The energy and power sector is a vital industry responsible for the generation, transmission, and distribution of electricity, as well as the exploration, production, and distribution of various energy resources. It plays a crucial role in powering industries, homes, and communities, driving economic growth, and supporting modern lifestyles.
In this industry, making good hires is paramount to success. Identifying and hiring skilled professionals with expertise and transferable skills in energy production and emerging energy sources such as solar, wind, hydro-electricity, geothermal, bioenergy and energy derived from waste are critical to project and green objective success.
Recruitment agencies specialising in the energy and power sector play a crucial role in sourcing and connecting these skilled professionals, enabling organisations to build competent teams that can meet the growing energy demands, drive innovation, and contribute to a more sustainable future. By partnering with agile and experienced energy and power agencies, organisations can navigate the challenges of the sector, drive efficiency, promote renewable energy adoption, and contribute to global energy transition efforts.
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20+ years of experience. We have been operating in the energy and power markets since 1993.
Our in-depth knowledge and understanding gives us the ability to cover the full project lifecycle.
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Energy and Power
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The HS2 project remains one of the most ambitious infrastructure programmes the UK has ever undertaken. But alongside the promise of faster journeys and stronger regional connectivity comes a reality many in our sector are already feeling—years of disruption across vital parts of the rail network, particularly in and around Southern England.
Charfield’s Railway Revival: First Station in 60 Years Brings New Opportunities
After months of essential engineering work, the historic Blackheath Tunnel in southeast London has officially reopened—marking the end of a major £10 million upgrade project that promises to make journeys safer and more reliable for passengers.
UK infrastructure is facing a talent crisis. With a projected £750 billion investment over the next decade in areas such as rail, energy, roads, and flood defences, the pressure on skilled professionals from engineers to site supervisors has never been greater. Yet despite record funding, without strategic workforce planning, these bold ambitions may falter at the execution stage. Labour shortages are already causing average project delays of three to six months, with nearly 61 percent of engineering employers struggling to find candidates with the right expertise. The root cause is clear: infrastructure delivery is talent-intensive. Workforce scarcity directly translates to higher costs, fragmented schedules, and diminished quality. With nearly 40,000 vacancies in construction and engineering roles ranging from welders to high-voltage specialists and a wave of retirements ahead, the capacity to deliver complex schemes is being eroded. Even robust governance frameworks, such as those outlined in the IPA’s ‘Construction Playbook’, hinge on deeper succession and capability planning elements that cannot be ignored. Consider the A9 dualling project in Scotland or the Thames Tideway Tunnel in London, both critical infrastructure schemes that have been repeatedly delayed. The A9 upgrade was postponed from 2025 to 2035, partly due to shortages of civil engineers and project managers. And the Tideway Tunnel, a £4.2 billion sewer project, encountered setbacks when specialist technicians became unavailable. These cases illustrate the stark reality: even well-funded, high-profile projects stagnate when the right people aren't in place. That is where strategic workforce planning comes in. It’s about more than hiring; it’s proactive: predicting demand, developing talent pipelines, and deploying teams before crises emerge. Organisations must understand which skills are needed, when, and in what quantities, ensuring every phase from initial design to commissioning is staffed with fully competent professionals. At Deploy, we specialise in embedding that strategic foresight into your talent strategy. Our consultants create end-to-end workforce roadmaps aligned with project timelines and skill requirements. Through talent forecasting, succession planning, and targeted sourcing, we help clients access hard-to-find engineers, technicians, project controllers, and site leads, and keep those roles filled through to delivery. For example, we recently worked with an energy network operator facing a shortage of high-voltage engineers ahead of a major substation upgrade. By identifying the skill gap 12 months before project start, deploying bespoke training partnerships, and sourcing both experienced hires and apprentices, we secured a full complement of experts, avoiding costly delays. The future of UK infrastructure depends on two interlinked pillars: capital and capability. Funding alone will not deliver HS2 extensions, renewable energy deployments, or 1.5 million new homes. But with strategic workforce planning, supported by partners like Deploy, organisations can bridge the technical talent gap and build projects with resilience from day one. If you’re preparing for your next infrastructure milestone, talk to Deploy. We’ll help you forecast talent needs, secure specialist hires, and strengthen your delivery capability, ensuring your projects not only start but also finish successfully.
