Where is hiring strongest in Climate Tech at the start of 2026?

Hiring is strongest in grid and storage roles, offshore wind field operations, and U.S. solar manufacturing. Companies such as Ørsted are recruiting offshore technicians and HSE specialists on the U.S. East Coast, while First Solar adds technicians and maintenance staff in Alabama and Ohio. Siemens Energy is prioritizing HVDC and grid software engineering to meet transmission buildout. These moves align with U.S. DOE workforce grants supporting apprenticeships and rapid credential programs for energy efficiency and installation roles.

What talent acquisition strategies are Climate Tech employers using to fill gaps?

Employers are adopting skills-based hiring, expanding registered apprenticeships, and recruiting from adjacent sectors like oil and gas and maritime. LinkedIn data shows green talent demand outpacing broader postings, encouraging companies to emphasize competencies and certifications over degrees. Firms including Sunrun and Fluence are building structured learning programs tied to OEM certifications, while grid suppliers like Siemens Energy are opening regional hubs to tap local talent. These strategies aim to reduce time-to-fill and increase early-career retention.

How are compensation and localization affecting recruiting and retention?

Compensation remains elevated for scarce roles like HVDC engineers and BESS commissioning specialists, particularly in North America. Employers are offering relocation support and retention incentives for facility-tied positions in the U.S. Southeast and Midwest. Localization strategies include partnering with unions, community colleges, and state workforce programs to create stable pipelines. First Solar and Ørsted highlight local content and site-specific training as critical to meeting project milestones and controlling turnover.

What role do government programs play in expanding the Climate Tech workforce?

Government programs are boosting capacity through grants for apprenticeships, rapid credentials, and state-led training initiatives. The U.S. Department of Energy has announced additional clean energy workforce funding since mid-December, prioritizing energy efficiency, grid modernization, and installation roles. These programs help standardize curricula, de-risk employer participation, and improve job quality. Employers are pairing public funding with internal academies and vendor training, creating consistent pathways from trainee to licensed technician and field supervisor.

Which companies are expanding headcount and what roles are prioritized?

Ørsted plans to add hundreds of U.S. offshore wind technicians and safety roles; First Solar is hiring manufacturing technicians and maintenance staff tied to production ramp schedules; Siemens Energy intends to grow HVDC and grid software engineering teams. Climeworks is expanding U.S. hiring for DAC project development and operations. Storage and inverter providers such as Fluence and Enphase Energy are recruiting commissioning engineers and field service personnel to address project backlogs and service obligations across North America and Europe.

U.S. Energy Department Backs Training as Ørsted and First Solar Step Up Hiring

Climate Tech employers sharpen recruiting with apprenticeships, cross-industry hires, and skills-based screening as government funding and fresh corporate commitments expand headcount. New data points to green roles growing faster than the broader job market, prompting companies to localize talent pipelines and accelerate workforce programs.

Published: January 15, 2026 By James Park Category: Climate Tech

U.S. Energy Department Backs Training as Ørsted and First Solar Step Up Hiring

Executive Summary

U.S. Energy Department announces $150-200 million in new clean energy workforce grants since mid-December, accelerating training pipelines for grid, storage, and efficiency roles, according to recent DOE updates.
Employers including Ørsted, First Solar, and Siemens Energy outline 2026 hiring plans focused on technicians, manufacturing, and grid software, with targeted expansion in the U.S. For more on [related retail developments](/shein-files-london-ipo-as-retail-unicorns-advance-ai-and-logistics-plays-11-01-2026). and Europe.
LinkedIn data indicates green talent demand outpacing non-green roles in early 2026, with employers shifting to skills-based hiring and apprenticeships to fill critical shortages.
Companies emphasize cross-sector recruitment from oil and gas, expanded apprenticeship programs, and university partnerships as core strategies to meet near-term project milestones.

Demand Signal and Where Hiring Is Concentrating

Clean energy hiring signals strengthen into 2026 as U.S. federal funding and corporate buildouts converge on power grids, storage, and domestic manufacturing. The U.S. Department of Energy has announced additional clean energy workforce funding tranches since mid-December, totaling an estimated $150-200 million to support training programs for technicians and project delivery staff, per recent DOE workforce updates and notices of intent (DOE). Employers are emphasizing field roles—HVDC technicians, battery storage commissioning engineers, and residential solar installers—tied to grid modernization and distributed energy projects.

Ørsted said it is ramping U.S. offshore wind workforce recruitment in 2026 as it rebuilds its development pipeline, with plans to onboard hundreds of technicians, HSE specialists, and marine operations staff across East Coast ports. “We are rebuilding our U.S. offshore trajectory with a sharp focus on execution talent and local content,” said Mads Nipper, CEO of Ørsted, in a recent interview discussing U.S. hiring plans (Reuters). Manufacturing-led hiring continues in solar: First Solar reiterated plans to add several hundred roles at its Alabama and Ohio facilities into 2026, including maintenance technicians and process engineers aligned with production ramp schedules (First Solar IR).

Talent Acquisition Strategies: Skills-Based, Apprenticeships, and Cross-Industry Hires

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