By
Nathalia Duarte
February 16, 2026
Updated
February 16, 2026
Renewables insights from the 2026 GETI Report
Since its inception in 2017, the Global Energy Talent Index (GETI) Report has shared insights from thousands of professionals to create a comprehensive map of the energy landscape, providing companies with the knowledge to innovate their skill sets and secure top talent.
This year’s GETI report reveals that renewable professionals are increasingly using artificial intelligence (AI) to accelerate career development and bridge skills gaps.
Interest in international mobility continues to decline, and competition for experienced talent is reported as the biggest recruitment challenge by hiring managers.
Below are the key trends for the renewable energy sector, grouped under Future of Energy.
The clean energy transition has led to salary increases for the renewables sector
Renewables-sector salaries keep rising amid the clean energy transition. Half of the professionals (51%) reported a pay rise in 2026, compared to 48% in the past year. Of those employees, 20% received a salary increase of 5% or more. Only 4% report a pay decrease.
Hiring managers are slightly less optimistic as organisations are rebalancing spending between people, projects and digital technologies. 59% say pay has increased on average, compared to 61% in 2025.
That said, those reporting that pay has risen by more than 5% continue to slide, falling from 45% in 2024 to 37% this year.
Workers in the renewables industry are optimistic about their salaries, with 72% anticipating a raise this year.
James Allen, CEO of Airswift, says:
The global economy is volatile, and some companies are taking protective measures to cap spending. Others are reallocating capital from human resources to AI. But human expertise is vital for successful AI implementation, and this trend should reverse as the AI hype dissipates.
Learn more about these insights by downloading the 2026 GETI report
The interest in relocation is shifting for renewables professionals
While the percentage of employers offering cross-regional transfers has risen from 48% in 2022 to 59% in 2026, the percentage of professionals who would consider relocating has fallen sharply. Now, only 71% would consider relocating, down from 86% in 2022 - the lowest level recorded to date.
Europe remains the most attractive destination (35%), and the Middle East continues to grow in appeal. Meanwhile, interest in North America has declined year-on-year amid policy uncertainty and shifting investment patterns. James Allen says:
The Trump Administration’s wide sweeping changes have created uncertainty and instability which is reflected in the decline in NorthAmerica’s attractiveness as a place to work. Companies are reallocating capital out of the US and into Europe and this will increasingly reflect in the job opportunities on offer.
AI adoption accelerates across renewables workforce
AI adoption within the renewables workforce has almost doubled since 2024, with 60% of professionals now using AI in their roles. Around 80% are also leveraging it to support career progression, such as working at a more senior level and building new skills to address internal capability gaps.
Despite this growth, concerns persist about AI’s long-term impact on early-career opportunities. While 38% of professionals believe AI may reduce entry-level roles, 23% feel it is either increasing these opportunities or having no significant impact.
Airswift CEO, James Allen, observes:
Organisations must be intentional in retaining early career paths while continuing to collaborate with educational institutions to promote STEM and inspire young people about the fantastic careers on offer.
In response to hiring challenges, nearly a third (32%) of hiring managers say they are introducing or expanding graduate recruitment. A further 31% are engaging in school or college outreach, with 26% participating in STEM initiatives. Many are also adapting their approach, with 30% revising recruitment processes and 29% updating role requirements.
Clear career development plans remain a critical priority
A lack of a clear career path continues to be a major driver of dissatisfaction across the workforce. Last year’s GETI identified this as the leading reason professionals felt unhappy in their roles, and this year’s findings suggest limited progress.
Fewer than half (48%) of professionals currently have a career development plan in place. Meanwhile, 23% say they need to create one themselves, 8% need to develop a plan with their employer, and 5% are still waiting for one to be provided.
Industry training remains the most valued (55%) and most widely offered (40%) development option. However, a significant gap exists between what professionals want and what employers provide.
Nearly half (47%) of professionals value extended formal training, such as certificates, diplomas, and higher education qualifications, yet only 26% of employers offer it. In contrast, in-house training is more commonly provided (34%) but is valued by fewer professionals (27%).
James Allen adds:
Although many organisations have implemented back-to-office policies, candidates continue to prioritise the flexibility introduced during COVID. This directly affects both the talent pool and the roles candidates are willing to consider. While many professionals want to move roles to progress their careers, fewer are prepared to compromise their work–life balance to do so.
Download the full GETI report
Would you like to learn more about the trends expected to shape the renewable energy industry in 2026? Get all the latest insights and information on trends across the rest of the energy industry in the 2026 GETI report. Download it today.
