As we reach the halfway mark of 2025, Ireland’s economy is still in relatively good shape. The latest European Commission Economic Forecast for Ireland outlines a picture of continued growth, low inflation, steady employment, and a resilient labour market. But global issues like trade tensions and tariffs could impact things in the coming months. Here’s a summary of what’s been happening and what to watch out for next.
Strong Job Market
Ireland’s job market is in a healthy place:
- Unemployment stayed low at 4.3% in 2024 and 2025, with a small rise to 4.4% expected in 2026.
- More people are working – nearly 2.8 million people were employed in early 2025, up 3.3% from the same time last year.
- While job openings are starting to level off, notably in the IT and Science areas, and hiring is expected to slow a little over time, job openings still remain 8% above pre pandemic figures according to a recent report from Indeed
Remote and Hybrid Work Is Here to Stay
Even though many companies are pushing staff on a to return to the office, remote and hybrid jobs are still popular. According to research by Indeed:
- By the end of 2024, 17.5% of job ads offered remote or hybrid work – over 4 times higher than before the pandemic.
Sectors offering the most flexible jobs include:
- Arts & Entertainment (50%)
- Media & Communications (43%)
- Insurance (43%)
- Software Development (41%)
Inflation Staying Low
Prices are staying steady, which is good news:
- Inflation was just 1.3% in 2024 and is expected to stay low – 1.6% in 2025 and 1.4% in 2026.
- Falling prices for energy and goods are helping, even though food and services have gone up.
Economy Growing, But Slowing Down Slightly
Ireland’s economy grew by 1.2% in 2024 and is expected to grow by 3.4% in 2025, slowing slightly to 2.5% in 2026.
- Growth is being driven by strong exports, especially in pharma and tech.
- However, global trade issues – like new tariffs – could slow things down.
Trade Tensions Could Cause Problems
Ireland’s economy depends heavily on exports, especially to the U.S. That means changes to trade rules or tariffs can have a big impact.
- With U.S.–EU trade talks showing signs of strain and the possibility of 30% tariffs on EU goods back on the table, Ireland could face serious economic headwinds. If tariffs in the range of 10–20% are implemented, Ireland’s growth may slow to around 2%, and between 25,000 and 80,000 jobs could be at risk – particularly across tech, pharma, and manufacturing. Listen to more here
- The outcome of these trade negotiations could have real consequences for business confidence. If talks break down, we may see companies pulling back on hiring and investment due to increased uncertainty and cost pressures.
Sector-by-Sector Summary
Tech & IT
The tech job market is strong, with unemployment at 4.3%.
There’s growing demand for skills in AI, machine learning, cybersecurity, and cloud computing.
A recent survey by Nucamp showed machine learning skills are up 383% in demand.
Outlook: Positive, but global trade issues could slow growth.
Our Principal Recruitment Consultant in IT, Anca Antonica, celebrates 10 years at E-Frontiers this month. She is sharing her insights based on what she’s observed this first half of the year:
“The first half of 2025 showed more resilience than many expected.” She noted that while some sectors remained cautious, especially early in Q1, we saw a steady increase in hiring confidence across tech roles – particularly in fintech, public sector digital transformation, and contract positions. There’s been strong demand for developers (Java, .NET, Full Stack), DevOps specialists, and integration experts with platforms like Celigo or Workday. Clients are balancing the need to control costs with the urgency to deliver on strategic tech projects, especially cloud migrations and AI/automation initiatives.
From her experience during Q1 and Q2 2025, candidates are increasingly focused on flexibility – hybrid or remote-first options are still top of mind. Many also ask about team structure, company values, and stability, showing a shift from just chasing salary. Regarding companies, those that stand out are offering clear progression paths, strong onboarding processes, and involvement in high-impact projects. A growing number are also highlighting upskilling opportunities (AI/ML, cloud certs), which resonates well with more tech-driven talent.
Focusing on the near future, she thinks the sector will face some challenges: skills shortages are becoming more acute in specific areas like AI, advanced cloud engineering, and data governance. Some companies are still navigating the return-to-office debate, which can limit their candidate pool. There’s also increasing competition from remote-first international employers offering Dublin-level salaries without the commute, so local companies need to sharpen their employer branding.
Her core insight for clients: “Speed of engagement is everything. The best candidates are often off the market in under two weeks. Clients who streamline interviews, offer clarity on projects and progression, and move decisively are consistently winning the top talent. That agility, combined with a clear EVP (Employee Value Proposition), is what makes all the difference right now.”
Outlook: Cautiously optimistic. Demand for mid-to-senior IT professionals – especially in cloud, cybersecurity, and ERP (SAP, Dynamics 365) – is expected to stay strong. Contract roles will grow, with private sector hiring likely to pick up in Q4 if economic conditions remain stable.
Construction & Engineering
According to a recent report from Research and Markets.com Irish Construction shows strong signs of growth:
- The industry is expected to grow by 3.3% in 2025, and by 4.8% annually from 2026 to 2029.
- Planning permissions increased by 2.2% in 2024, after a drop of 7.4% in 2023, showing renewed momentum.
- Major public investment is planned:
- €713 million allocated for roads in 2025.
- €600 million in loans from Bank of Ireland to help build 4,000 homes by 2028.
- The government housing targets include:
- 41,000 homes in 2025
- 43,000 in 2026
- 303,000 homes by 2030
Outlook: Positive, but persistent labour shortages and supply issues remain a challenge.
This is echoed by our Head of Recruitment for Construction, Colm Costello, who shared his experience of the first half of the year and expectations for the months ahead:
H1 2025 Performance: Colm noted that the first half of 2025 went well overall, particularly considering that our Construction desk is still relatively new. Demand for talent was strong, and a solid pipeline of roles was built. That said, sourcing suitable candidates continues to be the main challenge – a familiar theme across the sector.
Outlook for H2 2025: Looking ahead to the second half of the year, Colm is optimistic. While the summer months may bring a brief slowdown, Q3 is traditionally the busiest time for construction recruitment, and expectations are high for similar momentum this year. Although a dip is typically seen in Q4, the team is already forward-planning to minimise any disruption.`
Candidate Priorities & What Employers Need to Offer: When it comes to candidate preferences, hybrid working has become a standard expectation – especially among Quantity Surveyors and Estimators. Candidates already enjoying hybrid setups are reluctant to consider new roles that don’t offer similar flexibility. Still, it’s salary that remains the number one motivator when candidates consider a move.
