November 2025Wen Ting Chua
The Solar Talent Behind Australia’s PV Boom
Despite the ongoing challenge of solar price cannibalisation, Australia’s PV market is entering a new phase of acceleration. Strong renewable energy targets, supportive policy frameworks, and the planned closure of ageing coal-fired power stations are driving a major build-out of solar and battery projects.
PV, short for photovoltaic, is the technology that converts sunlight into electricity through silicon-based solar cells. When sunlight hits the cells, it creates an electric current. PV systems power everything from rooftop panels to large solar farms, producing electricity directly from light rather than heat. They sit at the core of Australia’s clean energy transition.
Australia’s solar and storage boom depends on having the right talent in place. As the pipeline of projects grows, the need increases for engineers, project managers, electricians, analysts, and sustainability leaders who deliver the infrastructure shaping the country’s energy future.
In a sector where technology evolves faster than policy, success depends on people who can bridge that gap. It’s no longer just about technical knowledge, it’s about commercial understanding, systems thinking, and regulatory fluency. Australia’s energy market is unique. Unlike Europe or the United States, where regulation is centralised, Australia operates under a fragmented regulatory framework made up of state-based planning laws, environmental standards, and grid connection requirements. Each jurisdiction has its own approval processes and connection timelines. A project manager in Victoria faces very different hurdles to one in Queensland or South Australia. Professionals who can navigate these differences, interpret complex grid rules, and adapt designs accordingly are invaluable. The companies that invest in developing this kind of forward-looking capability, people aligned to future roles not just current ones, will be the ones that stay competitive and deliver projects efficiently.
The ongoing challenge of solar price cannibalisation
While demand is rising, solar price cannibalisation continues to pressure margins. When solar output peaks at midday, wholesale prices fall, reducing profitability. Developers are countering this challenge through a combination of storage integration, energy trading, and diversification of generation portfolios.
Many utility-scale projects are now being built with co-located battery systems that can store excess solar energy and release it during evening demand peaks when prices are higher. This not only stabilises revenue but also improves grid reliability. Others are participating in wholesale energy markets, using advanced trading strategies and data analytics to forecast price fluctuations and optimise dispatch timing. A growing number of operators are also diversifying portfolios by combining solar with wind or other renewable assets, creating a more balanced generation profile that smooths returns across different times of day and weather conditions.
These technical and commercial shifts require specialised expertise. Grid connection engineers, energy market analysts, and operations managers who understand hybrid energy systems are in high demand. In this environment, talent has become as critical as capital. The ability to secure professionals who can optimise performance, reduce exposure to price volatility, and integrate storage effectively directly influences project profitability and long-term competitiveness.
How the talent shortage threatens growth
Every part of the solar value chain faces a staffing challenge. Developers need planners and permitting experts. EPC contractors require engineers and project managers to deliver complex builds. Asset owners need technicians to operate and maintain plants efficiently.
The talent shortage is acute because the same professionals are being courted by adjacent industries such as wind, hydrogen, and grid modernisation. That competition is inflating salaries and lengthening recruitment cycles. Without a focused approach to renewable energy recruitment, Australia risks slowing its clean energy rollout.
What Australia’s PV expansion means for recruitment
To sustain long-term growth, organisations must treat hiring as a strategic function. Short-term recruitment drives will not meet ongoing project demand. Leading firms are now forecasting workforce needs based on their project pipelines and investing in long-term talent strategies.
Generalist recruiters and employers are moving toward talent mapping, identifying where skills gaps will appear and building relationships before projects reach execution stage. LVI Associates goes further. The team partners closely with clients to forecast workforce needs aligned to long-term business goals, not just upcoming projects.
By combining data-led market intelligence with on-the-ground industry expertise, LVI Associates identifies transferable skills, assesses future hiring pressures, and advises on workforce design. Beyond sourcing candidates, we support clients in shaping roles, defining market positioning, and developing retention strategies to build resilient teams. This partnership reduces hiring risk, accelerates delivery, and ensures clients have the talent foundation to compete in a rapidly evolving renewable energy market.
Building and retaining a renewable workforce
The expansion of Australia’s PV market has made workforce capability a source of competitive advantage. Companies that develop strong employer brands and demonstrate commitment to safety, sustainability, and employee development are the ones attracting and keeping top performers.
Retention is now a strategic priority. Engineers and technicians often move between projects seeking better pay or flexible conditions. Employers who provide structured progression, ongoing learning, and clear career paths will retain talent longer and reduce recruitment costs.
Collaboration with universities and technical colleges is also essential. By helping shape renewable energy courses and offering apprenticeships or internships, employers can build a pipeline of qualified candidates while supporting local communities and industry growth.
Regional dynamics and workforce planning
The solar boom is uneven across Australia because each state operates under different policy settings, grid conditions, and investment priorities. Queensland, New South Wales, and Victoria have strong government incentives, available land, and established transmission infrastructure, which make them ideal for large-scale solar and storage projects. South Australia, on the other hand, has already achieved high renewable penetration, so current activity focuses on distributed generation, grid stability, and smart-grid technology rather than new utility-scale capacity.
These variations mean workforce demand looks different across the country. In the eastern states, developers are competing for large project delivery teams, while in South Australia and the ACT, demand is higher for grid engineers, data specialists, and system integration experts.
National developers need flexible staffing strategies that allow skilled employees to move between projects and regions as activity shifts. Local training initiatives are especially valuable in regional areas where many large solar farms are located. Investing in local capability reduces reliance on fly-in labour, strengthens community ties, and builds long-term industry resilience.
Recruitment as a strategic lever
The acceleration of PV is as much a human story as a technological one. The success of Australia’s renewable transformation depends on coordinated investment in solar talent across education, training, and recruitment.
At LVI Associates, recruitment is more than hiring, it’s a strategic partnership that helps clients plan, build, and sustain the teams driving the energy transition.
We support organisations by:
- Aligning workforce planning with project pipelines and investment timelines
- Identifying skill gaps early through detailed market mapping and talent analytics
- Connecting clients with specialised professionals across engineering, construction, and energy markets
- Advising on retention and leadership development to build long-term capability
- Providing insights on compensation, mobility, and hiring trends to inform workforce decisions
- Promoting diversity and inclusion to strengthen innovation and project outcomes
Our approach goes beyond filling roles. We help clients develop talent strategies that reduce hiring risk, speed up delivery, and create resilient, high-performing teams.
If your organisation is expanding its renewable operations or planning new energy projects, request a call back from LVI Associates to discuss how we can help you secure the people who will power Australia’s clean energy future.
