Building edge-to-cloud teams for a mission-critical defence tech firm.
How we helped Rowden hire leadership and hands-on AI, product, software and infrastructure talent to power real-time decision-making at the edge.
9
Security-cleared hires made.
3
weeks
Average time to hire.
“The Cubiq team have provided great support for us at Rowden. They are really knowledgeable about the industry, and people I would turn to for any talent queries we had.”
Sophie Canning
Head of HR
Rowden Technologies
Rowden Technologies is a Bristol-based firm building edge-to-cloud technologies for defence and blue-light services, enabling government agencies, first responders and private firms to make real-time decisions in mission-critical environments.
Industry
Defence Tech, Edge AI
Discipline(s)
Software Engineering, Machine Learning, Cloud & DevOps, Product
Company Size at Partnership
≈25 Employees
Growth Stage at Partnership
Pre-seed
Brief
Rowden first partnered with us when they were a 25-person start-up, investing heavily in contractors but looking to build a core permanent engineering team.
Their first hire through us, a Machine Learning Engineer (Reinforcement Learning), proved our partnership’s value.
As they prepared for a Seed raise and renewed growth phase, they returned to us to scale permanent headcount across AI, software, infrastructure, and leadership.
Challenges
At the time of engagement, Rowden was a lean, fast-moving operation competing for deeply specialised talent in a sector dominated by large defence primes and commercial tech players.
Every hire required security clearance, and needed a background that combined technical depth with the ability to operate in high-assurance, mission-driven environments.
The company was also transitioning away from a contractor-heavy structure, so each role had to reduce external dependency and build lasting in-house expertise. Hires needed to integrate fast, and deliver immediate impact.
Approach
- The relationship began with a technically demanding Machine Learning Engineer hire, which established credibility and set a strong foundation for future collaboration.
- We then went on to place a Non-Exec Director who provided valuable leadership as Rowden entered the next phase of growth.
- As the firm grew, we worked directly with the CEO, then supported the Head of Machine Learning, and later collaborating closely with Rowden’s new internal Talent and People team to streamline hiring and share market insight.
- Early searches focused on technical and infrastructure, with later requirements centred on product, leadership and scaling engineering capacity as the company approached Seed funding.
- We framed Rowden’s work as a blend of cutting-edge AI and national impact, attracting candidates from both commercial tech and defence backgrounds.
- Our support helped Rowden move from ~25 employees and heavy contractor reliance to a strong, permanent in-house team, and we continue to support on their most technically demanding roles.
Rowden Technologies is a Bristol-based firm building edge-to-cloud technologies for defence and blue-light services, enabling government agencies, first responders and private firms to make real-time decisions in mission-critical environments.
Industry
Defence Tech, Edge AI
Discipline(s)
Software Engineering, Machine Learning, Cloud & DevOps, Product
Company Size at Partnership
≈25 Employees
Growth Stage at Partnership
Pre-seed
Brief
Rowden first partnered with us when they were a 25-person start-up, investing heavily in contractors but looking to build a core permanent engineering team.
Their first hire through us, a Machine Learning Engineer (Reinforcement Learning), proved our partnership’s value.
As they prepared for a Seed raise and renewed growth phase, they returned to us to scale permanent headcount across AI, software, infrastructure, and leadership.
Challenges
At the time of engagement, Rowden was a lean, fast-moving operation competing for deeply specialised talent in a sector dominated by large defence primes and commercial tech players.
Every hire required security clearance, and needed a background that combined technical depth with the ability to operate in high-assurance, mission-driven environments.
The company was also transitioning away from a contractor-heavy structure, so each role had to reduce external dependency and build lasting in-house expertise. Hires needed to integrate fast, and deliver immediate impact.
Approach
- The relationship began with a technically demanding Machine Learning Engineer hire, which established credibility and set a strong foundation for future collaboration.
- We then went on to place a Non-Exec Director who provided valuable leadership as Rowden entered the next phase of growth.
- As the firm grew, we worked directly with the CEO, then supported the Head of Machine Learning, and later collaborating closely with Rowden’s new internal Talent and People team to streamline hiring and share market insight.
- Early searches focused on technical and infrastructure, with later requirements centred on product, leadership and scaling engineering capacity as the company approached Seed funding.
- We framed Rowden’s work as a blend of cutting-edge AI and national impact, attracting candidates from both commercial tech and defence backgrounds.
- Our support helped Rowden move from ~25 employees and heavy contractor reliance to a strong, permanent in-house team, and we continue to support on their most technically demanding roles.
Results and impact.
Heavily reduced contractor dependency with a high-performing in-house team.
Supported scale-up ahead of securing £600m Seed funding, helping the firm grow to £20m in annual revenue.
Delivered senior hires including a Head of Engineering, VP of Product, and NED.
The company went on to be featured in The Times as one of the UK’s fastest growing tech firms.