The regulatory complexity you mention really resonates - we've faced similar challenges in general software development, especially when we're building products that touch sensitive data or need compliance certifications. What I've learned is that those "adaptive pipelines" you're building are gold, because the ability to quickly pivot hiring strategies based on changing requirements is what separates strategic talent teams from order-takers.
The meaningful work angle is interesting though - I've found that while it's a great retention tool once people are here, you're absolutely right that it's not always enough to pull top talent away from the compensation packages at big tech companies. Sometimes the most effective approach has been finding candidates who are already primed for a change rather than trying to convince the perfectly content ones.