Sector Risks on the Horizon: Colm also flagged a few emerging risks. The sector is currently driven by residential, pharmaceutical, and data centre projects. The housing shortage will likely keep residential activity high, but potential changes in U.S. foreign policy – such as new tariffs – could lead American companies to scale back investment in Ireland’s Pharma and Data Centre space. Another ongoing challenge is the highly competitive recruitment market, with many agencies chasing a limited talent pool.
His key takeaway for clients? “Flexibility and competitive salaries are absolutely essential if you want to attract – and more importantly, retain – the best candidates in today’s tight construction market.”
Business, Finance & Admin
Key Trends:
Roles such as fundraisers, compliance managers, and learning specialists are in high demand.
Growth is being fuelled by regulatory change, new technologies, and a focus on learning and development.
Hiring remains steady despite broader market uncertainty.
Flexibility and company culture are major decision-making factors for candidates.
AI is reshaping traditional business support roles, creating a need for continuous upskilling.
Our Principal Consultant in Sales & Marketing, Paula Coffey, shared her observations on the first half of the year and her expectations for what lies ahead:
She noted that H1 2025 didn’t quite meet expectations. Activity was slower than hoped, with fewer open roles and longer decision-making cycles across the board. That said, Paula remains cautiously optimistic about the second half of the year – “Summer tends to bring a boost in business support recruitment, and I’m already seeing early signs of renewed momentum”.
Candidates continue to prioritise flexibility and workplace culture above all else. Hybrid working is now considered the baseline, and companies that can offer more than just remote options -such as strong internal values and employee wellbeing initiatives – stand out the most.
Looking ahead, one of the key risks is the ongoing disruption caused by AI. Many traditional support roles are evolving, and candidates must be proactive in keeping up with trends and technology to stay relevant.
Paula’s key message to clients is simple: “top candidates are being lost to slow hiring processes.” In a competitive market, she believes clear communication and fast decision-making are essential to securing the best talent.
Outlook: Demand is expected to remain steady, especially for roles connected to regulatory functions, learning and development, and business transformation.
Contract & Temporary Work
- Contract roles remain in demand, supported by:
- Strong immigration numbers
- Continued hybrid working
- Sector-specific growth in tech, finance, and construction
- While forecasts don’t separate contract roles, all signs point to continued need.
- Outlook: Optimistic. Contracting should grow, especially in busy sectors. Risks remain if business confidence is affected by global trade issues.
Our Head of Contracting, Kenneth O’Connor, shared his observations on the first half of the year and what he thinks about the rest of 2025:
He noted that we had a good start to the year and the market, in the contracting industry, has exceeded his expectations. This has been across sectors for us, but activity is continuing to increase.
At the moment, both companies and candidates are seeing that more flexibility is key for agreements to be made on both sides.
When it comes to risks and challenges on the horizon, he points to the usual suspects – Artificial Intelligence, potential tariffs, and broader market uncertainty. However, he believes that with uncertainty comes opportunity, as companies increasingly explore shorter-term, flexible solutions to meet their resource needs.
Kenny’s key message for his clients is that engaging contractors for short-term solutions provides a lot of value.
Outlook: He remains optimistic and expects continued growth. While some uncertainty still lingers, many clients are turning to the contractor model as a flexible hiring solution in the current climate. “We anticipate a slow but steady rise in activity across the contracting sector,” he says.
Final Thoughts
Ireland’s economy continues to show strength, with growth projected across key sectors. While hiring may ease slightly, demand remains healthy -particularly in tech, construction, and contracting.
Flexible work is no longer a perk but a priority, and companies offering hybrid or remote-first models continue to attract top talent.
Contracting and infrastructure investment present exciting opportunities, especially as businesses seek agile solutions in an evolving landscape.
However, global trade uncertainties – including tariffs and geopolitical shifts – pose risks, particularly for export-driven industries.
Across the board, our consultants agree: challenges lie ahead, but so do opportunities. The key will be adaptability, speed, and a strong value proposition for both clients and candidates.
We’d love to hear from you— How did Q1 and Q2 go for your business? What challenges or opportunities do you see on the horizon? What are your expectations for the rest of 2025?
For further recruitment insights, please check out our Industry insights section on our website.
En E-Frontiers creemos que el recruitment va más allá de un mero trámite o mensaje en LinkedIn, para nosotros va de conectar talento para nuestros clientes con oportunidades que se ajustan realmente a lo que necesita el candidato. Pero no nos queremos quedar solo en eso, y así es como, desde hace un par de años, decidimos dedicar parte de nuestro tiempo y energía a iniciativas con impacto social. Además de participar en campañas de recaudación para causas humanitarias, en 2025 dimos un paso más colaborando con Madrid For Refugees.
Todo comenzó el año pasado, con una donación de ordenadores, que abrió la puerta a una conversación sobre cómo podíamos seguir apoyando su labor. Así fue como nos unimos al programa RefugeesCode, una iniciativa que forma a personas refugiadas en programación para facilitar su integración laboral. Después de pensar y repensar en la mejor manera para aportar valor, decidimos ofrecer nuestro conocimiento y apoyo de manera gratuita a sus alumnos.
Así es como nuestro equipo impartió cuatro talleres de empleabilidad diseñados para complementar la formación técnica con herramientas clave para acceder al mercado laboral en España:
CV Building: Consejos prácticos para crear un currículum claro, coherente y alineado con la experiencia y habilidades de cada participante.
Networking: La importancia de construir una red profesional, especialmente al comenzar en un nuevo país
Preparación de entrevistas: Estrategias para afrontar entrevistas con confianza y destacar lo mejor de cada perfil.
Marca Personal & LinkedIn: Cómo optimizar el perfil, aumentar la visibilidad y conectar con recruiters.
Fue una experiencia enriquecedora para todos. Conocimos a un grupo de estudiantes con muchísimo potencial, motivación y ganas de aprender. Detrás de cada uno de ellos había una situación que en la mayoría de los casos era complicada. Durante nuestras sesiones, no sólo queríamos ofrecer nuestro conocimiento, si no también conectar y ofrecerles información practica que pudieran utilizar en su búsqueda de empleo.
El broche final fue asistir a su ceremonia de graduación, un momento muy especial que nos recordó por qué este tipo de iniciativas tienen tanto valor.
Gracias a Madrid For Refugees por permitirnos formar parte de este proyecto donde la tecnología, el recruitment y la responsabilidad social se unen para generar oportunidades reales.
Si quieres saber más sobre nuestros proyectos y cómo te podemos ayudar como empresa no dudes en contactarnos.
Te invitamos a descubrir más sobre Madrid For Refugees y sobre todas las inciativas en las que trabajan actualmente.
Need to scale fast? See how E-Frontiers delivered a compliant, high-performing engineering squad in just 14 days for a global fintech facing tight delivery deadlines.
