The race for quantum talent is heating up – what are you doing to stay ahead?

Quantum computing has moved from theoretical to tactical. With government-backed investment, VC interest and early commercial traction accelerating, the next bottleneck isn’t the tech – it’s the talent.
 
And the competition is fierce.
 

The demand is outpacing supply

Globally, quantum computing job postings increased by over 80% in the past two years, while the number of qualified professionals is rising at a far slower rate. In the UK alone, more than half of quantum employers say hiring is slowing down their progress – particularly for roles in quantum algorithms, cryogenic engineering, and quantum software.
 
Many candidates are still coming from academia – but not all are commercially ready. That’s where many companies are struggling.
 

What the frontrunners are doing differently

The organisations pulling ahead in this hiring race aren’t just offering higher salaries. They’re:
 

• Creating defined career pathways out of academia with tailored onboarding and hybrid R&D roles.
• Building cross-disciplinary teams – pairing physicists with software engineers, data scientists, and hardware specialists.
• Actively engaging with early-career talent – through postdoc sponsorships, internships, and open innovation challenges.

 
If your hiring strategy still relies on a job spec and a LinkedIn post, you’re already behind.
 

How to stay ahead of the curve

Getting ahead in this space means treating quantum talent like the rare asset it is. You need:

• Clear role design that speaks to both commercial goals and cutting-edge research.
• A talent partner who understands the nuance of the field and can access niche networks. (Like IntaPeople)

 
At IntaPeople, we specialise in recruiting for highly technical STEM roles – finding people who don’t just tick a box but actually drive innovation forward. Whether you’re scaling your quantum team or making your first critical hire, we can help you stay in front.