Commissioning Recruitment: Solving the Global Talent Shortage

When a major energy project reaches the commissioning phase, there is little room for error. Construction may be complete, systems installed and equipment ready, but without an experienced team in place, a project cannot safely move into operation.

Whether it's an LNG facility, offshore platform, carbon capture project, refinery or hydrogen plant, commissioning engineers play a vital role in testing, validating and preparing assets for handover. Their work is the final link between construction and operations, which is why more employers are turning to specialist completions and commissioning services to secure the right people before schedules start to slip.

Yet finding experienced commissioning professionals has become increasingly difficult. Global investment in traditional oil and gas, LNG and energy transition projects has increased demand for specialist commissioning expertise, while the pool of experienced professionals remains relatively limited.

For employers, the challenge is no longer simply filling vacancies. It is securing the right people at the right stage of a project without delaying critical milestones. This is why commissioning recruitment has become far more strategic. Organisations that plan ahead, build talent pipelines and work with a specialist energy recruitment agency or engineering recruitment agency are often far better positioned than those relying on reactive hiring.

Why Commissioning Recruitment Has Become More Competitive

Unlike many engineering disciplines, commissioning is highly project-driven.

Commissioning engineers are required during one of the most critical phases of any development. Their work ensures systems are safe, compliant and operational before an asset is handed over to operations teams.

Demand is increasing across numerous sectors, including:

• LNG developments
• Offshore oil and gas
• Carbon capture and storage (CCS)
• Hydrogen projects
• Petrochemical facilities
• Power generation
• Renewable energy infrastructure

Many of these projects are being delivered simultaneously across different regions, creating intense competition for experienced commissioning professionals.

The challenge is rarely finding engineers generally. Engineering and technical roles remain among the hardest positions to fill across the industry, according to Airswift's GETI 2026 workforce report, with ageing demographics compounding the problem in almost every energy discipline. The real challenge is finding engineers who have commissioned similar facilities, understand comparable systems and are available when the project needs them.

Why Experience Matters More Than Ever

Commissioning is built on practical knowledge.

An engineer who has successfully commissioned a large LNG export facility brings experience that cannot easily be replicated through training alone. They understand the pressures of project completion, the importance of safety-critical systems and how to coordinate multiple disciplines during final project delivery.

Employers are increasingly looking for professionals with experience in:

• Mechanical completion and system handover
• Electrical and instrumentation commissioning
• Process commissioning
• Functional testing
• Operational readiness
• Start-up support
• Vendor management
• Permit to work systems
• Integrated commissioning planning

These are specialist capabilities that develop over many years and across multiple projects, which is exactly why commissioning recruitment rewards employers who plan early rather than react late. Nowhere is this truer than in LNG recruitment, where the technical handover process is especially complex and unforgiving of gaps in experience.

What's Driving the Commissioning Talent Shortage?

The commissioning skills gap has developed through several industry trends rather than a single issue.

An Ageing Workforce

Many senior commissioning engineers have decades of experience and are approaching retirement. Replacing that knowledge takes years rather than months. The International Energy Agency's World Energy Employment 2025 report found that closing the sector's skills gap by 2030 will require a 40% increase in new qualified entrants globally, underlining just how tight the market for experienced engineers has become.

Increased Global Investment

Energy security continues to drive investment in LNG, offshore developments and critical infrastructure, while energy transition projects have introduced entirely new sources of demand. Global LNG trade reached a record 437 million tonnes in 2025, according to the International Gas Union's 2026 World LNG Report, with investment in new LNG supply reaching its highest level in six years. That scale of investment is translating directly into LNG recruitment activity, as new facilities move through construction and into commissioning.

The result is that experienced commissioning professionals now have opportunities across multiple industries and countries.

Project Timing

Commissioning recruitment is heavily influenced by project schedules.

When several large projects move into commissioning within similar timeframes, demand for experienced engineers can increase dramatically almost overnight.

Transferable Skills

Commissioning expertise is highly transferable.

Professionals can move between oil and gas, power generation, pharmaceuticals, water treatment, hydrogen and carbon capture projects, giving experienced engineers more choice than ever before. As a result, LNG recruitment increasingly competes with adjacent sectors for the same small pool of experienced commissioning talent.

Why Reactive Hiring Often Creates Delays

Many organisations begin recruiting commissioning engineers once construction is nearing completion. Unfortunately, this is often when competition for talent is at its highest.

Experienced commissioning professionals are frequently committed to projects months before mobilisation. Waiting until commissioning is only weeks away can result in:

• Longer recruitment times
• Higher contractor costs
• Reduced candidate availability
• Increased pressure on existing project teams
• Potential project delays

This is why workforce planning has become one of the biggest competitive advantages in commissioning recruitment.

Workforce Planning Starts Long Before Commissioning

Successful organisations rarely think about commissioning recruitment in isolation. Instead, they consider commissioning as part of the entire project lifecycle.

Planning recruitment early allows businesses to:

• Forecast future resource requirements
• Identify critical skills gaps
• Secure key personnel before competitors
• Build succession plans
• Balance permanent and contract hiring
• Reduce mobilisation risks

Rather than reacting to vacancies, employers can build talent pipelines that align with project milestones, often in partnership with a specialist energy recruitment agency that already tracks candidate availability across the market.

Why Specialist Commissioning Recruitment Makes a Difference

Commissioning recruitment differs significantly from general engineering recruitment.

