GETI 2026: Transitional energy
Transitional energy salaries remain positive as AI adoption increases by 180% since 2024.
- Salaries remain positive, but pay growth slows for transitional energy professionals
- However, skills shortages remain acute, particularly in engineering and technical operations roles, which are the most challenging positions to fill
- Willingness to relocate hits new low, compounding global talent retention issues
London, UK 4th February 2026
The tenth annual Global Energy Talent Index (GETI) 2026, the world’s most established and comprehensive energy workforce trends report, reveals that while transitional energy salaries remain positive, hiring managers are struggling to recruit, particularly for experienced professionals. The sector is also facing mounting workforce pressures as global mobility declines and over half of professionals report not having a development plan.
Global mobility
The proportion of professionals considering international relocation has fallen to a new low of 69%, down from 74% in 2025 and 87% in 2021. Europe remains the most attractive destination for those willing to move (32%), followed by the Middle East (17%), while interest in North America has declined from 19% to 14%.
Céline Gerson, Group Director Americas, Fugro, comments: “Nuclear power is making a comeback, approvals of new gas-fired power is rising, and record investments are being made in grids and storage; the demand for transitional energy talent is at an all-time-high. These are highly complex projects, and a smaller, globally mobile talent pool could create talent scarcity leading to increased time to hire and higher compensation or at worst, delayed project timelines.”
Salaries
Pay optimism remains high with over half (53%) of transitional energy professionals reporting a salary increase in the past year, broadly in line with 2025. Looking ahead, 73% of professionals expect their pay to rise in the coming year, although expectations for increases above five per cent have softened.
James Allen, CEO of Airswift, says: “Against a global backdrop of instability, some organisations are evaluating whether to switch to performance-based pay, which could change the spread of increases next year.”
Attracting and retaining talent
Competition for transitional energy talent has risen slightly this year, with professionals being approached 6.26 times on average for new roles. Most professionals (85%) would consider switching roles, with career progression cited as the primary motivator. However, this year’s survey found that just over half (52%) of professionals have a professional development plan.
Gerson says: “Higher education can be a helpful component of any upskilling strategy but for it to be investable it needs to be part of a continuous and purposeful roadmap of learning that is closely tied to the organisation’s specific needs.”
Career development and AI adoption
AI continues to have a growing impact across the transitional energy workforce. Over half (54%) of professionals now use AI in their role – a 180% increase since 2024 – with a further 10% expecting to begin using it within the next six months.
From an employer perspective, 49% of hiring managers say they are deploying AI and automation to ensure their organisations have the skills they need, while 46% are investing in improved learning and development programmes. However, skills shortages remain acute, particularly in engineering and technical operations roles, cited by 53% of hiring managers as the most challenging positions to fill.
Gerson says: “The reality is that technological changes are outstripping the pace of skills development and AI tools are only as good as the change management that supports them. Hiring or nominating digital evangelists who act as the bridge between AI and technical expertise can accelerate adoption and ensure tools deliver value where it is needed most.”