Client Overview
A leading global fintech enterprise with over 25,000 employees worldwide launched a major greenfield initiative to enhance its European digital payments infrastructure.
The programme was centred in Ireland and required specialist engineering squads to be operational within tight delivery windows to meet Q2 development goals for a greenfield project.
The Challenge
The client needed to:
– Rapidly build a full squad of senior Java microservices engineers.
– Start onboarding within 10 business days from project kick-off.
– Ensure all contractors were compliant, reference-checked, and onboarded to enterprise security and tooling protocols.
Complicating the situation:
– The client’s internal recruitment was already at capacity.
– The technology stack was highly specific (Java, Spring Boot, AWS Lambda, Docker, Kubernetes, GitHub Actions).
– Project delays could cost up to €250k per sprint in lost development velocity.
Our Approach
We assigned a 3-person delivery team (1 Account Manager + 2 Principal Recruiters) who ran a structured sprint-based recruitment workflow:
– Day 0 (Project Kick-off): Requirements gathered via live session with engineering leadership and TA partner.
– Day 1–2: Candidate pool activation via Contractor Database, network, contract market penetration.
– Day 3: 12 qualified CVs submitted.
– Day 4–6: Rolling interviews scheduled across 8 shortlisted candidates.
– Day 7: First 4 offers made and accepted.
– Day 8–9: Compliance + onboarding prep (ID verification, tax checks, background screening).
– Day 10: Equipment shipped / VPN access confirmed.
– Day 14: Full team started on-site and remote.
The Results
– 7 contractors onboarded in 14 calendar days — ahead of the client’s 3-week target.
– Zero offer rejections, 100% retention post first 3 sprints.
– Client sprint velocity achieved in week 1, contributing directly to a successful MVP delivery.
– Saved the client an estimated €80,000+ vs. typical agency time-to-hire lag (~30 days).
– Created a repeatable squad delivery model for future team builds in Q3 and Q4.
Key Takeaways
– A 14-day time-to-value is achievable with specialist contract delivery models.
– Structured shortlisting, automated outreach, and pre-qualified talent pools cut hiring timelines dramatically.
– When onboarding is managed by the recruitment partner, internal teams save dozens of hours.
Need to scale a team in weeks, not months?
Contact us to learn how our specialist contracting solutions can help you build and onboard technical squads with precision and speed.
This case study was written by Kenneth O’Connor, Head of Contracting for Ireland and the UK at E-Frontiers.
Considering Contracting in 2025? Here’s Your Essential Compliance Checklist for Ireland.
First things first: What is a contractor?
Independent contractors are professionals who offer their services or products to clients for payment but are not classified as employees. This distinction means they typically do not receive employee benefits like paid leave, sick days, or minimum wage protections. However, in exchange, contractors enjoy greater flexibility, allowing them to choose their projects, set their schedules, and work in a way that best suits their lifestyle.
Embarking on a contracting career in Ireland’s tech and project management sectors can be both exciting and rewarding. The flexibility, exposure to diverse projects, and potential for higher earnings are appealing. However, it’s crucial to stay compliant with Ireland’s regulatory and legal requirements to ensure a smooth and successful journey.
Here’s a comprehensive checklist to guide you:
1. Business Structure: Choose Wisely
Decide on the most suitable business structure for your contracting activities. This really depends on the type of person you are and your skillset. In Ireland, contractors typically choose one of the following options:
– Sole Trader: Register as self-employed, making you responsible for filing tax returns, managing pension contributions, and handling financial matters independently. This can be tricky for some and many opt to hire an accountant to assist with these responsibilities.
– Limited Company: Establishing a limited company can offer tax efficiencies and liability protection, but requires more administrative work.
– Umbrella Company: You pay an umbrella company to manage tax, pension contributions, and holiday entitlements. However, this convenience comes at a cost, often up to 15% of your salary in fees.
Each option has its implications for liability, taxation, and administrative responsibilities. Consulting with a financial advisor can help determine the best fit for you and your situation.
2. Tax Obligations: Stay Informed and Compliant
– Register with Revenue: Ensure you’re registered with the Irish Revenue Commissioners for all relevant taxes, including Income Tax, Corporation Tax (if applicable), and Value Added Tax (VAT). This is essential to avoid penalties.
– Understand Your Tax Liabilities: Familiarise yourself with the tax rates and allowable deductions for your business structure. Make sure to keep track of all legitimate business expenses so you can use these to lessen your tax burden.
– Timely Filings: Timing is very important here. You must adhere to all tax filing deadlines to avoid penalties. Hiring a professional accountant can be a huge help here.
3. Insurance: Protect Yourself and your Business
– Professional Indemnity Insurance: This covers claims arising from professional negligence or errors.
– Public Liability Insurance: Protects against claims for injury or property damage caused to third parties.
– Employer’s Liability Insurance: This one is necessary if you hire employees or subcontractors.
4. Contracts: Clarity is Key – Establish Clear Agreements
– Written Agreements: Always have a clear, written contract outlining the scope of work, payment terms, confidentiality clauses, and termination conditions. Clear agreements set expectations and work to protect both parties.
– Avoid Misclassification: ensure the client has classified you as an independent contractor and not an employee to prevent issues with Revenue.
– Review Terms Thoroughly: Understand all your contractual obligations. It is a good idea to seek legal advice if any terms are unclear.
5. Pension and Social Security: Plan for the future
– Contribute to a Pension Scheme: As a contractor, you’re responsible for your retirement planning. Setting up a personal pension plan to secure your future is crucial.
– Social Insurance (PRSI): PRSI payments are important as these are your gateway to state benefits. Ensure you’re making the appropriate Pay Related Social Insurance contributions, otherwise it may affect your entitlements.
6. Continuous Professional Development (CPD): Stay Competitive
– Invest in Learning: Stay updated with industry trends, technologies, and best practices. Regularly attending workshops, courses, and seminars can enhance your skill set and marketability.
7. Health and Safety Compliance: Prioritise Well-being
– Risk Assessments: Conduct regular risk assessments, especially if you’re working on-site or managing projects.
– Safety Statements: Prepare and maintain a safety statement as required by the Safety, Health and Welfare at Work Act.
– Training: Ensure you have the necessary health and safety training relevant to your work.
8. Data Protection: Keep Personal Information Safe
– Follow GDPR Regulations: If handling personal data, comply with GDPR rules by keeping data secure, obtaining necessary permissions, and understanding individuals’ rights regarding their information.
9. Networking: Build Your Professional Connections
– Join Professional Groups: Becoming a member of industry associations can help you meet the right people, stay updated, and enhance your credibility.