A specialist engineering recruitment agency understands the technical language, project phases and commercial realities that influence hiring decisions. They understand the difference between:

• Mechanical and electrical commissioning
• Completion management
• Start-up teams
• Commissioning sequence planning
• Systems turnover
• Vendor specialists
• Operations readiness

This technical understanding allows recruiters to identify candidates whose experience genuinely matches project requirements. It also saves hiring managers considerable time during the selection process.

Access to Specialist Talent Networks

Many of the most experienced commissioning engineers are not actively searching for new roles. Instead, they are completing existing assignments or waiting for their next mobilisation.

A specialist oil and gas recruitment agency maintains relationships with these professionals throughout their careers, providing employers with access to a much broader talent pool than traditional advertising alone. For critical commissioning positions, this can make a significant difference to recruitment times.

Faster Hiring Without Compromising Quality

Speed matters during project delivery. However, recruiting quickly should never come at the expense of technical quality.

Experienced engineering recruitment agencies understand candidate availability, notice periods, international mobility, visa considerations, compliance requirements and project mobilisation. Because these factors are understood from the outset, recruitment processes often become more efficient.

Supporting Both Permanent and Contract Recruitment

Every commissioning project has different workforce requirements.

Some organisations require permanent commissioning specialists to support long-term operations. Others rely on contract professionals during peak project activity.

A flexible recruitment strategy often provides the best outcome. Permanent recruitment supports knowledge retention and operational continuity, while contract recruitment provides additional expertise during periods of increased demand. Many businesses successfully combine both approaches to create a scalable workforce.

Attracting Commissioning Engineers in a Competitive Market

The best commissioning professionals are often evaluating multiple opportunities simultaneously.

Employers who recruit successfully tend to focus on more than salary alone. Candidates increasingly want to understand the project scope, technical challenges, team structure, rotation patterns, career development, future opportunities, and the working environment.

Providing clear information early in the recruitment process helps candidates make informed decisions. It also demonstrates that an organisation values transparency and professional relationships.

Recruitment as a Long-Term Partnership

Perhaps the biggest shift in recent years has been in how organisations view recruitment.

Rather than engaging recruiters only when vacancies appear, many employers now build long-term partnerships with a trusted energy recruitment agency. This allows recruiters to understand upcoming projects, business growth plans, workforce strategy, technical capability requirements and seasonal hiring trends.

The result is that recruitment becomes proactive rather than reactive, which often leads to better hiring outcomes, shorter recruitment times, and stronger project delivery.

To see how these same principles apply in an emerging part of the energy transition, take a look at our guide on carbon capture recruitment and meeting CCUS demand.

Why Orion Is a Trusted Commissioning Recruitment Agency

For nearly four decades, Orion has supported commissioning recruitment across some of the world's largest oil and gas, LNG and energy projects.

We understand that successful commissioning is about far more than filling vacancies. It is about identifying professionals with the technical expertise, project experience and collaborative mindset needed to deliver safe, efficient project handovers.

Our teams work closely with clients to understand project schedules, workforce requirements and future hiring plans, helping organisations secure both permanent and contract commissioning professionals across multiple engineering disciplines. As a specialist oil and gas recruitment agency with a global reach, we focus on connecting businesses with the people who keep complex projects moving forward.

Supporting Major Infrastructure Projects

Our teams have supported some of the energy sector's most significant developments, helping clients secure specialist talent across engineering, construction, commissioning, operations and project management disciplines.

Access to Global Talent Networks

As a specialist engineering recruitment agency with offices and recruitment teams operating internationally, Orion provides access to specialist engineering and technical talent across multiple markets. Whether clients require permanent employees, contract professionals, or project-based workforce solutions, we can help identify the right people quickly and efficiently.

Understanding Complex Project Delivery

Commissioning projects often involve multiple disciplines, stakeholders and regulatory requirements. Our recruiters understand these complexities and work closely with clients to develop tailored workforce strategies aligned with project objectives.

Looking Ahead

Demand for experienced commissioning engineers is unlikely to slow in the coming years. As investment continues across oil and gas, LNG and energy transition projects, organisations that treat commissioning recruitment as part of long-term workforce planning will be best placed to secure the specialist talent they need.

Recruitment is no longer just about filling positions. It is about building resilient project teams, reducing delivery risk and ensuring the right expertise is available when it matters most.

When commissioning teams are in place at the right time, projects move more smoothly from construction to safe, reliable operation. Contact us to discuss your commissioning recruitment requirements.

Commissioning Recruitment FAQs

Why are commissioning engineers in high demand?

Commissioning engineers are essential to bringing major energy and infrastructure projects safely into operation. As investment grows across LNG, offshore oil and gas, carbon capture, hydrogen and renewable energy projects, demand for experienced commissioning professionals continues to increase.

When should businesses begin commissioning recruitment?

Ideally, organisations should begin commissioning recruitment well before the commissioning phase starts. Early workforce planning, often supported by a specialist energy recruitment agency, gives employers access to a wider talent pool and reduces the risk of mobilisation delays.

What industries recruit commissioning engineers?

Commissioning engineers are employed across oil and gas, LNG, petrochemicals, power generation, carbon capture and storage, hydrogen, pharmaceuticals, manufacturing and renewable energy projects.

How can employers attract experienced commissioning engineers?

Competitive remuneration is important, but candidates also value interesting projects, clear career progression, strong leadership, flexible working arrangements where appropriate, and an efficient recruitment process.

Why work with a specialist oil and gas recruitment agency for commissioning roles?

A specialist oil and gas recruitment agency understands project lifecycles, technical disciplines, candidate availability and regional labour markets. They provide access to established engineering networks, market intelligence, and recruitment strategies that help organisations secure specialist talent more effectively than general engineering recruitment agencies can.