Why Deep Tech Companies Are Turning to Interim and Contract Talent to Stay Ahead

By Tom Kelly 


Every established industry today has one thing in common: each has its moment. That point in time where the tide turns, the fire catches and an emerging industry officially emerges. 

Although it’s not an industry in the traditional sense, deep tech is having its moment now. Companies within nearly every sector with a strong use case for deep tech – space, defense technology, renewable energy, and future mobility (e.g., EVs and autonomous vehicles – are experiencing an explosion in popularity and projecting rapid growth. 

While this expansion is excellent for traction, revenues and funding, it has also spawned an immediate challenge: hiring. Because of the nature of the work, many of these organizations are competing for the very same talent. And because of the large-scale ramp up in the level of growth and investment, they can’t wait months to hire; they need help now. 

Leaders in organizations across every one of these sectors are looking for innovative ways to solve the hiring problem, and many have turned to contract and fractional talent as a way to de-risk key hires, move quickly and take a step ahead in a race that’s becoming more intense every day. 

Before we get into why interim hires are especially attractive in deep tech right now, it’s worth starting with a view into the data on the scope of the challenge. 

 

Dissecting the “Perfect Storm” Impacting Deep Tech Hiring Today 

Any fast-growing sector experiences speed bumps, with personnel issues being a top culprit. So why does what’s happening in deep tech feel different?

  • Roles are Hyper-Specialized or High-Demand 

A recent survey of space organizations (primarily in the U.S. and UK) found that 80% of employers struggled to hire in the past, a significant increase from 61% only a few years prior.1 And close to 72% of all roles were rated “difficult” to fill. What’s making roles hard to fill exists on two extremes: three-fourths of employers surveyed said applicants lacked required specialist skills, and two-thirds said there simply weren’t enough applicants to begin with.1 In other words, roles are either too deep or too broad. 

Growing space startups and deep tech firms are all vying for the same engineers, developers, and sales experts, often competing with tech giants like Google or Amazon. Sixty-eight percent of space companies said they’re losing candidates to other sectors (like traditional tech or automotive) – a competition that has intensified significantly since 2020.1 The supply of talent simply hasn’t grown at the same rate as the sector. 

Software engineers are a perfect example of this side of the hiring crunch that organizations are facing today. While they remain in-demand across all parts of the space economy, they can easily choose jobs in other industries, making them hard to attract and hire. On the other side of the spectrum, niche experts like RF (radio-frequency) engineers can be incredibly hard to find for space companies.  

The overall supply and demand numbers tell the story best: nearly 74% of surveyed space companies are hiring for new roles, 84% expect continued hiring growth for years to come, and the space economy surpassed $600 billion in 20242 – yet the private sector space workforce grew only 1.1% during the year.3 

  • Record Funding is Fuelling the Surge 

One major driver of the hiring spike is record-breaking investment flowing into space and deep tech.  

In 2023, private space companies saw unprecedented funding in Q2 and Q3. Q2 alone witnessed a 72% quarter-over-quarter jump in space investment, reaching $6.0 billion across 91 companies – making it one of the largest quarters on record. This was boosted by big deals like the $4.1 billion private equity buyout of Maxar, which helped push 2023’s space infrastructure funding to all-time highs.  

After a brief dip, the third quarter of 2023 saw a strong rebound – space companies raised 39% more capital in Q3 than Q2 of the year, 4 far outpacing the ~7% growth in overall global venture funding. In practical terms, billions of dollars poured into space startups and projects over just a six-month span. 

When companies get funded, hiring is often one of the next immediate steps. Venture capital infusions and government contracts translate to new headcount to build products, execute projects and pursue growth. Many space and defense tech firms that closed big funding rounds in the second and third quarters of 2023 planned to ramp up recruitment toward the end of the year and into January. Historically, late Q4 and early Q1 are peak hiring periods following investment surges, as companies kick off new projects or new fiscal years. 

Fast forward to today and we’re seeing both a continuing wave of hiring from that level of investment in 2023, combined with a new era of rapid growth near the end of last year and throughout 2025.  

