GETI 2026: Traditional energy
Ageing workforce and declining mobility challenge oil & gas sector’s talent pipeline.
- Salary optimism remains high, but pay growth flatlines for traditional energy professionals
- AI uptake in traditional energy rises to 45%, but remains slower than other sectors
- Willingness to relocate hits new low, increasing the challenge for securing talent globally
London, UK 4th February 2026
The tenth annual Global Energy Talent Index (GETI) 2026, the world’s leading energy workforce trends report, reveals that the traditional energy sector is struggling to keep up with a shrinking talent pool, as a fewer percentage of young people enter the workforce, experienced professionals are harder to find, and global mobility declines.
While AI adoption remains slower than other sectors, AI is being used to support career development. However, retaining existing talent and attracting new professionals remain key hiring challenges for 2026 and beyond.
Salaries and an ageing workforce
Produced by Airswift and supported by Energy Jobline, the report shows that 50% of professionals and 60% of hiring managers say that pay has increased in 2025. However, while salary optimism remains strong, growth has slowed compared to previous years. 67% of professionals expect pay increases next year, down from 71% in 2025.
The workforce also continues to skew older: professionals aged over 45 now comprise 48% of the workforce, while the share of professionals aged 25 to 34 has declined to 19%.
James Allen, CEO at Airswift says: “The ageing workforce challenge is becoming increasingly urgent to address as traditional energy organisations are struggling to make hires with the right technical expertise and experience. With only a third of hiring managers actively recruiting graduates to build their talent pipeline, there is an opportunity for the sector to do much more to secure the people it needs.”
Global mobility
The report indicates a decline in global mobility, with only 75% of traditional energy professionals now willing to relocate for work – down from 80% in 2025 and 89% in 2022. Preferred destinations have also shifted, with the Middle East and Europe now sharing the top spot (25% each), while Asia has remained steady at 16%.
Jayden Wallis, President ASPAC & Airswift Resourcing at Airswift adds: “The Middle East is investing trillions of dollars to diversify their economies and are lowering barriers to entry so that organisations can secure the talent they need to deliver an ambitious pipeline of projects.”
AI and career development
Over the last three years, AI has had a significant impact on the energy industry. Now, 45% of traditional energy professionals use AI in their role – a 187% increase since 2024 (24%). However, 30% of professionals still do not use AI to support career development.
Despite concerns that AI could replace some engineering and technical operations roles, 50% of the hiring managers say that these are the roles they struggle the most to recruit for. To address these hiring challenges, hiring managers are changing recruitment processes and revising role requirements. Nearly half of hiring managers are improving learning and development programs with a further 45% using AI and automation to ensure its company has the skills it needs.
Wallis says: “Hiring managers are increasingly struggling to recruit experienced professionals, while a smaller percentage of younger talent is entering the workforce. With the cost of boomerang professionals – those returning post-retirement on a contractual basis – rising, companies need to be proactive in addressing the talent gap. Investing in retention and attracting younger generations will be essential for closing the gap and securing the talent needed for the future.”
