The 5 Most Important Questions to Ask Your Executive Search Partner

The move toward global energy transition has accelerated. Maritime and global infrastructure projects are fighting to catch up. And all of this is colliding with the rapid evolution of technology and continued internationalisation of global industry. So yes, this has brought about a range of workforce challenges! In this article Adam Graves unpacks the ‘Top 5’ key issues facing organisations today from the unique perspective of a specialist talent advisor and looks at winning strategies how you can turn these challenges into opportunities. 1. Exploding demand, scarce supply Worldwide jobs in renewable energy nearly doubled over the last decade, rising from 7.3 million in 2012 to 13.7 million in 2022 (ILO). In 2023, renewable energy jobs hit 16.2 million, up from 13.7 million in 2022, an 18% year-on-year increase (Renewable Energy World). These numbers reflect strong momentum in clean energy, solar PV, wind, biofuels, and related equipment manufacturing. But the growth has not been uniform and many high-demand roles remain hard to fill. 2. Huge gaps in critical roles A McKinsey analysis estimates that by 2030 the renewables sector will need approximately 1.1 million additional blue-collar workers for building and constructing wind and solar plants (electricians, construction labourers, operating engineers). Around 1.7 million workers will be required to operate and maintain those assets. In addition, approximately 1.3 million white-collar professionals will be needed to manage, plan, and deliver projects. These gaps are especially acute in regions driving maritime shipbuilding, offshore wind, and clean energy infrastructure. 3. Compliance, mobility and global deployment hurdles Major projects are often spread across borders: shipyards in Europe or Asia, offshore energy sites, international supply chains. Hiring talent internationally brings hurdles such as visa regulation, local employment law, tax compliance, and payroll complexity. These challenges delay projects, inflate costs, and deter talent from relocating. 4. Expectations of the workforce have shifted Individuals with sought after skills increasingly expect flexibility in working conditions or location, clear career pathways, continuous learning, and alignment with values such as sustainability. In sectors like maritime or energy transition, where work can be physically demanding and regulated, failure to meet these expectations causes high turnover and recruitment bottlenecks. 5. Agility under pressure and project risks Large-scale, global construction projects whether shipbuilding, offshore wind farms or clean infrastructure operate under tight schedules and high financial risk. As demand for clean energy grows, there is little tolerance for delays. Hiring, onboarding, and deploying talent internationally can take many months in some jurisdictions, creating risks of delays or increased costs. Why These Challenges Matter More Than Ever in Maritime and Energy Transition – The energy transition is now driving policy, investment, and regulation. Governments and corporations are committing to net zero, offshore wind, solar, hydrogen infrastructure, and battery storage. All these require talent that is skilled and experienced in cross-border complexity. Maritime shipbuilding and new construction are also under pressure to deliver greener ships and retrofits while building facilities near renewable energy hubs. Clean energy infrastructure such as offshore wind and solar farms is often based in difficult geographies, which adds regulatory risk, supply chain issues, and workforce availability challenges. Long story short, if you fail to get ahead of the curve you stand to fall behind and miss the crucial investment and partnership opportunities you need to meet your goals and objectives. Turning Challenges into Opportunity – Here as 5 winning strategies you can deploy to ensure you are getting ahead of the curve in this area - 1. Do your homework Prioritise workforce planning. Build a development plan that’s set up ahead of demand, not behind it. Map where the skills gaps are, invest in pipelines, and make sure you can pull from both local and international markets when projects kick off. 2. Build the G.O.A.T hiring platform If you want world-class talent, your organisation has to stand out as an Employer of Choice. That means developing an award-winning value proposition and backing it up with a best-in-class hiring process. No excuses, no shortcuts. Access the whole market, move at pace, and make sure every hire is aligned with your timelines, values, and growth strategy. 3. Don’t fall short on Workforce Compliance – Nothing derails a project faster than getting payroll, visas, or contracts wrong. Be ready from day one. Make sure you can hire, onboard, pay, and manage people in any geography without the cost or delay of setting up entities. Compliance isn’t optional. It’s the backbone of global project delivery. 4. Learn how to Flex – Projects shift. Markets turn. Regulations change. You need to scale your teams up or down without losing momentum. Build flexibility into your workforce model so you can respond to change and stay on the front foot. 5. Harness data and insight Stop guessing and start knowing. Use market intelligence, benchmarking, and workforce analytics to make smarter hiring and retention decisions. Understand talent availability, compensation trends, and competitor moves so every workforce decision is proactive, not reactive. In Summary - The pace of change is unforgiving. Organisations that cannot solve for workforce scarcity, compliance complexity, and higher talent expectations will be left behind. At Wavecrest Talent , this is what we deliver every day: strategic workforce planning, world-class hiring capability, global EOR coverage, and flexible scaling. We turn workforce challenges into competitive advantage. To find out how we can support your next project, contact Adam Graves adam.graves@wavecrest-talent.com

"Traditional agency hiring models are too rigid and are no longer delivering sufficient value and results. Our flexible talent partnerships are built for the pace of change." The Maritime, Technology and Sustainable Energy sectors are evolving at pace. They need a forward-thinking talent partner who understands these shifting demands and can adapt quickly to provide a better service and deliver outstanding results. With decades of experience in maritime and sustainable energy recruitment, we saw the cracks in traditional models. Too slow, too generic, too rigid and focussed entirely on the transaction rather than long term impact. Wavecrest Talent was created to do things differently, we saw an opportunity to build something better. A business rooted in the following principals – We know that no two problems are the same. That’s why our pricing, delivery and engagement models are built to flex without compromising quality or impact. We really listen to our customers, and our solutions are designed around your business, not ours. We take every opportunity to collaborate proactively with our clients and we prioritise your project under a transparent working model which is led by an expert talent professional and company shareholder. We innovate relentlessly, harnessing cutting-egde technology alongside decades of experience to deliver best-in-class solutions. And that’s why clients trust us to represent their brands with credibility in the market. From executive search, embedded talent support, project-based sourcing to global workforce solutions Final thought The world is changing fast. Your talent strategy needs to keep up. If you’re ready for a partnership that moves with you, Wavecrest Talent is here to help.