How we Hire 

At Delian, we work on complex and meaningful problems with real-world impact, namely in the defense sector, delivering capabilities to government, allied, and commercial customers. Our teams bring together people with diverse backgrounds, skills, and perspectives, united by a shared commitment to excellence, responsibility, and continuous learning.

We aim to create an environment where people can do their best work, grow professionally, and contribute to outcomes that matter. Working at Delian means collaborating closely, taking ownership, and approaching challenges with curiosity and integrity.

Open Roles

Our open positions are listed on our careers page and may span different teams, locations, and levels of seniority. Each role description outlines the key responsibilities, expectations, and qualifications relevant to the position.

Role requirements may evolve over time based on business needs, and we may consider candidates for roles other than the one they initially applied for, where appropriate and with the candidate’s agreement.

Because of the nature of our work, many of our roles involve handling controlled or classified information, are subject to export-control regulations, and require the successful completion of national security vetting. We are committed to conducting our recruitment process in a way that is both rigorous in its security requirements and fair in its treatment of candidates.

The process

We aim to run a recruitment process that is fair, transparent, and respectful of both candidates’ time and the company’s needs. Our hiring approach is designed to assess skills, experience, and potential, while also giving candidates the opportunity to learn more about us, our work, and our culture.

While our recruitment process generally follows the steps outlined below, it may vary depending on the role, seniority, team, or individual circumstances. We may adapt the process where appropriate to ensure it supports the best interests of both candidates and Delian.

• Application Review

Once you submit your application, it is reviewed by our recruitment team and relevant stakeholders. We assess applications based on the role requirements, business needs, and the information provided. Not all applicants will be invited to the next stage.

If your profile is shortlisted, the recruitment process will typically include some or all of the following steps:

• Initial virtual interview (approximately 30 minutes)

A conversation with HR to discuss your background, experience, and motivation, as well as to provide an overview of the role and Delian.

• Virtual technical or role-specific interview (approximately 45–60 minutes)

A discussion with members of the hiring team focused on role-relevant skills, experience, and problem-solving approaches.

• Final interview stage

A more in-depth interview round, which may take place on-site or virtually, depending on the role and circumstances. This stage is intended to help us get to know you better and to give you deeper insight into how we work, our teams, and our culture.

Depending on the role, this stage may also include a practical exercise or assignment designed to assess relevant skills.

• Decision and Feedback

Following the completion of the interview process, we evaluate candidates against the role requirements and our hiring criteria. We aim to communicate outcomes in a timely manner, although timelines may vary depending on the role and hiring needs.

• Conditional Offer and Security Vetting (where applicable)

For roles requiring access to controlled or classified information, export-controlled technology, or secure facilities, any offer we make is conditional on the successful completion of pre-employment screening and, where required, applicable national security vetting. Vetting timelines vary by clearance level and issuing authority, and we will keep you informed throughout the process. A conditional offer remains conditional until vetting is successfully completed; where vetting cannot be completed or is not granted, we may be unable to proceed with the offer for that specific role, although we may consider you for non-controlled positions where you otherwise qualify.

How to apply

Candidates can apply through our applicant tracking system via LinkedIn, our careers page, or other application channels indicated in the relevant job listing. Certain roles may, however, be advertised on a restricted basis in view of the applicable regulatory or contractual requirements.

Applications typically require a CV or résumé and certain key information to support the recruitment process. Where applicable, candidates may also have the option to include any additional information for the hiring team through an open text field. Further details on how candidate information is processed are available in our Candidate Privacy Notice.

Candidates are expected to provide information that is accurate, complete, and relevant to the position they are applying for.

Our Hiring Principles

Throughout our recruitment process, we are guided by the following principles:

• Transparency – We strive to clearly communicate expectations, process steps, and relevant information to candidates.

• Respect – We treat all candidates with professionalism and respect, and value the time and effort invested in applying to Delian.

• Accountability – We aim to conduct our hiring process responsibly and in line with applicable laws, internal policies, and business needs.

• Integrity and Security – We recognise that the nature of our work requires high standards of personal integrity and suitability. We apply security and eligibility checks proportionately, consistently, and only to the extent required for the specific role.

Equal Opportunity

Delian is committed to providing equal employment opportunities and does not tolerate unlawful discrimination. We make hiring decisions based on qualifications, skills, experience, and business needs. Our recruitment process is designed to provide fair and consistent consideration to all applicants.

For a limited number of roles, access to controlled technology, classified information, or secure facilities is restricted to individuals who hold, or are eligible to obtain, specific nationalities, residency status, or security clearances. Where such restrictions apply, they are applied only to the extent strictly required by the applicable legal regime. Candidates who do not meet a role-specific eligibility requirement might be considered for other roles where they otherwise qualify. 

Accuracy of Information

All information provided by candidates throughout the recruitment process is used for assessment purposes and may be reviewed and cross-checked with information provided by successful candidates during the pre-boarding or onboarding phase, to the extent permitted by applicable law.

Candidates are expected to ensure that all information submitted during the recruitment process is accurate, complete, and truthful. Any offer of employment may be conditional upon the accuracy and validity of the information provided, as well as the successful completion of any required pre-boarding steps.

For roles subject to security vetting, candidates are reminded that deliberate misrepresentation or omission of material information during the application or vetting process may result in withdrawal of any offer, termination of employment, loss or refusal of security clearance, and, in certain jurisdictions, criminal liability.

Data privacy notice

Personal data submitted as part of the application and recruitment process is processed in accordance with our Recruitment Data Privacy Notice. This notice explains how we collect, use, store, and protect candidate data, as well as the rights available to candidates under applicable data protection laws. 

Pre-Employment Screening

For certain positions associated with higher levels of responsibility, access to sensitive information, or specific regulatory requirements, Delian may conduct a Pre-Employment Screening (PES) as part of its due diligence obligations. 

A PES may include verification against sanctions and anti-terror lists, checks via external databases and online research, social media analysis, and, with the candidate’s prior consent and notification, reference checks with former or current employers. Where a PES is required, candidates will be informed separately and in advance. Candidates may decline a PES; however, in such cases Company may be unable to proceed with the application for the role concerned.