The cleantech industry continues its strong recovery trajectory, with the energy sector now employing 8.5 million workers in 2024, accounting for 5.4% of all U.S. jobs. Since 2020, the clean energy sector has added more than 520,000 new jobs, reflecting strong momentum. The sector’s growth shows no signs of slowing, thanks to several key factors.

Key Drivers of Cleantech in 2026

Data centers and AI infrastructure represent a historic shift in power demand. Goldman Sachs estimates that AI advancements will increase data center power demand by 160% through 2030, creating unprecedented opportunities for cleantech companies specializing in energy infrastructure.

Battery storage continues to expand rapidly, with long-duration energy storage capacity expected to grow from 2.4 GW in 2024 to 18.5 GW by 2030. This surge addresses the critical need for reliable energy storage as renewable generation expands.

Innovation in materials recovery is addressing supply chain challenges. Companies like Nth Cycle are launching commercial-scale nickel and cobalt production facilities using electro-extraction, while Li Industries secured $55M from the DOE to establish lithium iron phosphate recycling plants.

Global investment in renewable energy reached a record $386 billion in the first half of 2025, driven by offshore wind and solar projects. These investments position cleantech as a cornerstone of economic growth through 2026 and beyond.

Additional Signs of Cleantech Growth in 2026

Expansion of Employment Opportunities

The cleantech sector continues to drive U.S. job creation. The 2025 U.S. Energy and Employment Report highlights the following:

• Clean energy jobs grew 2.8% in 2024, adding nearly 100,000 new jobs and outpacing U.S. employment growth (0.8%) more than three times over.
• The sector now accounts for 42% of nationwide employment in energy and motor vehicles.
• The UAW ratified historic agreements bringing thousands of EV and battery jobs under union contracts, ensuring quality jobs in the evolving automotive sector.
• The clean energy workforce remains younger than the national average, with significant representation of workers under 30.
• Workforce diversity continues to expand, with substantial growth in employment among underrepresented groups.

Challenges Facing the Cleantech Workforce in 2026

Talent Shortage: An Ongoing Issue

Despite impressive growth, a significant challenge persists: the talent shortage. Companies continue struggling to fill vital roles, particularly in technical fields, as demand for skilled workers outpaces supply.

The solar and wind industries face pronounced labor shortages, with 89% of solar companies reporting difficulties recruiting qualified talent. Challenges stem from small applicant pools, increased competition, and insufficient worker training in critical technical skills.

By 2030, the global cleantech industry will need an additional 1.5 million blue-collar workers to develop, construct, operate, and maintain renewable energy infrastructure. Skilled trades like construction laborers, electricians, and equipment operators will be in high demand, alongside 1.9 million white-collar workers including project developers, engineers, and finance professionals.

Closing the Skills Gap

As the clean energy transition accelerates, leaders are identifying opportunities for workers to transfer skills from other industries. Construction workers, electricians, and engineers can shift into cleantech with relatively minimal retraining, as many key competencies overlap with traditional industries.

Higher education institutions are expanding offerings, with more universities providing specialized courses in renewable energy engineering, sustainability management, and cleantech entrepreneurship. These programs cultivate the next generation of cleantech leaders, equipping students with skills needed to navigate a rapidly evolving energy landscape.

Strategies for Future Talent Development

Creating Clear Career Pathways

To attract and retain talent, cleantech companies are focusing on creating clear career pathways. By offering structured career advancement opportunities and mentorship programs, organizations ensure that employees understand how their roles contribute to long-term company goals. Such strategies improve job satisfaction, enhance employee retention, and foster leadership development.

Engaging Local Communities

Grassroots recruitment efforts have proven effective in bringing new talent into the cleantech sector. Community-focused initiatives, such as partnerships with vocational schools, colleges, and trade programs, are expanding the talent pool. Cleantech companies increasingly host job fairs, internships, and apprenticeships, targeting students and early-career professionals with a passion for environmental sustainability.

Organizations are also investing in underrepresented groups, fostering inclusivity in the workforce. By actively recruiting women, minorities, and veterans, companies are building a more inclusive cleantech industry.

Looking Ahead to 2027 and Beyond

As we approach 2027, the cleantech workforce landscape will continue evolving. The industry is projected to grow at a CAGR of 12.7% from 2025 to 2030, continuing to create jobs with emphasis on green manufacturing, clean transportation, and renewable energy development. However, closing the skills gap remains critical to sustaining this growth.

To meet future workforce demands, organizations must:

• Accelerate workforce development initiatives: Companies need to partner with educational institutions, trade organizations, and local governments to expand training programs that equip workers with necessary skills.
• Invest in upskilling and reskilling: Providing ongoing training opportunities for current employees ensures the workforce remains adaptable to new technologies and evolving industry needs.
• Leverage technology and innovation: Embracing digital tools like AI, automation, and data analytics can enhance operational efficiency and help address labor shortages in certain areas of the cleantech industry.
• Cultivate a inclusive workforce: Expanding recruitment efforts to include underrepresented demographics will help bridge the talent gap while fostering innovation and inclusivity.

By implementing these strategies, the cleantech sector will be better positioned to meet the growing demands of a clean energy economy in 2026 and beyond.

How Clean Energy Companies Can Partner with Acara to Tackle Recruitment Challenges

For clean energy companies navigating the complexities of workforce management, partnering with talent acquisition experts like Acara can provide a competitive advantage. With over 65 years of experience, Acara offers innovative staffing solutions to support the growing needs of the clean energy and advanced manufacturing sectors. Their specialized offerings, including Master Vendor Programs (MVP) and Recruitment Process Outsourcing (RPO), provide a streamlined, strategic approach to addressing staffing needs while optimizing operational costs.

Maximizing Efficiency with Master Vendor Programs (MVP)

Acara’s MVPs are designed to simplify and centralize the hiring process by consolidating vendor management under a single system. For companies facing talent shortages and tight timelines, this solution provides a reliable pipeline of qualified candidates while reducing administrative complexity. By ensuring consistent quality control and simplifying communications across all recruitment activities, MVPs can reduce time-to-fill and minimize vendor-related expenses. In fast-growing industries like clean energy, having such a structured approach can make a significant impact on productivity and workforce readiness.

Centralizing recruitment efforts also allows companies to benefit from enhanced visibility into vendor performance. This enables data-driven decisions that align with specific hiring needs and workforce planning strategies, particularly critical in sectors that demand technical proficiency and specialized certifications.

Read our recent E-Book – Master Vendor Programs (MVP): The Key to Your Contingent Workforce’s Success

Leveraging Recruitment Process Outsourcing (RPO)

For more comprehensive staffing needs, Acara’s RPO services offer an end-to-end solution. By taking over some or all of a company’s recruitment functions, Acara helps build robust talent pipelines for specialized roles that are often hard to fill. In the clean energy industry, where scaling operations quickly is key to meeting demand, RPO allows companies to adapt to fluctuating staffing needs while reducing the costs typically associated with in-house recruitment.

Acara’s RPO model also helps streamline the hiring process, improving candidate experiences and strengthening employer branding. In a competitive job market, these aspects are crucial for attracting and retaining top-tier talent, ensuring long-term workforce stability.

View our latest guide – Ultimate Guide to RPO

Driving Cost Savings and Operational Agility

By utilizing Acara’s MVP, RPO, or hybrid MSP services, companies achieve significant vendor spend reductions through streamlined processes and consolidated billing. With a single point of contact for all hiring needs, organizations increase operational agility and focus on core activities. In the clean energy sector, where rapid technological advancements and shifting demands are constant, these solutions help companies remain flexible and responsive while maintaining a strong, diverse workforce.