The establishment of the National Infrastructure and Service Transformation Authority (NISTA) in April 2025 marks a watershed moment for the UK’s infrastructure and construction sectors. Born from the merger of the National Infrastructure Commission and the Infrastructure and Projects Authority, NISTA unites long-term strategic planning with hands-on delivery oversight, reshaping the very mechanics of how we forecast, develop, and deploy talent across major engineering, rail, energy, and construction programmes. In practice, NISTA is not simply a new governing body; it represents a unified vision of infrastructure delivery that directly influences talent forecasting. By publishing a credible project pipeline and enforcing consistent standards across disciplines, NISTA enables more accurate anticipation of workforce needs. Civil and mechanical engineers, project and programme managers, site labourers, and specialised delivery leads can now be sourced proactively rather than reactively, smoothing the peaks and troughs that previously plagued large-scale infrastructure hubs. But NISTA’s ambitions go beyond number crunching. With its Teal Book guidance and expert Advisory Council in place, the focus on cross-sector collaboration now includes workforce capability as a core pillar of project success. For instance, delivering the government’s 1.5 million homes commitment or upgrading energy and transport networks will demand not only integrated technical teams but leaders and workers who can collaborate across digital, civic, and environmental domains. In one early pilot, NISTA engaged with a consortium delivering a new hospital campus in the North West. Rather than staffing each speciality independently, the authority required a combined workforce plan from clients and contractors. This included mechanical engineers integrating with digital systems specialists to ensure building management systems were seamlessly embedded. The result was a team that delivered faster timelines and smoother handovers, with fewer errors and greater project coherence, an early proof of the power of strategic workforce alignment. This is precisely where Deploy steps in. We understand that NISTA has redefined the rules of talent engagement in infrastructure delivery. That’s why our approach blends forward‑looking talent mapping, skills forecasting, and cross-disciplinary placement. We don’t just find candidates, we build integrated project teams informed by NISTA‑driven expectations. Whether sourcing transport engineers for a rail upgrade or assembling multi‑skilled crews for a digital public‑service rollout, our strategy aligns with the authority’s pipeline, accentuating resilience, compliance, and delivery-readiness. For our clients, this means fewer firefighting hires and more confident hires. Deploy works with engineering firms, energy suppliers, and public‑sector shapers to secure project personnel who are not only technically adept but primed for multidisciplinary teamwork, compliance, and long‑term delivery cycles. We help organisations align with NISTA’s vision of integrated planning and execution, translating strategic intent into operational capability. With NISTA now shaping the infrastructure horizon, the lens on project delivery has irrevocably shifted. Talent planning must be strategic, cross-functional, and future-proofed from day one. At Deploy, we’re ready to help you navigate this new era: delivering the professionals, the teams, and the expertise required to meet NISTA’s high bar on time, on budget, and built to last. Get in touch today to ensure your talent pipeline is as well-structured as the infrastructure you deliver.
A growing concern among UK infrastructure leaders is the so-called “Northern brain drain,” a trend where skilled engineers and construction professionals are increasingly drawn to mega-projects in the South, particularly in the Golden Triangle of London, Oxford, and Cambridge. Northern mayors and MPs have raised alarms as billions of pounds in public and private investment are concentrated in the South, prompting fears that major northern initiatives may struggle to find the skilled workforce they urgently need. This drift of talent matters deeply. Rail links, manufacturing plants, and energy projects in regions such as Greater Manchester, Liverpool, and Newcastle depend on a steady flow of qualified professionals, including mechanical engineers, project managers, civil construction experts, and digital infrastructure specialists. Without them, even the most well-funded schemes risk costly delays or quality compromises. A Public Accounts Committee report recently warned that the UK’s £800bn major projects pipeline is already under pressure due to a shortage of skilled workers crucial for delivery. The reality isn’t hypothetical. Guardian reports have cited a slump in northern engineering applications, while universities and regional bodies highlight graduates relocating south after securing work on high-profile builds. Economic research confirms that London retains over 84% of graduates, compared to much lower retention in northern towns, an ominous sign for regional talent sustainability. In this climate, securing northern infrastructure depends on more than static recruitment; it requires creative, place-based workforce planning. Northern authorities are calling for devolved talent strategies, improved connectivity, and strong public/private partnerships to retain and grow skills locally. This approach ensures runways, rail lines, and clean-energy hubs are supported by the workforce they require, without being hollowed out by southern draw. At Deploy, we understand that regional talent gaps don’t close themselves. That’s why our approach prioritises partnership with companies and local institutions in northern England. We help shape recruitment strategies that align stage-by-stage with project milestones, ensuring talent pipelines in engineering and construction are active, diverse, and rooted in place. From assessing local graduate output to sourcing experienced contractors willing to relocate or work regionally, we work to stem the flow south and strengthen the skills base north. Whether it’s activating return-to-work incentives, supporting flexible working models, or facilitating regional mobility hubs, Deploy offers targeted solutions that keep talent close to the projects that matter. Our specialist teams bring deep knowledge of northern markets, connections with universities and councils, and a track record of delivering skilled placements on vital regional infrastructure. The Northern brain drain is a national challenge. But with thoughtful, locally led talent strategies and the right recruitment partner in place, it’s one we can overcome. At Deploy, we stand ready to help northern projects secure the talent they deserve today, tomorrow, and for decades to come.
