2026 Talent Trends in Water & Wastewater

Meeting Demand for Hybrid Technical-Commercial Talent, Regional Expertise & Sales Leadership in a Competitive Market

The water and wastewater sector is undergoing a moment of transformation. With unprecedented infrastructure investment, demographic shifts, and rapid technological adoption, employers face a range of hiring challenges – from skills shortages to fierce competition for specialised talent. As companies strive to modernise and expand, the ability to attract and retain hybrid technical-commercial professionals, leaders with deep regional market experience, and high-performing sales talent has never been more critical. Failure to adapt talent strategies in this environment threatens project delivery, operational efficiency, and growth.

Persistent Talent Gaps and Market Pressures

Despite the substantial investments being made into water infrastructure – including record funding allocations in regions such as England and Wales – the industry continues to grapple with a shortage of skilled workers. Water sector employers are optimistic about growth, with some forecasting a 16% workforce increase over the next three years, outpacing broader engineering and construction sectors. Yet this positive outlook masks persistent recruitment challenges tied to demographic pressures and a lack of new entrants.

External data underlines how acute this issue has become. Vacancy rates in water utilities stand higher than national averages, and nearly half of utilities report difficulty finding candidates with the right technical skills. Meanwhile, regions like Europe face significant shortfalls in skilled technicians, and the time required to fill specialised technical roles is longer than in many other sectors.

These shortages emerge against a backdrop of expanding responsibilities that now encompass digital transformation, regulatory compliance, and climate adaptation -driving demand for employees who blend engineering know-how with commercial acumen and strategic insight.

The Rise of Hybrid Technical-Commercial Talent

The traditional divide between technical expertise and commercial capability is dissolving. Employers increasingly seek professionals who can understand complex treatment processes, digital platforms and regulatory frameworks and translate them into commercially viable strategies. This hybrid skillset enables organisations to navigate competitive bidding processes, manage cross-functional teams, and position solutions that align with client priorities and funding constraints.

For example, as utilities adopt IoT, real-time monitoring and advanced treatment technologies, technical staff who also appreciate contract negotiation, project budgeting and stakeholder engagement are far more valuable. Those dual-competency professionals bridge internal silos, accelerate project execution, and enhance client trust.

Regional Market Experience: A Competitive Edge

Regional market knowledge – including familiarity with local regulations, community needs and supply chain dynamics – is proving indispensable. Utilities and consultancies operating across multiple jurisdictions require talent that can navigate varied permitting regimes, environmental standards, and customer expectations. Deep market insight helps mitigate risk and supports smoother project implementation, especially where regional infrastructure priorities differ markedly.

Sector forecasts also point to geographic workforce hotspots and demographic trends that vary by region, making local experience even more strategic. This bolsters the case for recruitment approaches that combine broad talent pools with targeted regional specificity.

High-Performing Sales Leaders: Driving Growth in a Complex Market

As infrastructure projects become larger, more sophisticated, and increasingly performance-based, the role of sales leadership has also evolved. Top sales professionals in the water and wastewater sector must be adept at consultative selling – aligning product and service offerings with client challenges around sustainability, digital transformation, and regulatory compliance.

Effective sales leaders not only secure new business but also help shape product development and service delivery strategies. Their understanding of market trends, customer priorities and competitive landscapes enables organisations to differentiate and win in an increasingly crowded marketplace.

Speed Matters: Faster Hiring Cycles as a Strategic Advantage

A recurring theme across workforce data is the time it takes to fill specialised roles – often longer than the average for comparable technical sectors. In a context where skills are scarce and demand surging, speed isn’t just an HR metric; it’s a competitive advantage. Organisations that streamline hiring processes can secure top talent before competitors, reduce project delays, and improve retention by providing clear and efficient candidate experiences.

But accelerating hiring while maintaining quality requires more than internal process tweaks – it calls for market intelligence, targeted sourcing, and proactive candidate engagement strategies.

Why Specialist Recruitment Agencies Are Part of the Solution

Against these complex talent requirements, specialist recruitment agencies play a vital role. They bring deep sector expertise, extensive networks, and insights into emerging labour market trends that internal teams may lack. A specialist partner can help organisations:

• Identify and attract hybrid technical-commercial talent capable of bridging skill gaps and driving strategic growth.
• Tap into regional market expertise by sourcing candidates with proven local experience and regulatory familiarity.
• Secure high-performing sales leaders who understand the nuances of selling in technical, regulated markets.
• Accelerate hiring cycles through refined talent pipelines, pre-screened candidate pools, and faster negotiation processes.
• Enhance employer branding in a crowded labour market, making companies more attractive to top candidates.

Ultimately, while strategic workforce planning and internal development remain essential, specialist recruitment agencies complement internal efforts by bringing speed, precision, and market-specific knowledge – all of which are critical in meeting the talent trends shaping the water and wastewater industry in 2026 and beyond.

By Bradie Perkins, Principal Consultant, Skills Alliance