Hiring in Deep Tech: Why it’s hard and what to do about It
Hiring in deep tech isn’t like hiring anywhere else.
You’re often looking for rare combinations: deep technical expertise and commercial awareness, research rigour and startup agility. Add to that niche skill sets, intense global competition, and the need to align on mission and it's no wonder many deep tech companies struggle to find the right people.
So what can you do?
Get clear on what really matters. Prioritise core competencies and potential over the “perfect” resume. Deep tech roles often require steep learning curves. Look for evidence of learning, problem solving, and adaptability.
Sell the mission, not just the role. Top candidates want purpose. Make sure your vision, impact, and long-term goals are front and centre especially if you’re competing with big names or bigger salaries.
Bridge the tech–non-tech gap. Invest in clear, human-centred job briefs and interview processes to help candidates connect with your opportunity and business.
Be realistic about compensation, and get creative. You're not going to be able to compete on salary with corporates or overseas giants. But you can compete on mission, ownership, and growth. Be transparent about equity, funding stage, and roadmap. And consider other levers: flexible work, learning opportunities, or direct access to founders. Build an offer that speaks to values, not just numbers.
Define your hiring priorities based on business stage. What you need at seed stage isn’t what you’ll need post-Series A. Early on, you might prioritise versatility and problem solving e.g. people who can build, test, and pivot fast. As you grow, it becomes more about specialisation, systems thinking, and scale. Don’t default to hiring for prestige or pedigree, hire for fit with where your company is and where it’s heading.
Partner wisely. Find recruitment partners and advisors who genuinely understand the deep tech space. A generic approach won’t cut it when you’re hiring for roles that don’t exist in traditional industries.
The talent is out there, but in deep tech, finding and winning the right people takes focus, creativity, and a strong story. It also takes intention. Know what stage you're at, what really matters in a hire, and how to communicate your mission clearly.