– Be Part of the Conversation: Get involved in online forums, go to industry events, and connect with others to stay in the loop and build valuable relationships.
.
Why Compliance Matters
Following the rules isn’t just about avoiding fines – it’s about setting yourself up for long-term success. Staying compliant helps you:
– Build Trust: Clients prefer to work with contractors who are professional and follow legal standards.
– Stay Financially Secure: Managing your taxes and finances properly helps you avoid surprises and ensures business stability.
– Keep Your Career on Track: Staying informed on industry regulations and best practices makes you a reliable and in-demand professional.
The Bright Side of Contracting
Once you’ve navigated the compliance landscape, contracting offers numerous benefits:
– Flexibility: Control over your schedule and choice of projects.
– Diverse Experience: Exposure to various industries, technologies, and methodologies.
– Potential for Higher Earnings: With the ability to set your rates and manage your workload, there’s potential for increased income compared to traditional employment.
By proactively addressing compliance requirements, you can pave the way for a rewarding and dynamic contracting career in Ireland’s tech and project management sectors.
For further reading and resources, consider exploring the following:
– Benefits of Contracting: Pros and Cons of Being a Contractor
– Current contract jobs – E-Frontiers
– Useful Contacts:
– E-Frontiers | Head of Contracting Ireland & UK Kenneth O’ Connor
– E-Frontiers | Contracts Manager Trish Lynch
Embarking on this path requires diligence and proactive management, but with the right approach, contracting can be a fulfilling and prosperous career choice.
En un sector tan dinámico como el tecnológico, la diversidad sigue siendo uno de los grandes retos pendientes. A pesar del crecimiento de la industria y su impacto en la sociedad, aún persisten desigualdades que limitan el acceso y la representación de ciertos grupos, especialmente de las mujeres. En España, las mujeres representan solo el 19,5% de los especialistas digitales, una cifra que, aunque supera ligeramente la media europea, evidencia la necesidad de seguir trabajando por una mayor inclusión.
Para entender mejor este panorama y conocer iniciativas que están marcando la diferencia, conversamos con Carmen Arroyo, Talent and Career Advisor en ADALAB, una organización que trabaja por cerrar la brecha de género en el mundo digital.
¿Qué opinión tienes sobre la diversidad en el sector tecnológico actualmente?
Para mí, no hay nada más poderoso que un equipo diverso. En
tecnología, un sector en constante cambio, la diversidad es una ventaja
competitiva. Los equipos diversos son más creativos, más innovadores
y tienen una mayor capacidad para adaptarse a nuevas realidades y
resolver problemas complejos.
¿Notas avances reales o crees que muchas veces se queda en un discurso superficial?
Sí, en Adalab colaboramos con muchas empresas que están
comprometidas verdaderamente con el cambio, que apuestan por el
talento sin sesgos. Muchas veces son las empresas quienes
proactivamente vienen a Adalab en busca de alumnas de nuestros
bootcamps para potenciar sus equipos con talento tech junior.
Dicho esto, también es cierto que aún hay muchas otras que se quedan
en un discurso bien intencionado, pero poco transformador. Hablan de
diversidad, pero no adaptan sus estructuras, ni eliminan sesgos en sus
procesos.
Desde tu experiencia, ¿Qué acciones concretas pueden tomar las empresas para avanzar en diversidad e inclusión?
Una de las acciones más efectivas es establecer objetivos claros y
medibles de diversidad e igualdad. Si tu plan de igualdad tiene como
acción aumentar la presencia femenina en tus equipos, establece un %
o un número concreto, e implícate como empresa para conseguir ese
indicador y que no se quede solo en palabras. Una buena forma de
conseguirlo es contando con escuelas tecnológicas, como es nuestro
caso, cocreando programas formativos, etc
Carmen Arroyo es Talent & Career Advisor en ADALAB, donde acompaña a mujeres en su formación y entrada al sector tecnológico. Con experiencia en selección de talento IT y conocimiento del mercado laboral, es una voz experta sobre el papel de la mujer en el mundo Tech.
Actualmente trabajas en Adalab ¿Cuál es la misión del bootcamp y qué lo hace diferente de otros programas de formación en tecnología? ¿Qué barreras específicas busca romper este enfoque?
Sí, actualmente trabajo en Adalab, una escuela de programación que
nació como la primera en España enfocada exclusivamente en mujeres.
Nuestra misión es empoderarlas a través de una formación intensiva,
práctica e innovadora que potencie su empleabilidad y les permita
acceder a mejores oportunidades laborales en el sector tecnológico.
Lo que diferencia a nuestros bootcamps de otros programas es, por un lado, nuestro
enfoque inclusivo y de impacto social (buscamos romper la brecha de género en el sector tech), y por otro, la conexión directa con el mercado laboral. Diseñamos los contenidos junto a empresas colaboradoras, lo que garantiza que nuestras alumnas aprendan justo lo que el sector necesita, y eso se traduce en una empleabilidad muy alta.
Desde 2016, hemos ayudado a más de mil mujeres a reinventarse profesionalmente desde cero, y seguimos creciendo cada año con el objetivo de que la tecnología cuente con más voces femeninas en todos los niveles.
Algo que además aporta mucho valor a nuestras alumnas es que desde el
proceso de admisión todas las áreas se implican en un acompañamiento
humano y profesional. Y una vez terminada la formación tenemos un
programa de Desarrollo Profesional, llamado Career Hub, donde
acompañamos a nuestras alumnas con asesoramiento personalizado y
diferentes actividades y talleres que potencian sus habilidades y las
preparamos para cumplir sus objetivos
Desde E-Frontiers, creemos firmemente que la diversidad no solo es un valor, sino una estrategia clave para el crecimiento y la innovación en el sector tecnológico. Por ello, colaboramos estrechamente con nuestros clientes para ayudarles a construir equipos más inclusivos y representativos. Lo hacemos a través de una búsqueda y selección especializada de perfiles diversos, ofreciendo también asesoría individualizada que se adapta a las necesidades específicas de cada empresa. Además, compartimos datos e insights actualizados que permiten tomar decisiones informadas en materia de talento y diversidad. Y como parte de nuestra misión, actuamos como puente entre empresas y organizaciones comprometidas, generando alianzas que amplifican el impacto. Así, aportamos nuestro granito de arena para que la inclusión sea una realidad tangible en el mundo Tech.
¿Quieres avanzar hacia un equipo más diverso e inclusivo? Organiza una llamada sin compromiso y déjanos ayudarte a encontrar el mejor talento.