At Deploy, we believe that planting the seeds of inspiration early is one of the most meaningful ways we can give back to our communities. That belief came to life most joyfully at Glenleigh Park Primary School in Bexhill , where Scott and Rob had the privilege of representing the rail industry at the Year 5 & 6 Careers Day , alongside our fantastic partners from SRE , including the brilliant Lilia Frunzo . With bright eyes and boundless energy, the students were introduced to the world of rail safety through hands-on, child-friendly demonstrations using real railway equipment. From the moment they arrived, Scott and Rob turned the classroom into a dynamic rail zone blending serious safety messages with plenty of laughter and unforgettable activities. The highlight of the day? A series of mock railway incidents featuring everything from mischievous badgers to rampaging dinosaurs. Yes, you read that right! These creative scenarios had the children rushing to respond, applying the safety principles they’d just learned to “rescue” their injured classmates and restore order to the tracks. Through this imaginative play, they absorbed the critical importance of procedures like full isolations and working as a team in high-stakes situations. It wasn’t just fun, it was impactful. The kids learned that the railway industry is not only about trains and tracks, but also about people who look after others, solve problems under pressure, and help keep communities safe. Watching their curiosity turn into confidence was an incredible reminder of why community outreach sits at the heart of Deploy Cares . Through initiatives like this, Deploy Cares is proud to champion educational experiences that make a difference, fuelled by our commitment to building long-term, positive impact within the communities we serve. We’re not just here to fill roles; we’re here to foster futures. A huge thank you to Glenleigh Park Primary School for welcoming us so warmly, and to our amazing colleagues and partners for making the day so memorable. Scott and Rob are already counting down the days until they return next year with more equipment, more stories, and hopefully fewer dinosaur-related emergencies!  If you’re interested in partnering with Deploy Cares for school visits, safety demonstrations, or community engagement events, get in touch. Together, let’s continue to educate, inspire, and empower the next generation of rail and infrastructure heroes.
