Offshore wind boosts energy job market. Demand for maritime and renewable specialists remains strong

Offshore wind at the core of recruitment demand

The rapid development of offshore wind projects in the Baltic Sea is significantly intensifying recruitment activity across the maritime energy sector. Employers are particularly seeking project engineers, grid connection specialists, automation engineers, SCADA experts and project managers with experience in large-scale infrastructure projects.

For senior technical roles, average gross salaries in Warsaw range from PLN 19,000 to PLN 21,000, while the most critical positions command even higher remuneration. Grid managers, whose role is essential in connecting offshore wind farms to the national power system, are among the highest-paid professionals. According to Michael Page data, their salaries exceed PLN 20,000 gross per month, reaching up to PLN 35,000 at the upper end.

Development and project roles are also gaining importance. Wind project developers and project managers in renewable energy earn between PLN 19,000 and PLN 25,000, while offshore wind projects offer significantly higher pay levels. Average salaries in offshore wind reach approximately PLN 31,000 gross, with top rates of up to PLN 34,000.

Salary stabilisation, but senior experts still set the terms

The Salary Survey 2026 indicates a clear stabilisation of salaries across the renewable energy sector, including offshore wind.

- Just a few years ago, the market experienced very rapid salary growth, and virtually every specialist could expect a significant pay rise. Today, salary levels are levelling out, and companies are increasingly focusing on experience and specific technical competencies rather than pure potential, says Antoni Komsta, principal consultant at Michael Page.

While job opportunities remain plentiful, recruitment processes are increasingly targeted at candidates with hands-on experience on both the development and execution sides of projects. This is particularly evident in offshore wind, where the number of professionals with relevant project experience remains limited.

- Companies developing offshore projects often do not have the time for long training processes and need candidates who can quickly integrate into complex projects. This makes them willing to overpay for experienced experts. We observed the same mechanism earlier in the photovoltaic sector, Antoni Komsta adds.

Benefits and work-life balance replace further pay rises

With salary levels already high, employers are increasingly competing for talent through non-financial incentives. Flexible working models, work-life balance, structured development programmes and long-term career security are becoming key differentiators. In response, companies are offering benefits such as subsidies for low-emission transport, support for installing home renewable energy systems and access to specialised technical training.

Education lags behind offshore energy needs

One of the major challenges facing the offshore wind sector is the growing skills gap caused by an education system that has not yet fully adapted to the pace of the energy transition.

- Polish education and the labour market are not keeping pace with the rapid development of renewable energy, particularly offshore wind. Outside the Tricity and Szczecin regions, it is difficult to find universities that genuinely prepare graduates for work in this sector, notes Antoni Komsta.

As a result, a significant share of offshore projects relies on foreign specialists and international contractors. At the same time, EU climate regulations are accelerating investment and job creation across the maritime energy value chain.

- The energy transition can be both an opportunity and a risk. Those open to upskilling and acquiring new competencies will benefit. For professionals who remain stuck in outdated skill sets, the transition may pose a real threat to their position in the labour market, Antoni Komsta emphasises.

A candidate-driven market – but only for the highly skilled

Energy, and offshore wind in particular, remains a candidate-driven market – though increasingly selective. For less experienced professionals, competition is intensifying and recruitment processes are becoming more demanding. For deficit roles such as offshore substation engineers or power system specialists supporting offshore grid connections, recruitment can take several months and often concludes with a choice from a very limited pool of highly specialised candidates.