By 2030, the UK renewable energy sector must create 340,000+ new jobs. That's roughly the population of Bristol. And right now, 81% of renewable employers are struggling to fill roles.
This isn't a soft-skills gap or a "nice to have" problem. This is existential. Without the people, your projects stall. Your grid connection engineers are headhunted by competitors. Your commissioning teams get stuck in bidding wars. Your growth targets miss.
But here's the good news: This talent crisis is predictable. And when you can predict it, you can solve it.
This is where myn.co.uk changes the game.
Renewable energy employs everyone from utilities like SSE Renewables to startups like Oxford PV. Over 500 companies span offshore wind, solar, storage, grid tech, and climate software. But ask any recruiter: do you know exactly which companies are actively hiring? Which are pausing? Which are scaling?
Myn maps the entire UK employer landscape and tells you where talent lives, which company types hire continuously (asset owners, grid operators) vs. episodically (developers, EPC contractors), and which regions concentrate skills.
Your top Wind Turbine Technician just got contacted by three other companies this month. Your commissioning engineer is evaluating an offer from Ørsted. Your grid specialist fielded calls from four firms.
When demand vastly exceeds supply, candidates don't apply to your job posting. They wait for headhunters to call, and compare competing packages.
Myn's pay benchmarks and scarcity analysis help you understand where you stand competitively and where you need to pay premium rates to win.
Offshore roles demand GWO and BOSIET certifications, two weeks of mandatory training. Grid engineers need chartership or specific training. Commissioning engineers require extensive hands-on experience.
You can't instantly create qualified candidates. These barriers are structural. But you can plan around them if you understand which roles are gated, which training programs exist, and which adjacent sectors (oil & gas, military) have equivalent skills.
Myn maps these barriers and points you toward cross-sector recruitment strategies that actually work.
739 GW of UK energy projects are stuck in the grid connection queue right now. Planning approvals take 1–3 years. Offshore leasing rounds create hiring booms and busts overnight.
When your project approval gets delayed, you can't just pause hiring indefinitely, you risk losing talent to competitors. But hiring blind without knowing when projects will launch wastes budget.
Myn tracks policy, grid reform, and planning trends so you can anticipate hiring surges and build talent pipelines before your competitors realize they need them.
A Solar Project Manager might be earning £45k–£65k, but the freelance equivalent commands ~£500/day. An Offshore HSE Manager costs £40k–£65k permanently but £600+/day contract. Salary growth in renewables is outpacing oil & gas, 61% of employers raised pay in 2024 alone.
If you're benchmarking against generic energy industry surveys, you're flying blind. Renewable energy pay is moving fast and regionally variable. Under-offer and you lose candidates. Over-offer and you waste budget.
Myn's quarterly pay updates, role-specific benchmarks, and contractor rate data keep you competitive without guessing.
Not all roles are equally hard to fill. Wind Turbine Technicians are critical scarcity, projected 6–8% global shortfall by 2028. Grid Integration Specialists are similarly scarce as battery storage explodes. But general project administrators? Easier to find.
Myn categorizes every canonical role by scarcity level (low, medium, high, critical) and flags which ones justify retained search, premium pay, and proactive talent pipeline investment.
Tactical win: Focus your retained search budget on critical scarcity roles (top 10–15 roles) where competition is fiercest. Build pipelines for high-scarcity roles. Hire on-demand for low-scarcity roles.
Myn provides quarterly-updated salary benchmarks by role, distinguishing permanent annual salaries from freelance day-rates and flagging regional variation.
You'll know that:
Tactical win: Use these benchmarks to set offer packages that attract and retain talent without hemorrhaging budget. You can also use them in exit interviews ("You're leaving for £65k? The market for your role is £60k, we can match, but we can't go to £75k").
Here's something most employers miss: not every role should be permanent, and not every contractor slot is flexible.
Commissioning engineers? Perfect for contractor models, they're needed intensely during project execution, then released. Build a vetted bench of 10–20 freelancers and deploy them as projects progress.
O&M technicians? Mixed, core crew permanent, supplemental contract for peak seasons.
Development managers? Permanent, they're building multi-year relationships with regulators and landowners.
Myn's contractability profiles tell you which model fits each role, which saves you from hiring permanent staff to sit idle between projects or trying to use contractors for relationship-building roles where continuity matters.
Tactical win: Right-size your hiring approach by role. Build contractor rosters for high-turnover roles, invest in permanent talent for continuous roles, and manage your budget accordingly.
Here's the insight that changes everything: 90% of offshore oil & gas workers' skills are transferable to renewables.
As North Sea oil declines, thousands of experienced technicians, project engineers, and HSE professionals are available. But most renewable employers haven't targeted them yet. When they do, that talent pool dries up fast.
Myn identifies which roles have high cross-sector mobility (offshore technicians, electrical engineers) and which sectors to target (maritime, oil & gas, military, aerospace, construction).
Tactical win: Launch a cross-sector recruiting campaign now targeting departing oil & gas workers. Offer fast-track GWO/BOSIET sponsorship (2 weeks to certification). Position renewables as the growth sector, oil & gas as the sunset career. You'll find talent competitors haven't discovered yet.
Grid connection delays, planning approval lags, and safety certification requirements aren't going away. But you can plan around them.
Myn's barrier mapping shows you:
Tactical win: When grid reform is announced, you've already started recruiting. When planning approval lands, you have contractors lined up. You're not scrambling, competitors are.
The Immediate Payoff
Imagine three scenarios:
Scenario 1 (Without Myn): You post a Wind Turbine Technician role on a job board. You hire an agency. They charge 25% placement fee. You pay £35k to hire a tech when salary market is £40k. You under-offer, lose the candidate to Vestas.
Scenario 2 (With Myn): You know Wind Turbine Technicians are critical scarcity. You use retained search (myn helps justify the investment). You benchmark: market is £40k–£45k. You offer £44k with fast-track GWO sponsorship. Candidate accepts. Placement cost: agency fee + training, but you got your person.
Scenario 3 (Really With Myn): You've been building a contractor roster of experienced offshore technicians for six months. You've actively recruited from oil & gas with clear messaging: "Growth sector, higher stability, renewable future." When a new offshore project wins a grid slot, you activate your bench. No search. No delay. Contractors deployed within two weeks.
That's the difference.
Who Should Be Using Myn Right Now?
The Bottom Line
You don't need to be caught off-guard by the renewable talent crisis. Myn gives you the intelligence to:
The 340,000 jobs that need to be filled by 2030 won't hire themselves. But with the right intelligence, your team can be ready.