¿Eres una profesional del sector tecnológico en busca de nuevas oportunidades? Estamos aquí para conectarte con empresas que valoran tu talento.
Y si te interesa seguir explorando el papel de la mujer en el sector tecnológico, te invitamos a nuestro próximo evento: “Mujeres en el mundo tecnológico: E-Frontiers X Women In Tech”, organizado en colaboración con Women in Tech Spain.
Será el próximo 5 de junio en formato online y contará con la participación de expertas del sector que compartirán sus experiencias, iniciativas de DE&I, historias de éxito y mucho más . Una oportunidad única para inspirarte y formar parte activa del cambio hacia una industria más diversa e inclusiva. ¡Te esperamos!
AI is no longer the future, it’s here, it’s now. And although you may not fully understand its origins or scope (learn more from Statista.com here) you are probably already a little fed up hearing about it.
Thanks to AI, we can now source, screen, and shortlist candidates faster than ever. From smart systems that scan CVs, to scheduling tools and chatbots that talk to candidates 24/7, it’s fair to say the game has changed. And that’s a good thing, mostly.
But while the machines are getting smarter, one thing hasn’t changed: the importance of the human touch. When it comes to finding the right hire, it still takes a recruiter with intuition, empathy, and a bit of gut instinct to get it right.
Finding the Balance
For those of us working across Tech, Construction, and Business Support here in Ireland, it’s now about striking the right balance – leveraging all the efficiency AI gives us, without losing sight of the relationships, conversations, and soft skills that make people thrive in a role.
The Power of AI in Modern Recruitment
AI has genuinely transformed how we work.
We use it to:
– Screen CVs in seconds
– Identify skills matches
– Predict offer acceptance
– Analyse talent trends with LinkedIn Talent Insights
– Run AI-powered coding and certification checks
– Use chatbots to streamline first-round screening
And It’s Working
The Irish recruitment market is showing cautious but steady growth (see more from Irish Jobs.ie here) – up 5% quarter on quarter for Q1, with standout areas like:
Sales: +28%
Healthcare: +16%
This means we need to be more efficient than ever with our time and tools. But as automation does more of the heavy lifting, it raises an important question:
What are we doing with the time we save?
AI Can’t Replace Empathy (and That’s a Good Thing)
For all its clever algorithms, AI still can’t read between the lines.
It doesn’t know when a gap in a CV reflects a personal challenge overcome.
It can’t sense passion, energy, or cultural fit from keywords alone. It might overlook a strong candidate who simply didn’t include the exact phrasing a machine is looking for.
In The Real World
The best developers aren’t always the flashiest on paper.
In Construction, leadership on-site can’t be measured by an algorithm.
And in a Business Support role, you need someone who can read a room, handle a tough call, or support a team when things get busy. AI can’t assess those moments—but we can.
A brilliant software developer may not shine in a video screening but would thrive in a real-world, collaborative team. AI might miss that.
A project manager’s calm under pressure doesn’t show on a CV scan.
As recruiters, we know when to lean in, ask the right questions, and spot those gems that a machine might miss.
Why Soft Skills Matter More Than Ever
In today’s job market, soft skills aren’t just nice to have – they’re critical.
Read more insights on this in a recent article from Silcon Republic here.
Traits like:
– Communication
– Emotional intelligence
– Teamwork
– Resilience
– Adaptability
These are the traits that help people navigate change, manage relationships, and ultimately stay and succeed in a role long term.
That’s where skills-based hiring comes into play. More and more companies are moving away from just hiring based on job titles or education history, and instead asking:
“What can this person actually do?”
According to LinkedIn’s research in their report on ‘The Future of Recruiting 2025’:
– 93% of talent acquisition professionals believe accurately assessing a candidate’s skills is key to making quality hires.
– Companies using more skills-based searches are 12% more likely to land the right person.
Of course, really getting to know someone’s skillset – especially their soft skills – takes time. But this is where AI has started helping in a meaningful way.
Recruiters who’ve adopted GAI tools say the time saved often goes back into better candidate assessment:
– 35% of recruiters using GAI tools say the time saved goes into screening candidates more thoroughly
– 26% use it specifically to evaluate soft skills
– 70% expect hiring efficiency to improve
– 33% expect quality of hire to increase
AI helps us do the technical work faster – so we can spend more time understanding the person behind the profile.
The Recruiter’s Role in the Age of AI
So where do recruiters fit in now?
Right where we’ve always been – in the middle, connecting the dots.
AI might show us who’s available, but it takes human insight to know who’s right. That takes instinct, experience, and conversations that build trust.
At E-Frontiers, we use AI and automation to support our process – but we don’t outsource our judgment. Whether it’s a Systems Architect, a Safety Officer, or a Customer Support Lead, it’s our job to look beyond the data and understand the bigger picture.
Because recruitment isn’t just about filling roles.
It is always about the people. It’s about potential. And that’s something no machine can fully grasp.
Conclusion: Embracing AI, Keeping It Human
The future of recruitment is clearly tech-enabled, and that’s something to be welcomed.
AI is helping us work smarter, move faster, and deliver better results for our clients and candidates.
But let’s not forget that recruitment is still a people business.
Here in Ireland, especially, where hiring is often about relationships, referrals, and long-term cultural fit, soft skills will always matter.
AI can find the right CV. But it’s still up to us to find the right person.
If you would like help in your search for the right hire, please get in touch with us today.
Nigel Bolger Commercial Manager
+353 86 3888147
Nigel.bolger@e-frontiers.ie
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At E-Frontiers, our Construction team spends every day speaking to professionals across all levels of the industry — from graduates to site managers and directors. These conversations give us a unique, real-time understanding of what construction workers want in 2025. And it’s clear: the answer goes far beyond just the payslip.
While salary remains a factor (and we’ll get into that), workers are increasingly placing more value on the culture of the site, the type of projects they work on, and the balance between their work and personal lives.
We’ve profiled thousands of candidates, and here’s what they’re telling us.
1. More Pay — But It Depends on Who You Ask
Unsurprisingly, younger professionals entering the industry are more vocal about salary. Many are ambitious, well-educated, and not shy about asking for a strong package early in their careers. However, this has caused some friction with employers. A common phrase we hear from hiring managers is: “Learn to walk before you can run.”
On the other hand, more experienced professionals — particularly those with 15–20 years under their belt — are often more focused on project fit and site culture rather than chasing an extra few grand. For them, it’s about quality of work, long-term security, and avoiding toxic environments. They’ve done the overtime, worked through winters, and now they want something more meaningful than just money.