Naturally, this rapid growth exacerbates the talent shortage. Space investment firm Space Capital noted that there were more than 30,000 space job listings on its industry job board in mid-2023,5 including some aerospace firms that were advertising hundreds or thousands of roles at a time. And it’s not just space; rising investment in areas like clean energy tech and autonomous mobility is translating into aggressive talent hunts.

  • Cross Sector Competition is Heating Up 

While a good portion of funding is coming into the space market, talent shortages across engineering, tech and scientific roles are affecting nearly every deep tech sector. These sectors have unique challenges for hiring based on industry needs – like “green talent” for climate tech firms – but they are also competing with each other for many in-demand roles. For example, an aerospace engineer or data scientist could easily receive interest from a satellite manufacturer, an EV company, and a Big Tech firm. In the same vein, a sales director with experience selling to the U.S. government (e.g. DoD or NASA contracts) could be courted by a space startup, a defense prime contractor, and a cybersecurity firm at the same time.  

This overlapping demand means deep tech employers must get creative to fill their needs – which is where interim and contract hiring comes into play.

 

Why Interim and Contract Hiring is Working in Space and Deep Tech 

There are several key advantages that are moving more space and deep tech companies to hire contractors instead of full-time support. 

  • Speed and Flexibility 

In a sector where hiring is surging, these are often the two most important attributes to companies searching for talent. In addition to needing the right help, right now, companies also need to build agility into their processes, given how quickly things can change, both internally and in the broader market. 

A contractor (whether an independent freelancer or a hire placed through an agency) offers an option that’s both on-demand and fast. For time-sensitive projects and periods of transition, companies need interim innovators ready to drive their vision forward, and a talented temporary crew can often be secured with little to no delay. Contractors also give employers the ability to scale the workforce up or down quickly as project needs change, without long-term commitments. When the project ends, the contract simply ends – avoiding layoffs or idle staff. This agility is invaluable in space and deep tech, where program timelines and funding can fluctuate. 

  • Specialized Skills On Demand 

Contractors often bring highly specialized expertise that companies might only need for a particular phase or problem. For instance, a space company developing a new satellite may contract an Electrical Power Systems (EPS) engineer for 6 months to design a power subsystem rather than hire one permanently. Similarly, a defense tech startup could bring in a cryptography specialist or radio-frequency engineer on contract to consult on a tricky design issue.  

By doing so, companies access niche skills precisely when needed, rather than trying to recruit a unicorn full-time. This also applies to non-engineering roles, such as hiring a proposal writer with experience in NASA/DoD contracts to help craft a mission proposal on a tight deadline. Businesses benefit from contractors who are ready to hit the ground running, without needing additional training, thus meeting critical milestones despite talent shortages. 

  • Cost and Payroll Flexibility 

Bringing on a contractor is often far more budget-friendly than bringing on a full-time hire, especially at senior levels. Contractors are off-payroll – typically paid via invoices or through an agency – which means companies avoid the long-term salary, benefits, and overhead costs of an employee. This can be ideal for startups and smaller firms that need expertise but can’t yet afford full-time hire. For example, hiring a full-time senior engineer or executive can cost hundreds of thousands in annual salary, whereas a contractor is likely to charge a higher hourly rate but for a limited period (and without adding to an organization’s benefit expenses). 

Contractors can also be expensed under project budgets or Capex in some cases, giving companies a measure of additional financial flexibility. Different tax and compliance rules may also apply, which can make contracting a smoother option for short-term needs (avoiding, for instance, complications of employment law in short stints).  

Contracting converts fixed labor costs into variable costs, which is attractive when economic conditions are uncertain or when funding is milestone-based. 

  • “Try Before You Buy” and Reduced Hiring Risk 

Using interim hires allows companies to test out talent on a project basis and potentially convert them to full-time if it’s a great fit. This can essentially de-risk the hiring process, helping leaders avoid the cost and longer-term impacts of a poor permanent hire. It’s also a way to keep moving forward while searching for a perfect long-term candidate.  

