BESS — 20 February 2026 — 5 min read
BESS in 2026: Mapping the Battery Storage Talent Landscape
By Scott Savory
Battery Energy Storage Systems are central to the UK's net zero ambitions. We map the talent landscape, identify the critical roles, and reveal where the skills gaps are widest.
Battery Energy Storage Systems have moved from the margins to the mainstream of UK energy infrastructure. With gigawatt-scale projects now moving through the development pipeline and grid operators relying on BESS to balance an increasingly renewable-heavy grid, demand for specialist talent has followed — and in many areas, outstripped supply.
This is a mapping exercise: a view of where the talent exists, where it doesn't, and what companies competing for it need to know.
The Roles in Highest Demand
Across the BESS sector, the roles that generate the most competitive hiring environments in 2026 are:
- BESS Project Managers — Candidates who have delivered a BESS project from financial close to energisation are a small pool. Those with multiple projects under their belt are even rarer.
- Grid Connection Engineers — With increasingly complex grid connection processes and a backlog of applications at both DNO and TO level, engineers who have navigated the G99 and G100 process are highly sought after.
- BESS Design Engineers — Covering electrical design, protection philosophy, and system integration, these are technical roles that require a very specific combination of HV experience and battery system knowledge.
- Asset Managers — As the fleet of operational BESS projects grows, so does demand for professionals who can optimise performance, manage warranties, and interface with trading teams.
Where the Talent Comes From
The BESS sector has benefited from talent migration from adjacent sectors: utilities and power generation, wind energy, solar PV, and electrical contracting. Many of the best BESS engineers didn't start in energy storage — they came from EHV substation design, power systems consultancy, or transmission network operations.
Understanding these talent pathways is essential for recruiters who want to find candidates that hiring managers might not think to look for.
What This Means for Hiring
Companies competing for BESS talent in 2026 need to move quickly, offer market-leading compensation, and work with recruiters who have deep networks in this space. Advertising on job boards will reach the candidates who are actively looking — typically 10-15% of the market. The other 85-90% require proactive engagement.
If you're building a BESS team or looking for your next role in energy storage, contact us or book a discovery call.