2. Flexibility is No Longer a Luxury — It’s a Standard
The 8-6 site grind doesn’t appeal to everyone anymore. Especially post-COVID, many workers are seeking flexible start times, early finish options, or compressed weeks. We’re seeing a growing interest in roles that offer even a small level of adaptability — especially for those with families or long commutes. Flexibility is becoming a critical factor in candidate decision-making.
3. Work-Life Balance Matters More Than Ever
This ties in with flexibility but goes a bit deeper. The old-school attitude of “live to work” is fading fast. Today’s construction professionals — particularly the mid-career group — are looking for companies that promote reasonable hours, and time off when it’s needed. Burnout is real, and candidates are not afraid to turn down roles if the expectations for travel feel excessive.
4. Career Progression That’s Actually Mapped Out
Another major theme in 2025 is the demand for clear progression plans. Candidates want to know:
What’s next for me in 6 months?
In 12 months, will I be on the path to senior roles?
It’s not enough to just say “there’s room to grow.” Construction workers want this spelled out — with timelines, support, and realistic targets. Employers who invest in their people’s development stand out in a big way.
5. Better Tech, Better Tools
Finally, in 2025, workers want access to modern tools, software, and processes. Whether it’s digital snagging tools, site management software, or better machinery — candidates are increasingly tech-aware and frustrated when projects run on outdated systems. This is especially true for younger professionals, who expect innovation and efficiency to be standard.
In Summary…
The construction workforce in Ireland is evolving. If you’re a company trying to attract and retain top talent, it’s no longer just about who offers the highest salary. You need to offer:
Respect
Flexibility
Career clarity
Positive site culture
And yes — competitive pay
At E-Frontiers, we help bridge the gap between what candidates want and what clients offer. And in 2025, that’s more important than ever.
Have a look at our construction roles here
Interested in having a chat with one of our experts in this area? Feel free to contact Colm Costello or Mark Kelly
When it comes to hiring, it’s easy to focus on the obvious: salaries, job specs, and start dates. But the real cost of a full-time hire often goes much deeper—especially when you factor in onboarding time, overheads, and long-term commitments. That’s where contracting can be a game-changer.
In fast-moving sectors like tech and IT, bringing in contractors isn’t just about cost—it’s about flexibility, speed, and getting the right skills exactly when you need them. And when you partner with the right agency, the process becomes even easier.
At E-Frontiers, we’ve spent the last 19 years helping companies build high-performing contract teams. We know what works, and more importantly, how to make it work for you.
Full-Time Hires Come with Hidden Costs
It’s not just the salary—there’s also employer taxes, pensions, insurance, equipment, training, holiday pay, and more. In the UK, National Insurance adds 15% on top of a salary. In Ireland, PRSI is 11.15% (for weekly earnings above €527). Add benefits and onboarding time, and the true cost can be significantly higher than expected.
Why Contractors Make Financial Sense
Here’s what you get with a contractor:
Minimal overheads – They handle their own tax, insurance, pensions, etc.
Work done = money spent – You pay only for productive time signed off by you.
Faster, leaner hiring – Most contract placements happen within days, not weeks – We placed a contractor within 24 hours for a tech client recently.
And when you partner with us, you’re not starting from scratch every time—we already know your business, your hiring style, and your ideal candidate. That means faster turnarounds, stronger matches, and less admin for you.
Example: One of our clients recently saved over 30% by hiring two contractors for a 6-month data transformation project rather than onboarding two permanent team members. The result? A completed project ahead of schedule, and no long-term overheads.
Contractors Give You Room to Move
Whether it’s launching a new product, filling a gap, or responding to a sudden shift in business needs—contractors give you the ability to scale your team immediately. In todays world where value of time is continually increasing standing up a resource or team quickly can save loads in the long term. At the end of the day you want the result and delivery without the stress of recruitment.
Test the Fit, Reduce the Risk
Every hire carries some level of uncertainty. Contractors allow you to trial skillsets and cultural fit before making longer-term decisions. Think of it as a risk-free way to get the best talent on board—quickly and confidently.
What the Market’s Telling Us
Here’s a look at what’s happening out there:
Rising daily rates – Contractor rates in Ireland rose 5% from 2022 to 2024, reflecting demand.
Shift in hiring trends – 45% of tech roles in 2024 were contract or project-based (up from 30% the year before).
Remote talent is the norm – Companies are tapping into skilled contractors globally.
Contracting motivations vary – Millennials and Gen Z are drawn to flexibility and higher pay, Boomers and Gen X value autonomy and impact.
Specialist skills are in demand – From cloud engineers to data architects, contractors are often the fastest way to access niche expertise.
Addressing Common Concerns
“Will they feel part of the team?”
Absolutely—especially if you onboard them right. Including contractors in team meetings, Slack threads, and planning sessions builds connection and encourages collaboration from day one.
“What about confidentiality and data security?”
Standard contractor agreements cover all the legal bases—IP, confidentiality, GDPR. We take care of this for you.
“Are they as committed as full-time staff?”
In our experience, most contractors are career professionals. They rely on repeat business and referrals, so they’re deeply motivated to deliver quality work and results.
Why Partner with E-Frontiers?
Here’s the real value: when you work with us long term, we become an extension of your hiring team. We already understand your processes, your team structure, and your preferences. That means:
Faster turnarounds on every role
Tailored shortlists—no time wasted
Market insights and contractor availability at your fingertips
Support with onboarding, contracts, and renewals—fully managed
We’re not just filling roles—we’re helping you build a flexible, scalable workforce that grows with your business.
Final Thoughts
In today’s tech-driven world, hiring contractors isn’t just a cost-saving strategy—it’s a smart way to stay nimble, competitive, and ahead of the curve. The right contractors, brought in at the right time, can transform the pace and quality of your delivery.
If you’re looking to explore contracting—or want a partner who can take the stress out of it—get in touch with us at E-Frontiers. We’re here to make it simple, seamless, and successful.
Contact Kenneth O’Connor, Head of Contracting, to discuss how we can help.
Attracting and keeping great employees in 2025 isn’t just about offering the highest salary. Of course, salary matters—there’s no denying that—but people are looking for more. They want a workplace where they feel valued, supported, and motivated to grow. They are looking for a culture that supports their growth, values their contributions, and keeps them engaged.
Our recruiters speak with candidates every day, and one thing is clear: a competitive salary alone won’t stop employees from looking elsewhere if they don’t feel connected to and invested in their workplace. In this article, we share key insights on what makes employees stay and practical ways companies can build a company culture that retains top talent.