An unprecedented wave of manufacturing returning to the UK is reshaping talent demand across industry. According to Capgemini, British firms are preparing to inject a staggering £650 billion into reshoring and nearshoring initiatives by 2028, up from £440 billion since 2022. This industrial renaissance isn't just about bricks and pallets; it’s creating a critical need for engineers, automation experts, supply‑chain specialists, and digital innovators. The resurgence of onshore manufacturing is more than a supply‑chain strategy; it’s an economic game‑changer. As production lines switch from overseas to UK soil, businesses are wrestling with mounting requirements for high-precision skills. From the integration of Industry 4.0 technologies to lean engineering protocols, the demand signals are loud: the workforce must evolve, and fast. But despite this surge, a 2023 barometer revealed that 53% of UK manufacturers lack the necessary workforce capabilities to capitalise on reshoring, and more than half (say 82%) plan to onboard apprentices, signalling both urgency and opportunity. This skills gap has immediate implications for recruitment. Companies no longer need only generic labour; they require niche experts. Engineers fluent in automation, technicians versed in robotics and PLCs, and supply‑chain professionals skilled in domestic logistics are now gold. The talent pool must shift from reactive hiring to proactive pipeline development, blending vocational training, specialist certifications, and targeted sourcing. At Deploy, we are front and centre in meeting this challenge. We partner with manufacturers to co‑design recruitment strategies that stretch beyond simply posting roles. Every placement includes a competency audit, skills mapping, and succession planning, ensuring that organisations attract the right calibre of engineer or technician with the precise specialisms needed for complex manufacturing ecosystems. We align candidates with employers focused on automation, clean-energy integration, and high-precision output, turning short-term roles into long-term workforce resilience. To bring this into focus, consider the case of Pragmatic, a pioneering UK chip-making company. After raising £182 million, Pragmatic called for “special visas for workers in advanced manufacturing,” citing an urgent need for technicians, engineers, and apprentices to fill emerging skills gaps. They recognised that domestic training alone couldn’t accelerate fast enough. Deploy can help bridge that gap, combining local talent sourcing, visa-ready recruits, and bespoke training pathways. Reindustrialisation isn’t only revitalising heavy industry; it’s driving digitalisation, sustainability, and supply‑chain security. To succeed, companies must treat talent as a strategic asset. At Deploy, we equip organisations with the specialist workforce needed to capitalise on this renaissance. Whether you're integrating robotics onto a factory floor or scaling teams to meet green-energy targets, we help you build pipelines poised for delivery. Deploy is ready to help you navigate this shift, connecting you with the talent that can turn industrial ambition into industrial impact.
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As the challenges facing cities grow more complex, so too must the teams tasked with solving them. The future of urban living no longer depends on siloed expertise but on the seamless collaboration of disciplines: civil engineering, digital technology, environmental science, and urban planning working in unison to design spaces that are not only smarter but also more sustainable, resilient, and human-centred. At the heart of this evolution are interdisciplinary teams: dynamic groups made up of diverse experts who bring different perspectives yet share a common goal of shaping better cities. Interdisciplinary teams go beyond traditional structures. Unlike specialist groups that focus on a single area, these teams integrate skill sets across sectors to approach problems holistically. Where an engineer may prioritise function and safety, a planner considers social impact, a data specialist optimises performance, and an environmental scientist safeguards long-term viability. When these viewpoints are brought together from the start of a project, the result is more innovative, future-ready solutions, ones that not only meet technical standards but also respond to the social, environmental, and digital demands of modern urban life. Urban innovation today is defined by this convergence. Whether it’s the development of green transport systems, energy-efficient housing, or intelligent infrastructure powered by real-time data, successful delivery relies on an ecosystem of collaboration. These are no longer single-discipline projects; they are complex programmes that demand a cross-pollination of knowledge and seamless coordination between the public and private sectors. As such, the demand for integrated, cross-sector talent strategies is growing rapidly. Deploy understands that building these high-performing interdisciplinary teams requires more than just identifying technical skills. It’s about curating individuals who not only bring depth in their respective fields but can also communicate across boundaries, adapt quickly, and contribute to a shared vision. We partner with infrastructure, energy, and urban development organisations to build teams where engineers, planners, analysts, and sustainability experts don’t just coexist; they co-create. Through a deep understanding of project demands and cultural fit, we help our clients unlock the full potential of collaborative innovation. Consider the transformation of the UK’s urban mobility landscape, where smart transport corridors are being developed to reduce congestion and emissions. These projects don’t succeed on engineering alone; they require digital specialists to implement traffic management systems, environmental consultants to assess impact, and urban designers to ensure accessibility and public trust. A recent report by the Centre for Cities found that collaborative planning between diverse disciplines can reduce project delays by 30% and improve long-term outcomes significantly. What these findings show is clear: integrated teams are not a luxury; they are a necessity. And as projects become more interconnected, the ability to source, align, and deploy interdisciplinary talent will be a major competitive advantage. At Deploy, we’re proud to lead in this space. Whether you're launching a large-scale urban regeneration project, implementing sustainable energy systems, or designing the infrastructure for tomorrow’s smart cities, we provide the people who can bridge the gaps between sectors and drive collective progress. Urban innovation isn’t just about the end product; it’s about the process and the people behind it. As cities evolve, so must the teams shaping them. Deploy is here to ensure you have the interdisciplinary talent that not only meets today’s demands but is ready to imagine and build the cities of tomorrow.
