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Offshore Wind Talent Market Insight | 

As Taiwan’s offshore wind sector continues to mature, hiring priorities across the market are evolving. Following several years of intense construction activity, the industry is now transitioning toward stabilisation and long term operations. This shift is reshaping how both developers and EPCI contractors approach talent acquisition, and where the most significant hiring challenges now sit.

 

A Market Defined by Experience and Local Capability

Over the past 12 months, localisation has become a central focus across Taiwan’s offshore wind industry. Developers and EPCI contractors alike continue to reinforce their commitment to building local capability. In practice, however, experienced professionals remain the most in demand.

Delivery pressure, tight project timelines and operational risk mean that experience is still the key hiring driver, particularly for leadership, construction and specialist technical roles. While training and development remain priorities, the immediate need to deliver safely and efficiently continues to shape hiring decisions.

 

Developers and EPCI Contractors: Different Approaches, Shared Talent Pool

Although developers and EPCI contractors often have distinct organisational structures and hiring philosophies, they are frequently targeting the same talent pool.

EPCI contractors typically operate in fast paced, project driven environments, making their talent more mobile and often open to contract or short term opportunities. Developers, by contrast, place greater emphasis on long term capability, stakeholder management and operational continuity.

This overlap has created a highly competitive market, with professionals moving frequently between projects. Counteroffers, late stage withdrawals and active talent poaching have become increasingly common across both permanent and contract hiring.

 

Project Milestones and the Shift Toward Stability

Taiwan’s offshore wind market is entering a new phase following the completion of several major projects, including Hai Long, Greater Changhua and Yunlin.

Construction activity will continue into early 2026, with remaining scope across Fengmiao 1, Greater Changhua and Formosa projects. Demand for construction talent is expected to peak before gradually easing as projects move into operational phases.

 

The Rise of Operations and Maintenance and the Emerging Talent Gap

Operations and Maintenance is now becoming a defining focus for Taiwan’s offshore wind sector. With multiple projects already in the O&M phase, demand for experienced operational talent is rising quickly.

However, the local market currently faces a shortage of professionals with proven offshore wind O&M experience. This has created a clear skills gap, particularly across asset operations, performance management and long term site management.

In response, organisations are increasingly prioritising long term local hiring strategies, investment in training and upskilling, and the development of sustainable local leadership pipelines. Competition for experienced operational talent is expected to intensify as more projects transition into O&M.

 

Building the Next Generation of Talent

Alongside senior and leadership hires, there is growing demand for junior and early career O&M profiles, particularly within electrical engineering, mechanical operations and operations coordination.

These roles require structured onboarding, mentoring and long term development frameworks to ensure knowledge retention and future workforce resilience.

Skills in Highest Demand Across the Market

Across both developer and EPCI organisations, the most sought after capabilities include offshore wind technical expertise, commercial and contract awareness, asset management, turbine performance optimisation, and electrical systems and grid integration.

Technical ability alone is no longer sufficient. Strong communication skills, cultural alignment and stakeholder management capability are increasingly critical, particularly as organisations move from delivery into long term operations.

Expat Talent and Knowledge Transfer

Despite years of development, there remains a limited supply of experienced expat professionals for senior and niche technical roles. At the same time, regulatory requirements and cost pressures are accelerating localisation across positions historically filled by expats.

This places increased importance on effective knowledge transfer, capability building and cultural fluency within teams to ensure continuity and long term success.

Key Hiring Challenges Ahead

While developers and EPCI contractors often seek similar experience levels, challenges remain, particularly when professionals transition from EPCI environments into developer led organisations. Differences in communication styles, stakeholder expectations and internal processes can create friction if not carefully managed.

LSP Renewables Perspective

At LSP Renewables, we work closely with offshore wind developers and supply chain organisations across Taiwan and the wider APAC region. Our experience supporting developer led organisations gives us a strong understanding of how hiring strategies must evolve as the market moves from construction into long term operations.

Taiwan’s offshore wind industry is no longer just about building projects. It is about sustaining them. Organisations that invest early in local capability, structured training and long term talent strategies will be best positioned for the next phase of growth.