What we found
Staying connected with professionals allows us to gather valuable insights that benefit both us and our clients. When speaking with passive candidates—those not actively seeking a new role—they often highlight key factors beyond salary that keep them committed to their current positions. Here are some of the most common reasons they choose to stay:
Career Progression & Growth Opportunities – A well-structured career development plan is crucial. Employees stay where they see a future. Many professionals who are not considering new opportunities cite their reason as having a promotion on the horizon, or an exciting new project lined up within their current company.
Bonuses & Stock Options – Financial incentives like bonuses and stock options are strong motivators, with many professionals staying put until they receive these rewards.
Work-Life Balance – Flexibility matters. Flexible working arrangements, including remote and hybrid work options, are now a top priority. Many candidates are reluctant to move, even for higher pay – if their current role gives them the balance they need. This can be through remote work, hybrid options, or flexible hours.
Company Culture & Team Relationships – A positive work environment, strong team connections, and open communication with peers and managers play a significant role in job satisfaction and retention. Candidates often mention these factors as reasons for their loyalty to their employer.
Shared Values and Social Impact – Employees want to work for companies whose values align with their own and that stand for something beyond just business. When a company actively supports causes like sustainability, community initiatives (CSR), and promotes a diverse, fair, and inclusive workplace (DEI), employees feel a stronger connection. Seeing their employer make a real effort in these areas gives them a sense of purpose and belonging, making them more likely to stay.
The benefits for business
Investing in company culture, along with initiatives like Corporate Social Responsibility (CSR) and Diversity, Equity, and Inclusion (DEI), shows a company’s commitment to both its employees and society. Studies have shown that a strong focus on these areas not only boosts employee satisfaction and improves retention but also improves business performance.
In fact, it is proven that companies with more diverse and inclusive environments outperform their peers. In 2024, studies by LinkedIn and Volrcol reported that organisations with inclusive cultures experience a 22% increase in profitability and a 21% increase in productivity (Gallup Study).
Companies with the highest gender diversity are 25% more likely to outperform their competitors financially. Those with the highest ethnic diversity see an even greater boost, with a 36% higher chance of financial success. This proves that investing in diversity isn’t just the right thing to do—it also delivers strong business results.
How to create a workplace where employees want to stay
Creating a workplace that employees want to be part of takes more than just competitive pay—it requires a strong, people-first culture. By focusing on these key areas, companies can build environments where employees are engaged, motivated, and less likely to look elsewhere.
Foster a Strong Sense of Purpose
People are more engaged when they understand how their work contributes to a bigger goal and that their work matters.
Make sure employees understand how their contributions help achieve the company’s goals.
When they see the bigger picture and feel their efforts make a real impact, motivation and job satisfaction naturally increase.
Support Growth and Continuous Learning
Professional growth is a priority for employees in any field. Employees want to grow and develop. Provide learning opportunities such as:
– Training programs (online courses, workshops, certifications)
– Mentorship initiatives
– Opportunities to attend industry conferences and networking events
– Internal knowledge-sharing sessions
When employees see a clear path for learning and career growth, they’re far more likely to stay. Investing in employee development shows the company’s commitment to their future and strengthens retention.
Make Work-Life Balance a Priority
Burnout is a real issue and a challenge across industries. Overwhelmed employees are more likely to leave. Supporting work-life balance leads to happier, more productive employees. Consider:
– Flexible work arrangements – remote work, hybrid models, flexible hours
– Generous paid time-off policies that encourage real breaks
– Well-being programs like mental health support, wellness initiatives, or gym memberships
A healthy work-life balance fosters long-term commitment and reduces turnover.
Recognise and Reward Your Team
People thrive when they feel valued. Employees who feel appreciated are more likely to stay engaged. Build a culture of recognition by:
– Celebrating achievements in meetings, newsletters or internal platforms
– Offering performance-based incentives such as bonuses, career growth opportunities or extra perks
– Providing regular feedback and check-ins to support growth and transparency
When employees know their work is seen and appreciated, they’re more likely to stick around.
Build a Truly Inclusive Workplace
Diverse teams bring fresh ideas, better collaboration, and stronger results. To create a culture where everyone feels valued:
– Actively recruiting from diverse talent pools
– Offer unconscious bias training to promote fair decision-making
– Support employee resource groups and diversity initiatives
– Ensure leadership opportunities are accessible and open to all
An inclusive workplace isn’t just the right thing to do—it also leads to higher engagement and loyalty.
Pay Fairly and Offer Great Benefits
Salary isn’t everything, but fair and competitive pay is a must. Regularly review compensation to stay in line with industry standards and offer:
– Strong benefits such as health insurance, retirement plans, and bonuses
– Performance-based incentives that reward great work
– Extra perks like professional development budgets, childcare support, or wellness benefits
When employees feel financially secure and valued, they’re more likely to stay.
Give Employees Ownership and Trust
Micromanagement kills creativity and motivation. Instead, empower employees by:
– Trusting them to make decisions
– Allowing flexibility in how they approach their work tasks
– Encouraging innovation, initiative, and new ideas
When employees feel trusted and in control of their work, they’re more engaged, accountable, and motivated to grow.
Create a Collaborative and Connected Workplace
A strong sense of community makes work more enjoyable and boosts engagement. Build team connections through:
– Team-building activities that will strengthen relationships
– Social events like lunches, outings, or casual get-togethers
– Encouraging collaboration across teams, departments, and regions
When employees feel part of a supportive and social workplace, they’re more likely to stay. This environment enhances morale and overall workplace happiness.
Communicate Openly & Transparently
Employees want to feel informed and heard. Foster a culture of open communication by:
– Sharing company updates regularly so employees understand the bigger picture
– Encouraging leadership to be approachable and accessible
– Creating spaces where employees can voice ideas, concerns, and feedback
Open-door policies and a culture where feedback flows both ways can make a big difference in retention. When employees feel their voices matter and they’re kept in the loop, they’re more likely to stay engaged and committed.
Conclusion
Building a workplace that retains top talent goes beyond just offering competitive salaries. When employees feel a sense of purpose, have opportunities to grow, enjoy work-life balance, and feel recognised, included, and trusted, they’re much more likely to stay and thrive. By focusing on these areas, companies can create an environment where employees feel valued, motivated, and engaged for the long term.
If you’d like to explore ways to enhance your company’s employee engagement strategies, reach out to us today!
En un mundo cada vez más comprometido con la sostenibilidad, el sector energético se encuentra en plena transformación. La transición hacia fuentes de energía renovables y la descarbonización de la industria han generado una demanda creciente de profesionales especializados capaces de liderar este cambio.
La innovación y la inversión en energías limpias están redefiniendo el panorama laboral, impulsando la creación de nuevos roles y la evolución de los perfiles tradicionales. Sin embargo, atraer y retener talento cualificado sigue siendo uno de los mayores desafíos para las empresas del sector.
