Uncovering untapped talent
In 2023, Leonardo began its partnership with social impact tech company WithYouWithMe (WYWM), adopting a skills-based approach to talent management and recruitment. This involved skills mapping and developing a taxonomy whereby roles across all levels were defined by the skills and competencies required.
Since then, several people have been recruited into Leonardo’s UK cyber and security business through a contract-to-permanent employment model. This enables us to test out talent before committing long-term, ensuring they are a good fit for the role and the company. For the individual, they can assess whether the role, business and culture align with their personal aspirations, resulting in a smoother transition into permanent employment.
Nerys Thomas, Vice President of Talent Development, Inclusion and Change, explains: “We have made a conscious transition away from determining internal or external candidates by traditional criteria – such as job titles and qualifications – to placing the emphasis on what existing and potential skillsets each person has or could develop.
“Using the WYWM ‘Potential’ platform has enabled us to identify talent within the company and from outside who might have been previously overlooked, because of outmoded recruitment practices.”
Opening new doors
Two of the people in the first cohort who have come through the programme are Laura McKeeman and Adam Hodges, both of whom are now full-time employees in Leonardo’s UK cyber security team after contracting for an initial 12-month period.
Reflecting on the process, Laura, who previously spent 19 years in the Police and ultimately wants to transition into a management or leadership position, says: “The WYWM aptitude and psychometric testing highlighted my strengths in a professional capacity, including how I communicate and how I would fit into a team. From this testing I knew I wouldn’t thrive in a start-up company; I needed the structure of a well-established organisation, which is why I am enjoying life in Leonardo.
“Using the assessments to match the right people to the right type of business – taking into account culture fit, business goals, strategies and growth efforts – means people end up staying longer with a company and having a much more rewarding working life. Both business and employee can thrive.”
Adam, a 23-year veteran of the Royal Air Force, now feels fully embedded within Leonardo. “I never considered a career in cyber security, but when my WYWM assessment results pointed me in that direction, I decided to go along for the ride. That journey led to a career pivot I never anticipated – one that has been both rewarding and fulfilling – discovering a path I wouldn’t have explored otherwise. It has opened doors to incredible opportunities at Leonardo.”
Operations-to-Engineering Programme
Responding to the results of a UK-wide employee survey which highlighted a requirement for more career development opportunities, and seeing the success of the WYWM model in identifying and recruiting external candidates, the company decided to apply the methodology internally by introducing the innovative ‘Operations-to-Software Engineering Internal Mobility Programme’. It is now transforming Leonardo’s approach to career development and inclusion of its existing staff, opening pathways for them to explore new roles within the company.
Spearheaded by Nerys, this internal mobility programme aims to empower employees in operational roles by providing them with opportunities to transition into engineering careers. It has already been recognised for its impact and is a finalist in the ‘Social Mobility Initiative of the Year’ category at the prestigious British Diversity Awards 2025.
Focusing on natural strengths and learning potential
WYWM’s aptitude testing and psychometric assessments are used to identify employees’ natural strengths, including their affinity for learning new skills outside of their existing career path or experience. The hour-long tests require no prior experience and are designed to be accessible to anyone with GCSE-level education or above. They focus on identifying natural strengths and learning potential, making them suitable for individuals from all backgrounds, and are designed to evaluate cognitive abilities, problem-solving capacity, and the potential to adapt and excel in several different digital careers. By aligning these assessments with employees’ learning capabilities, the programme ensures those who show the potential for success in engineering can access the training and opportunities needed to thrive in the field.
The pilot programme has been carried out with the Operations team at Leonardo’s Luton site, offering those with strong aptitudes for digital roles the chance to undergo a year-long engineering secondment. If successful, this secondment could lead to permanent roles within Leonardo's software and firmware engineering departments.
The aptitude and psychometric tests are particularly valuable in this context, as they allow for a more objective and inclusive approach to selecting candidates, focusing on potential rather than past experience or qualifications. This approach breaks down barriers for employees who may not have had access to traditional digital education but demonstrate a strong desire and capability to develop new skills.
Initial assessments are followed by culture fit interviews, where resilience, ambition and personality are prioritised over traditional technical qualifications, creating an inclusive and supportive selection process.
Transformational opportunities
Three individuals were successful at interview and have since started their training in software and firmware engineering. Among them is Jason Short, a Manufacturing Technician who always aspired to become an engineer but lacked opportunities for progression.
“Becoming an engineer has always been my main goal. However, at the other companies I’ve worked for, I wasn’t given the opportunity. That is why this programme is such an amazing chance for me to achieve this goal with support from Leonardo to develop the skills I need,” explains Jason, who sees it as a life-changing opportunity.
Over the coming years, he aims to develop into the best engineer he can be, learning from colleagues and utilising all available resources. He believes the programme has not only advanced his career but also strengthened his confidence in his future at Leonardo.
“Being offered this role has given me a great confidence boost. There is no end to where I can go now! I feel I can achieve anything I put my mind to. Having the support of the company and their belief in me has really helped and made me think I can do this.”
Echoing Jason’s enthusiasm for the programme, Nerys adds: “This scalable internal mobility model not only advances the career prospects of employees, but also strengthens the company’s diverse talent pipeline, promoting a workforce that is truly reflective of a wide range of backgrounds and perspectives.
“With plans to expand the programme to reach more employees in different departments in the near future, we are redefining how career opportunities are created, breaking down barriers and paving the way for long-term, sustainable talent development.”