The Talent Landscape in 2025 – What Oil & Gas Employers Must Prepare For
Despite the growing global emphasis on renewables, oil & gas remains a cornerstone of the world’s energy supply, and the need for highly skilled talent in the sector has never been more urgent or more complex.
At Visuna, we work with upstream, midstream and downstream clients around the globe, which gives us real-time insight into where the pressure points are, and more importantly, how businesses can remain competitive in a rapidly evolving labour market.
The Talent Landscape in 2025 – The Sector Isn’t Shrinking, It’s Evolving
Far from winding down, the oil & gas sector is entering a new era, defined by smarter operations, digital transformation and intensified pressure to decarbonise and support net-zero goals. Meanwhile, investment remains strong in exploration, drilling and decommissioning projects, however, the talent pipeline is weakening.
Some of the key challenges we’re seeing:
- Ageing workforce – a large proportion of experienced engineer, drillers and HSE specialists are approaching retirement, with fewer new entrants to replace them
- Perception problems – Younger professionals are often deterred by the industry’s environmental reputation or view it as a short-term career path with limited opportunities to grow in the sector
- Cross-sector competition – Many contracts are moving into renewables or mining, where project conditions, brand alignment and compensation packages may appear more attractive
High-Demand Roles in 2025
In 2025, demand for the following roles is especially high in these areas:
- Oil Field Services – The global rig count is rebounding with increased offshore drilling in Africa, the Gulf of Mexico and the Middle East.
- HSEQ Advisors & Officers – The rising regulatory standards and ESG scrutiny are contributing the rising requirement for these roles.
- Decommissioning – Across the North Sea, Southeast Asia and Australia, a ramp-up in end-of-life asset removal is playing a significant part in the need for decommissioning talent
- Project Services – The pressure to deliver under tighter margins and schedule constraints is a key driver in the demand for these types of roles
In short, the industry’s evolution is creating urgent workforce gaps that cannot be ignored.
Mobility & Localisation – What Does This Mean?
Many oil & gas projects in 2025 are located in regions with tightening localisation policies (e.g., Saudi Arabia’s localisation, and Brazil’s local content rules). At the same time, clients require rapid access to globally mobile contractors who can be deployed safely and compliantly.
This balancing act often creates complex hiring challenges, such as:
- Ensuring visa/work permit compliance without delaying mobilisation
- Managing local vs. expat hiring quotas
- Offering competitive, location-specific compensation in volatile markets
Therefore, companies must adopt smarter hiring frameworks and more agile global workforce strategies. In response, Visuna helps clients overcome these challenges by streamlining compliance, providing global payroll solutions, and building local talent pipelines alongside expatriate access.
The Technical Shift – Digital Skills in Traditional Settings
As oil & gas infrastructure becomes more digitised, the need for technical professionals with hybrid skills is intensifying. Today, even traditional roles require capabilities in:
- Remote sensing and diagnostics
- Data analytics and digital twins
- Automation and control systems
- Cybersecurity in operational technology (OT)
- Oil & gas employers must rethink job descriptions, training, and recruitment processes to reflect this hybridisation of skills.
Consequently, oil & gas employers must rethink job descriptions, training, and recruitment processes to reflect this hybridisation of skills. In doing so, they can build future-ready teams equipped for tomorrow’s challenges.
A Leadership-Driven Employer Value Proposition (EVP)
Beyond salary and benefits, today’s workforce is heavily influenced by leadership style, purpose, and development opportunities. Therefore, organisations that offer visible, values-led leadership and a strong EVP, one that reflects ESG responsibility, long-term growth, and innovation, stand out in the hiring market.
In addition, regional nuances matter. While talent in developing markets may be drawn to security and global exposure, Western candidates often prioritise environmental performance, DEI, and flexible working practices.
To attract diverse talent globally, employers must tailor their EVP to resonate with both local expectations and international priorities.
Reskilling – The Gap Between Intent and Action
According to EY’s global energy workforce survey, 92% of leaders recognise that reskilling is essential to future success, yet only 29% are actively investing in it. This disconnect represents a critical vulnerability. In other words, without strategic action, companies risk falling behind. To maintain competitiveness, companies must commit to:
- Upskilling experienced workers in digital and sustainability-aligned competencies
- Building structured training pipelines for early-career hires
- Supporting lateral movement across technical functions to improve retention
Workforce Planning & Agile Staffing Models
With fluctuating oil prices and unpredictable project cycles, agile workforce models are no longer a luxury, they’re a necessity. As a result, forward-thinking organisations are incorporating the following tactics in their strategies to significantly enhance their operations:
- Using data to anticipate project-based talent needs
- Building flexible pools of pre-qualified contractors, so there is a variety of talent available
- Reducing time-to-fill through digital platforms and rapid mobilisation partners so that projects timelines are maintained and optimised
- Deploying talent across sectors (e.g., from oil & gas to carbon capture projects) to maintain engagement and retain institutional knowledge
- Visuna supports clients with global talent networks, automated compliance, and real-time market insights to navigate these shifting demands.
Moreover, these strategies ensure operational continuity while improving workforce morale. At Visuna, we support clients with global talent networks, automated compliance, and real-time market insights to navigate these shifting demands.
What Can Oil & Gas Employers do Now to Stay Competitive?
To remain competitive in this evolving talent landscape in 2025, we recommend employers review and implement the following:
- Invest in cross-training programs to upskill existing staff into tech-adjacent roles
- Improve contractor experience through better onboarding, communication, and support
- Tap into global contractor networks to meet specialist demands for niche projects
- Actively market the long-term career opportunities of oil & gas careers to younger professionals to attract and retain them within the market
- Use workforce data to forecast demand and prevent bottlenecks and anticipate hiring needs and avoid costly project delays
- Embed cybersecurity and digital resilience into operational workforce planning to enhance operations
- Develop an EVP that resonates with both experienced hires and Gen Z professionals
Ultimately, the companies that invest in talent today will be the ones leading the energy sector tomorrow.
How Does Visuna Supports Oil & Gas Clients?
With over 25 years of experience in oil & gas recruitment, Visuna delivers agile, quality-first solutions that scale across global upstream and midstream operations. From directional drillers in West Africa to HSE teams in the Middle East, we help clients fill critical roles faster, and with the right people. We’re ISO 9001 accredited, technically focused, and committed to helping the energy sector evolve through its people.
Ready to build your future workforce?
The talent landscape for 2025 is evolving. Get in touch with our specialists using our contact form to see how they can support you.