En este contexto, el papel de los especialistas en talento es fundamental. No solo deben identificar a los profesionales con las habilidades técnicas adecuadas, sino también a aquellos que compartan la visión de un futuro más sostenible y puedan adaptarse a un entorno en constante cambio.
Para profundizar en estos retos y oportunidades, hemos entrevistado a Patricia León, Partner en NRG, experta en el sector energético.
¿Cómo describirías el estado actual del sector energético en España? ¿Cuáles son sus principales retos?
El sector energético en España está en plena transformación. Durante años estuvo dominado por unas pocas grandes utilities y centrales convencionales, pero en los últimos tiempos ha evolucionado hacia un modelo más descentralizado, con un peso creciente de las energías renovables. Esto ha permitido reducir la dependencia energética del exterior, pero también ha generado nuevos desafíos.
Uno de los principales retos es garantizar la sostenibilidad económica del sector. La proliferación de renovables ha llevado a que, en determinados momentos, la sobreoferta de generación provoque una caída de precios en el mercado mayorista, dificultando la recuperación de la inversión para muchas instalaciones. Si los precios bajos se mantienen de manera prolongada, esto podría desincentivar la entrada de nuevos proyectos.
Además, la creciente presencia de energía solar ha reducido la capacidad firme del sistema, es decir, la cantidad de energía disponible de manera estable en cualquier momento. Para abordar esta situación, es imprescindible invertir en almacenamiento y flexibilidad. En este sentido, el almacenamiento hidráulico y las baterías jugarán un papel clave a corto plazo, mientras que tecnologías alternativas irán ganando peso en el futuro. Asimismo, las centrales de ciclo combinado seguirán siendo necesarias para cubrir la demanda en momentos de baja producción renovable.
¿Qué tipo de profesionales consideráis que están más demandados en el sector energético?
Históricamente, el sector energético ha estado liderado por ingenieros industriales, de minas y energéticos, y su papel sigue siendo fundamental. No obstante, en los últimos años, la demanda de talento ha evolucionado significativamente, reflejando la transformación del sector.
Cada vez es mayor la necesidad de profesionales especializados en tecnología y digitalización. La analítica avanzada, la inteligencia artificial y la optimización de redes energéticas están adquiriendo un protagonismo clave en la gestión eficiente de los recursos.
Otro perfil en auge es el de expertos en eficiencia energética y mercados energéticos. Dado que la regulación desempeña un papel crucial en la transición energética, las empresas buscan profesionales con un profundo conocimiento del marco normativo, capaces de adaptarse a un entorno en constante evolución.
Asimismo, está aumentando la demanda de economistas y abogados especializados en el sector energético
Patricia León es Partner en NRG y cuenta con una sólida trayectoria en el sector energético, tanto a nivel nacional como internacional. Su profundo conocimiento del sector y enfoque estratégico la convierten en una voz experta en la transformación hacia un modelo energético más eficiente y sostenible.
¿Qué papel crees que jugará el almacenamiento energético y el hidrógeno verde en el futuro del país? ¿Y los CAES?
El almacenamiento será un pilar fundamental en el nuevo modelo energético. Sin él, sería imposible garantizar una transición razonable hacia un sistema más basado en renovables.
En el corto plazo, el almacenamiento hidráulico y las baterías serán las soluciones más aplicables, ya que permiten gestionar la intermitencia de la generación solar y eólica. A más largo plazo, podrían entrar en juego nuevas tecnologías de almacenamiento que aún están en desarrollo.
En cuanto al hidrógeno verde, se ha apostado fuertemente por él en los últimos años, pero sigue enfrentando dos grandes problemas: su alto coste de producción y la dificultad de garantizar una generación renovable continua para su producción. La energía eólica y solar no generan de forma uniforme en todas las horas, lo que complica la viabilidad del hidrógeno verde como sustituto del metano en el corto y medio plazo.
Por otro lado, los CAES (Certificados de Ahorro Energético) y el Fondo Nacional de Eficiencia Energética jugarán un papel muy relevante. La obligación de los comercializadores de gas y productos petrolíferos de aportar recursos al fondo de eficiencia incentivará la inversión en medidas que reduzcan el consumo energético. Esto no solo ayudará a mejorar la eficiencia, sino que también actuará como un catalizador para el cambio de paradigma en el sector, impulsando la adopción de soluciones más sostenibles.
¿Qué obstáculos económicos encuentran las empresas españolas para invertir en energías renovables?
Las empresas que quieren invertir en renovables en España se encuentran con dos grandes desafíos económicos.
El primero es la incertidumbre en los ingresos futuros. En el caso de la energía solar, por ejemplo, cuando hay una gran generación y la oferta supera la demanda, los precios pueden llegar a ser incluso negativos. Esto obliga en muchos casos a parar la generación, lo que hace que las instalaciones tengan dificultades para recuperar su inversión.
El segundo obstáculo es la falta de sensibilización de la demanda con lo renovable. En muchos casos, tanto la industria como los consumidores priorizan el precio sobre el origen de la energía que consumen. Esto ha provocado una caída en el valor de las garantías de origen, que certifican que la electricidad es 100% renovable. Sin una revalorización de estos certificados, el incentivo para invertir en renovables se reduce, ya que no hay un beneficio económico claro para los productores más allá del propio mercado mayorista.
Estos factores hacen que muchas empresas se lo piensen dos veces antes de acometer nuevas inversiones en energías renovables, ya que los riesgos financieros pueden ser elevados si no se encuentran mecanismos que estabilicen los ingresos.
¿Cuál es el principal reto al que se enfrentan las empresas del sector para retener el talento?
Muchos perfiles con habilidades clave, especialmente en tecnología y datos, están optando por sectores que perciben como más dinámicos o con mayores expectativas salariales. Para competir en este terreno, las empresas del sector deben ofrecer planes de formación atractivos, oportunidades de desarrollo profesional y condiciones laborales competitivas.
Además, la rápida evolución de las tecnologías y la regulación energética exige que los profesionales se mantengan en constante aprendizaje. Las empresas que no inviertan en formación y actualización de sus empleados corren el riesgo de perder talento en favor de compañías que sí apuesten por el desarrollo de sus equipos.
Para retener talento en el sector energético, las empresas deben ser capaces de ofrecer estabilidad, oportunidades de crecimiento y un entorno atractivo donde los profesionales puedan desarrollar sus habilidades y adaptarse a los cambios constantes del mercado.
Autor del artículo: Ana Martín Romero, Senior Recruitment Consultant en E-Frontiers Spain.
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