Smart hiring for a sector in transition
The utility sector is in the midst of a structural transition. The energy transition, digitalization, and infrastructure expansion require specialized expertise, while the composition of the flexible workforce is changing significantly. As a result, organizations must focus more closely on availability, continuity, and the right mix of permanent and flexible talent.
Sector insights in 2025
What is happening in the sector?
The utility sector is shifting toward a new balance. The proportion of external professionals has fallen sharply to 11%, while the total workforce is actually growing and the number of assignments is increasing slightly. At the same time, the average hourly rate—at just over €97—is the lowest among the sectors surveyed. As a result, it is becoming increasingly important for organizations in the utility sector to focus specifically on availability, the right type of contract, and retaining specialized expertise.
Our approach: fast, scalable and focused on retention
HeadFirst offers clients direct access to a network of more than 50,000 professionals – from engineers and data experts to project managers and software developers. We combine technological support with sector knowledge to help clients with:
- Fast and scalable recruitment of hard-to-find digital and technical profiles
- Positioning and propositions to remain attractive to young, scarce talent
- Real-time insight into rate pressure, trends and performance via our Striive platform
- Advice on retention and conversion: from sustainable employability to onboarding and career development
- Tight contract security: including ESG assessment, GDPR compliance and supplier selection
Everything to keep your organisation agile and attractive in a tight labour market.
Our utility clients value HeadFirst for:
- The largest network of technical and digital talent in the Netherlands
- Full control over hiring via technology and tooling
- Compliant and ESG-focused supplier management
- Guidance on sourcing, onboarding and retention
- Sector-specific account and recruitment teams
- Proactive market approach via talent pools and tender calendars
