​Published 20 October 2025

​

Teledyne Space Imaging and the wider Teledyne Group have seen significant growth recently. What has driven that expansion?

Teledyne as a whole has been doing very well, both in terms of profit and new business. To support that growth, we wanted to bring together a more unified approach to recruitment. I worked with our VP of HR, Jason Connell, to take an existing talent acquisition team and expand their talent acquisition scope and support other Teledyne segments. Many of the roles we recruit for share similar skill sets, so this more coordinated approach helps us identify the best candidates across the company in a consistent way.

What new recruitment methods or tools are you using?

We use a mix of virtual and in-person methods including online platforms to conduct interviews, and we also attend a wide range of careers fairs across the US and internationally. We are also using AI to improve processes within our businesses. Our recruiters participate in national events such as the Society of Women Engineers, National Society of Black Engineers, and Society of Hispanic Professional Engineers. These events aren’t just about hiring — they’re about brand awareness. They help people understand who Teledyne is, what technologies we’re developing, and why we’re such an exciting place to work.

Do you find it challenging to recruit for technical roles?

It can be tough because the skill sets we need are often highly specialised, but our outreach and branding at these local and international events are paying off. Beyond direct hires, these events are invaluable for helping graduates and engineers learn about Teledyne and what we do. That visibility makes a big difference.

Teledyne has a reputation for retaining people long term. Why do you think employees stay?

I think it’s a mix of leadership, culture, and opportunity. Good managers have a huge influence. When employees feel supported and see that their manager cares about their career development, they’re far more likely to stay. Teledyne also encourages internal mobility. If someone wants to learn new skills or move into a different area of the business, we support that. We’d rather see them grow within Teledyne than take their experience elsewhere.

Does Teledyne offer relocation support for specialist roles?

Yes. We understand that sometimes the right candidate isn’t located relatively close to the location we are hiring for. Depending on the situation and position, we may offer a lump sum relocation allowance or a full relocation package through a professional provider. This can include help with moving household items, temporary housing, and even home-finding assistance for families relocating internationally.

Are you open to hiring people from other industries who haven’t worked in the space sector before?

Absolutely. For us, it’s all about skills and capability, not necessarily prior space experience. Prior experience is important, but not the only factor when hiring. Many roles have transferable skills from engineering, manufacturing, or other technical fields that would be important to Teledyne. Whether you’re a new graduate or a 30-year industry veteran, what matters most is the value you bring to the position.

What opportunities does Teledyne offer for students and graduates?

In the US, we run internship and co-op programmes that allow students to gain practical, hands-on experience while continuing their studies. It’s a win–win. Students build real-world skills, and we get to work with talented individuals who already understand our business when they join full time. In the UK, Teledyne offers a similar opportunity through the Teledyne Academy, an established apprenticeship and training programme based in Chelmsford. The Academy provides early-career professionals with technical training, mentoring, and industry experience, helping to nurture the next generation of engineering and technology talent.

How many job openings does Teledyne typically have?