Thirsty for Drinking Water Talent as US Policies Reshape Hiring

Drinking water policies are changing hiring priorities across the US water sector. Rules covering lead service lines, PFAS, water quality monitoring, and public reporting are creating new work for utilities, engineering firms, contractors, and technology providers. 

Madeeha Khalid, Associate Vice President at LVI Associates, explains that employers are no longer looking for technical experience alone. They need professionals who can connect regulation, design, funding, and delivery while keeping projects moving across multiple stakeholders.

This shift is increasing competition for experienced engineers, project managers, construction leaders, and technical specialists who can turn regulatory requirements into deliverable infrastructure programs.

Policy	Key dates	Main change	Hiring impact
Lead and Copper Rule Improvements	Finalised 2024. Compliance from Nov. 1, 2027	Lead pipe identification and replacement.	Engineers, GIS specialists, and project managers.
PFAS drinking water regulation	Finalised 2024. Extension to 2031 proposed May 18, 2026. Awaiting Extension.	PFAS monitoring and treatment.	Treatment laboratory and compliance specialists
Federal drinking water funding	Signed 2021. Funding across 2022 to 2026.	Over $35 billion for drinking water programs.	Engineering, construction, and project delivery Talent.

These dates reflect the federal policy position as of August 5, 2026. The proposed PFAS extension had not been finalised at the time of writing. 

Policy is moving projects into delivery 

The EPA’s Lead and Copper Rule Improvements will require most water systems to identify and replace lead service lines within 10 years. For utilities, this involves far more than replacing pipes. Programs require accurate asset records, engineering design, funding management, contractor coordination, construction oversight, and communication with property owners. 

The scale of this work is creating demand across the project lifecycle. Employers need professionals who understand drinking water systems, but they also need people who can work within municipal procurement processes and coordinate with regulators, contractors, customers, and local authorities. 

PFAS regulation is adding another technical challenge. Utilities must assess contamination, complete monitoring, review treatment options, and prepare for future compliance requirements. The EPA has proposed giving eligible systems until 2031 to meet the PFOA and PFOS limits, but planning and technical assessments cannot wait for the final decision. 

This pressure also affects companies supplying filtration systems, membranes, treatment chemicals, and monitoring equipment. These businesses need specialist water technology talent across process engineering, product development, technical sales, and implementation. 

Funding is increasing competition for experienced professionals 

The Infrastructure Investment and Jobs Act included more than $35 billion in dedicated safe drinking water funding. This funding supports lead service line replacement, PFAS treatment, and wider drinking water improvements. 

As funding reaches state and local programs, more projects are moving from assessment into design and construction. LVI Associates has previously examined how infrastructure funding is affecting water and wastewater projects, including the pressure it places on engineering and project management teams. The challenge for employers is that utilities, engineering firms, contractors, and technology companies are often targeting the same experienced professionals.

What we are seeing at LVI Associates 

Across the water and wastewater hiring activity supported by LVI Associates, demand remains strongest for mid-level and senior professionals who can contribute quickly. Organisations want candidates with direct technical experience, but they are also placing greater value on commercial awareness, project leadership, and client management. 

For senior engineering positions, technical capability alone is often no longer enough. Employers need professionals who can manage project delivery, mentor junior staff, support proposals, and maintain relationships with municipalities. The most requested profiles include civil, environmental, process, and treatment engineers, along with project managers, construction leaders, estimators, project controls specialists, and environmental compliance professionals. 

The hardest positions to fill often sit between technical delivery and leadership. A principal engineer or project manager with drinking water experience may receive interest from several employers, particularly when they hold a Professional Engineer license or have established relationships within a regional market. Current water and wastewater vacancies reflect hiring activity across engineering, construction, and project delivery. 

As Madeeha explains,

Water employers are competing with other sectors 

Competition for talent extends beyond drinking water. The US Bureau of Labour Statistics projects around 23,600 civil engineering openings each year between 2024 and 2034, including new jobs and positions created when employees retire or move into other occupations. 

Water employers compete with transportation, land development, energy, and other infrastructure sectors for many of the same skills. A civil engineer with pipeline, pumping, utilities, or heavy construction experience may have several career options. 

Compensation remains an important part of the decision, but it is rarely the only factor. Candidates are also assessing career progression, project quality, flexible working arrangements, access to senior leadership, and support for professional development. 

Regional differences add another challenge. State regulations, funding programs, licensing requirements, and municipal procurement processes vary across the US. Professionals who understand a local regulator or have established utility relationships can offer immediate value. 

National organisations therefore need a hiring strategy that reflects local conditions. Salary expectations, candidate availability, relocation preferences, and competing projects can differ significantly between states and regions.

Hiring processes must keep pace with projects 

Many organisations still begin recruitment after a contract has been awarded or when an employee resigns. This approach can create project risk when experienced candidates are already involved in several interview processes. 

Long approval chains, unclear salary ranges, and repeated interview stages can cause employers to lose suitable people. A slow process may also give candidates the impression that a business lacks clear decision-making or commitment to the hire. 

Organizations should identify the skills required during assessment, design, construction, and commissioning before workloads peak. They should also decide which roles require direct drinking water experience and where transferable skills can come from wastewater, industrial water, environmental consulting, or heavy civil construction. 

Senior leadership appointments require the same preparation. LVI Associates’ work securing a water infrastructure leader for a new regional office shows how targeted recruitment can support growth when an organisation needs technical credibility, market relationships, and team leadership in one hire.

Building your water team? 

Drinking water policies are creating a sustained shift in US talent demand. Lead service line replacement, PFAS treatment, infrastructure funding, and workforce retirement are increasing pressure on a limited group of experienced professionals. 

Organisations that start hiring early will be better placed to secure the technical and leadership skills required to deliver upcoming projects. Those that wait until workloads peak may face longer recruitment periods, higher salary expectations, and stronger competition. 

LVI Associates supports utilities, engineering firms, contractors, and technology providers with permanent, contract, and multi-hire recruitment across the water sector. Request a call back to discuss your hiring plans and project pipeline. 

Ready for your next career move? 

For professionals, drinking water investment is creating opportunities across engineering design, treatment, construction, environmental compliance, project management, and leadership. Candidates who combine technical experience with project delivery, client relationships, or regional market knowledge are particularly well placed. 

Submit your CV to discuss current and upcoming water infrastructure opportunities with LVI Associates.