Keep your search private.
No public or search-engine-indexed candidate profile. Review the information employers can discover, with your name and contact details withheld.
IN DEVELOPMENT / UK FIRST
The talent platform for defence, secure and deep tech.
Explore relevant opportunities. Understand the talent market. Help people in your specialist community build their careers.
Candidates choose which employers can contact them and what information they share.
Why we're building itThe service below is in development. Registration is not open yet.
DEFENCESECUREDUAL USEDEEP TECH
WHY WE'RE BUILDING QUIETMOVES
Built by people
who do the hiring.
QuietMoves comes from hands-on experience in in-house Talent Acquisition: researching difficult hires, advising hiring managers and working through the gaps in the information available.
If you've tried to hire someone with a particular mix of technical experience, you'll know how difficult it can be to get a useful picture of the market.
What should the role pay? Where are the people with that experience? Would they consider the location or working arrangements? Could someone from another field do the work?
Agency networks, job boards and LinkedIn can all help. Each shows part of the picture, and the information isn't always detailed, current or easy to compare.
We're building a better information base for those decisions, bringing together employer demand, candidate preferences and specialist knowledge. Sources, dates and gaps in coverage should be clear.
FOR CANDIDATES
Your experience.
Your choice who sees it.
Connect directly with employers interested in your specialist experience, without publishing your CV or announcing that you're considering a move.
Choose who can contact you.
An employer requests an introduction. You see who is interested and decide whether to accept. Joining won't give employers your phone number.
Deal directly with employers.
No agency middlemen. Choose what to share with each employer; your CV won't be circulated or submitted on your behalf without your approval.
More about candidate control
You can explore options before committing to an application. Set out the work, location and working arrangements you would consider.
You'll review your profile before it becomes available for discovery. Technical experience can contain identifying clues, so withholding a name alone cannot guarantee anonymity.
Our planned process: describe your experience, review what employers see, then approve individual employer requests.
FOR HIRING TEAMS & FOUNDERS
Make hiring decisions
with better information.
Useful to experienced TA teams and straightforward for busy founders. Research the market, assess relevant experience and request introductions to interested candidates.
Advertise a vacancy or start a conversation.
Advertise your vacancy to candidates whose profiles and preferences are relevant to your requirements. They choose whether to apply.
Or search profiles, with our help if you need it, and request a conversation directly. The candidate decides whether to accept and what to share.
Understand the market behind your vacancy.
Our aim is regularly updated information on pay, skills, locations and hiring activity, with sources and dates so you can judge its relevance to your business.
See what has actually been checked.
Planned verification will distinguish candidate statements from independently checked claims, showing what each check covered, when it happened and its limitations.
Prepare for a useful interview.
Planned interview questions and prompts will draw on your requirements and the candidate's profile, helping you explore their experience and approach to the work.
More about hiring and verification
Connect directly with candidates who approve your request. No unsolicited agency pitches through the platform. Your team sets the requirements and decides who progresses.
Clearance information will distinguish candidate declarations from checks through authorised channels. We have not established a clearance-checking service; a recorded status would not guarantee transfer or suitability for a role.
Market information should distinguish advertised salaries from accepted offers, vacancies from confirmed hiring, and relevant experience from willingness to move. We won't infer candidate availability from a public profile.
As coverage grows, we want to help teams investigate hiring options before a vacancy is approved, including experience from adjacent technical fields.
FOR SPECIALIST COMMUNITIES & EDUCATORS
Help your community find work
that values their expertise.
You know your discipline and the people in it. Give them useful careers support without having to build and operate a recruitment platform yourself.
Bring relevant opportunities together.
Reduce the time spent collecting vacancies and sharing links. Help shape how experience is described, so employers and candidates can see the distinctions that matter.
Give more specific careers guidance.
Build useful information on roles, pay and employer requirements. Help an individual understand where their experience could fit and what they might need to learn.
Connect education with career goals.
Curate relevant courses, practical projects and development resources. Explore agreed revenue sharing from employer services or education referrals, with commercial relationships disclosed.
More about community partnerships
The proposed split is straightforward: QuietMoves handles the platform and administration; partners help shape and review their specialist area. The actual workload, influence and commercial terms need to be agreed.
A partnership would not mean handing over a member list. Use of your name, contributed material and community information would be agreed, alongside ownership and exit terms.
Educational recommendations should explain their relevance. Paid placement and referral fees should be visible, and member benefit should be measured alongside revenue.
THE WIDER CONTEXT
The same questions reach
across sectors.
Defence investment, deep tech funding and cyber hiring all depend on particular combinations of skills. These figures describe different parts of that picture.
DEFENCE WORKFORCE
82,000workers by 2035
Estimated combined growth and replacement demand across 14 priority UK defence occupations.
Skills England / MOD, updated October 2026. An uncertain projection, not a count of current vacancies.
Read the assessment ↗SEMICONDUCTOR INVESTMENT / 2026
$1.59bnraised January–September 2026
Investment raised by UK semiconductor companies in the first nine months of 2026, already an annual record in the HSBC / Dealroom update.
A specific deep tech funding indicator, not a total for all deep tech or a measure of vacancies. Source: UK Innovation Update, Q3 2026.
Read the Q3 2026 update ↗CYBER SECURITY HIRING
53%of recruiting businesses surveyed
Reported at least one hard-to-fill vacancy among cyber security businesses that had tried to recruit.
DSIT's 2026 study. Difficulty varies by specialism and experience, despite a broader shift towards an employer's market.
Read the skills study ↗LOOKING INTO 2027
Follow the investment. Check the hiring.
On 15 October 2026, the British Business Bank announced £180m of commitments across six AI and deep tech funds, spanning early-stage and growth investment. Those funds had collectively raised over £1bn.
Our outlook: new funding can support future recruitment, but demand will vary by company, discipline and location. We want to track where it becomes confirmed hiring, and what experience employers need. This is our assessment, not a numerical jobs forecast.
Read the October 2026 announcement ↗These sources use different definitions and periods. The figures cannot be added together to estimate one market. QuietMoves' own coverage will need to be measured and its gaps made visible.
EARLY ACCESS
Starting in the UK.
Built with the people who use it.
Registration is not open yet.
The first signup will register your interest as a candidate, employer or community partner. Profiles and introductions will follow.