Hiring an interim or fractional executive can give leaders the time and space to select the right long-term leader. Especially for leadership roles, a temporary executive can stabilize the team and execute in the interim, buying time for a more thorough permanent search. If the contractor performs well, some companies extend an offer; if not, the contract simply concludes. In a competitive market, this approach ensures critical work doesn’t stall due to unfilled vacancies. 

Given these benefits, it’s no surprise that contracting is booming in deep tech circles. A 2024 report on federal tech contractors noted that agility and on-demand skills are key to “winning the talent war” in sectors like defense and AI. Another analysis observed that after recent tech layoffs, many skilled workers are choosing freelance and contract work for greater stability and flexibility. In 2025, experts continue to urge employers to “dip into the gig pool to close the talent gap,” as freelancers and contractors can often step in faster than full-time hires.  

It’s one of the many reasons why contract hiring is increasingly being seen as more than a stopgap measure. Forward-looking organizations are approaching is as an ongoing strategic element of their talent strategy.

 

Real-World Examples: Contract Hiring Projects in Space and Deep Tech 

That all sounds great in theory, but what does it actually look like in practice? As one of the founders of EVONA, the only recruiting marketplace focused exclusively on space and deep tech, we have a privileged view into the answers to that question. 

To help others put their plans into action, we asked our clients to share a few details on their recent contract and interim hiring projects: 

Scenario 1: EarthDaily Analytics/Federal (acquired Descartes Labs) 

  • The Challenge: EarthDaily Analytics needed to hire software engineers. The roles attracted large volumes of applicants, but the process of screening resumes, running multiple interview rounds, and coordinating hiring stretched on for months. Hiring managers were spending countless hours away from their core responsibilities, creating frustration and delays in bringing the right talent on board. 
  • The Solution: Ryan from EVONA stepped in to act as an extension of the EarthDaily Analytics team. He took ownership of the entire front end of the process, handling applicant screening and proactively reaching out to his network of trusted industry talent. By immersing himself in the client’s business and culture, he was able to run detailed first-round interviews on their behalf, ensuring only the strongest, most aligned candidates made it to the hiring team. 
  • Why It Worked: The partnership allowed EarthDaily Analytics to reclaim valuable time and focus on what they do best, while Ryan concentrated on what he did best: identifying, qualifying, and presenting the right talent. With his experience and bandwidth, he was able to dramatically shorten the time-to-hire and reduce the burden on their internal team. 


 

Scenario 2: D-Orbit 

  • The Challenge: D-Orbit’s orbit’s current VP was leaving the organization, and they needed a new Director/VP of Mechanical Engineering to start in only four week. They were concerned about finding someone with a comparable level of expertise in such a short timeframe, while also requiring a very specific skillset. 
  • The Solution: Lewis from EVONA moved quickly to address the urgency while setting out a clear process to keep D-Orbit aligned and on pace. Together, they established defined dates for candidate submission, interviews, and final decision-making, ensuring there was sufficient time for a smooth handover. By focusing on candidates with highly relevant experience, Lewis was able to present a strong shortlist ready for immediate interviews. 
  • Why It Worked: Both Lewis and the client worked at the same speed from the outset, with no delays in the process. By setting expectations early and prioritizing the most aligned candidates, the collaborative team was able to move efficiently and secure a successful hire within the required timeframe. 

 

It’s an incredible time to be in space and deep tech. There’s never been more excitement around the possibilities in every sector, and the amount of innovation and growth is attracting more funding than ever before. 

This moment in time is only a great opportunity for your organization if you take advantage of it. Knowing you need to move quickly, be agile and, at least in some ways, build the shuttle while you fly it, it’s time to take another look at contract and interim hiring. 

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Tom Kelly is a co-founder of EVONA, the only career marketplace focused exclusively on space and deep tech. 

The infrastructure, technology, construction, data, strategy and sales required to bring the space economy to life all have one thing in common: the need for talented people. People to envision the plans, build machinery, hardware and software, operate and maintain complex systems and modules, bring in revenue and investment, and more. The space economy needs fuel to get off the ground, and to stay there.  

EVONA provides that critical component, connecting the right people with the organizations who need them.