Problem:
This client employs a hybrid workforce model combining permanent and contractor roles. They were seeking contract support on an essential Defence project via an RFQ process.
Solution:
Due to Kinexus's experience supporting Commonwealth departments, we are well-versed in the RFQ process. We reviewed the RFQ documents and determined that the skill set our client was seeking aligned well with someone exiting ADF. Kinexus maintains close links with security-cleared candidates currently in uniform who are planning to transition out. We build trust with these candidates, encourage them to enter the defence industry workforce, and help them succeed.
Due to our reputation in this market, Kinexus was contacted by a candidate who had heard of Kinexus' experience within Defence projects. Kinexus presented their details to the client, and the contractor was placed on a long-term systems engineering contract. Kinexus supported them throughout their six-month transition from the RAAF to their industry role.
Permanent workers continue to account for the majority of the defence industry workforce; Kinexus research shows that in 2022, 77% of workers were employed in a permanent role.
Here are some examples of times we have supported our clients in recruiting permanent workers.
FILLING BUSINESS CAPABILITY GAP
Role: Non-Executive Director
Client: International ship repair and maintenance company
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Problem:
Our client identified a gap in their ability to capitalise on potential business opportunities due to a lack of advocacy and influence at senior levels in CASG and the military.
Solution:
Kinexus understood the type of candidate suitable for this highly specialised role. The candidate needed to be skilled in senior stakeholder management, have access to the right people at senior levels, and communicate the right messages clearly and at the right time.
Kinexus undertook the assignment on a retained basis and contacted several existing contacts, many of whom were at the 2-star level.
Kinexus ran the recruitment process throughout and successfully coached the suitable candidates through several rounds of interviews. Kinexus also smoothly coordinated the atypical engagement models and pricing mechanisms associated with this type of role.
Given the calibre of the candidates put forward, our client proceeded to appoint two non-executive directors rather than the one they initially sought.
NEW LOCATION
Role: Regional Engineering and Operations Manager
Client: Multinational Defence prime contractor
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Problem:
Well established overseas, our client lacked extensive engineering capability in Australia and sought to open a new office in a major Australian capital city. Led by the Engineering and Operations Manager, this office would support the organisation's engineering effort on a range of naval acquisition and sustainment Defence projects.
Solution:
Kinexus assisted in defining this role; in consultation with the client, we provided market intelligence on the types of candidates available in the Australian market.
The Engineering and Operations Manager role required a unique mix of skill sets. The right candidate needed strong engineering management skills and the ability to set up and manage a business unit. Kinexus undertook this assignment on an exclusive basis.
To present a shortlist, Kinexus undertook an online advertising campaign. Given the role's seniority, Kinexus had well-developed networks that we were able to engage with immediately. Two of the three shortlisted candidates were contacted proactively via existing networks.
Time constraints required us to move quickly through the process while meeting the expectations of both Australian and overseas stakeholders. We managed all candidates throughout the interview process and successfully placed the current incumbent in this role.
Not only did the Engineering and Operations Manager fulfil the initial objectives for establishing the office, but the office has also grown by over 24 months, doubling in size. Overall, the organisation has succeeded in the new location and has met the requirements set by its Defence customer.
CONFIDENTIAL RECRUIT
Role: Finance Director
Client: Global defence industry prime specialising in communications and mission systems
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Problem:
Our client approached Kinexus to fill a Finance Director role created due to an internal promotion. Our client was a global Defence prime, and the role oversaw the financial operations of the Australian business unit. It was important that Kinexus ensured a sensitive approach to this assignment as the personnel changes were not widely known.
Solution:
Kinexus provided our client with an initial overview of the candidate market for director-level roles in Australia, enabling our client to shape a competitive remuneration package before going to market.
Kinexus conducted a retained search and, within four weeks, shortlisted four diverse candidates for consideration. Of the four candidates presented, three were selected for interview.
Providing the confidentiality the client needed, Kinexus ran the process to completion over a seven-week period. Kinexus ensured the process was completed in a timely manner, and the preferred candidate accepted our client's offer of employment.
When organisations face workforce growth that requires more than one or two hires at once, Kinexus offers a range of recruitment services to meet these needs.
RPO
Client: Multinational Defence Consultancy
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Problem:
Our client sought a partnership service to improve their time-to-fill, stabilise recruitment outcomes, and reduce the time managers spend recruiting
Solution:
Through a 3-week consultation period with key stakeholders, we defined a recruitment process methodology to complement their existing processes and a service-level agreement to manage mutual obligations.
In this model, we provided a dedicated on-site account manager and off-site talent manager team to handle delivery. This project was established for an initial term of 12 months and has since been extended. Recruitment volumes range between 80 and 100 over a 12-month period in engineering, ICT, project management and technical positions in Brisbane, Canberra, Adelaide, Melbourne, Sydney and Perth.
PROJECT RECRUITMENT
Client: Multinational Naval Prime Contractor
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Problem:
Our client needed to establish a new office in Australia to house their naval design and engineering capability. They did not know which location to choose.
Solution:
Kinexus produced a workforce planning report by mapping and market-testing key skill sets across two locations. We then recommended where to establish the client's naval design and engineering capability in Australia, based on the highest concentration of in-demand skill sets and cost efficiency. Also considered were the availability of both immediate and future candidates with the engineering skill set required to grow and maintain a workforce in the specified locations.
The prime chose the location recommended by Kinexus and appointed Kinexus to recruit 25 engineering and ILS roles within a five-month period.
Kinexus provided a dedicated team comprising a project manager, an account manager, and administrative support. Our service encompassed the whole recruitment lifecycle, including interviewing and all pre-employment checks.
Kinexus successfully completed the project and onboarded 25 staff within the specified timeframes.
Client: Major Service Provider
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Problem:
The client identified that strong growth was expected in a specific location. This growth would strain their recruitment function's capacity.
Solution:
Kinexus were engaged to support recruitment in that location and was initially tasked with onboarding 30 engineering and ILS professionals over a six-month period. A delivery manager was assigned to the project, tasked with requirements gathering, recruiting, and onboarding these 30 professionals, with support from the broader Kinexus staff. To achieve this, the delivery manager spent time embedded with the client to ensure that technical and cultural requirements were met.
Kinexus provided the client with up-to-date market insights and interview training for hiring managers, positioning them to assess and attract top talent. 30 hard-to-find workers were hired within the designated time frame, and the project recruitment arrangement was extended due to its success.
Client: Multinational Naval Prime Contractor
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Problem:
This prime contractor was well established overseas and had recently won a major acquisition project in Australia. They had a few processes and systems in place in Australia and required an initial recruitment phase of 30-40 positions over a six-month period to establish their Australian office.
Solution:
Kinexus provided an on-site talent manager, supported off-site by a project manager, an account manager, a marketing specialist, and administrative support. Kinexus established a candidate management system from scratch; it was handed over to the client for future use upon project completion. Full recruitment lifecycle support was provided, including processing pre-employment police and medical checks.
Due to the nature of this project, unforeseen challenges arose from time to time, but the robust reporting and escalation processes in place enabled their effective resolution. This project was successfully concluded by recruiting over 40 candidates within the agreed timeframe.
CAPABILITY STATEMENT
Learn more about how we work
The case studies above represent just a snapshot of the work we support across Defence, engineering, ICT, intelligence and emerging capability programs.
For a broader view of our services, delivery model and experience, you can download our capability statement.