With new discoveries happening every day, each contributing to the long-term goal of hydrogen-powered aircraft, there is real energy and excitement in the sector. Yet, amid these breakthroughs, a crucial question remains: how will we continue to support these innovations in the future?
Forward-thinking industries, such as hydrogen aviation, are more likely to face talent pipeline pressures. As a young, evolving industry, there is no established flow of new workers into the sector, and it’s not always clear where the ideal candidate should come from. The secret, however, lies in on-the-job training. While this approach has its risks, it is essential for bridging the gap between theoretical knowledge and real-world application.
Evolving industry
The skills required in hydrogen aviation are not immediately apparent. The industry is still developing, and companies are grappling with the challenge of hiring engineers who are not just technically proficient but are also creative and eager to think outside the box.
Many leading companies are startups, navigating uncharted waters with limited resources. This means the workforce must be agile, able to respond to shifting business goals, and capable of embracing new ways of working, often with little notice.
For these reasons, businesses in this space must strategically identify the right talent quickly. They cannot afford to simply look for conventional experience; instead, they must seek out individuals who can help define the future of aviation. This is where the challenge lies: pinpointing the skill sets needed while aligning them with the company’s broader business strategy.
When the stakes are high
As with any career in innovation, hydrogen aviation is an industry built on science, the innate nature of which means charting unknown waters. This is an exciting area to be working in, however, there are regulations and requirements to adhere to, as workers must remember the paramount concern: passenger safety.
Like any innovative field, hydrogen aviation is grounded in science that continues to evolve. We’re applying proven technologies in a new and complex environment, one that is already governed by existing regulations and standards, while also requiring the development of new ones as we advance.
Building complex systems that operate with precision is non-negotiable. Even the most minor oversight, whether in quality control, system integration, or component design, can alter the outcome. This makes it critical for the workforce to not only possess the necessary technical expertise and the ability for fast-paced iterative prototype building but also the attention to detail and a deep understanding of industry standards.
Filling the gap
The equation is clear: success in hydrogen aviation requires a workforce that combines technical expertise with the flexibility and creativity to drive innovation. The solution is therefore two-fold.
First, companies must look beyond conventional experience to identify candidates with raw potential. These individuals may come from various backgrounds and disciplines, but they share a common ability to learn, adapt, and innovate. Once identified, they need to be nurtured and trained on the job to develop the specialised skills required to excel in this high-risk, high-reward environment. Time invested in training is key to turning raw talent into experienced engineers.
Second, companies must also focus on retention. Companies must ensure the talent they develop remains committed to the long-term mission. Retaining skilled engineers, rather than constantly needing to replace them, will be one of the most significant factors in a company’s long-term success.
A great way to boost retention is by creating a working environment that encourages people to show up to work. This can be achieved by living an intrapreneurial culture where engineers have true ownership to deliver a critical piece of the system and through simple things like proactive and two-way employee communication, building a sense of trust and belonging amongst staff. Businesses should also consider how they compensate their employees, what benefits are available, and whether they are appropriate for their teams.
Another, often overlooked way to boost retention is focusing on specific demographics, such as investing in female talent via appropriate maternity pay, and flexible return to work policies. Having benefits that help parents return to work will always see people want to continue to show up to work.
When you show your team that you care about them and their needs, they will return the favour in droves.
What are the best skills to look out for when hiring?
So, what specific skills should companies look for when hiring engineers in this field?
The ideal candidate must be passionate about developing from scratch, especially in areas like fuel cell and cryogenic systems, where lightweight, high-capacity components don’t yet exist. In-house innovation and prototyping will be a critical part of this process, and candidates should be ready to tackle design challenges that are yet to be solved.
In addition to traditional engineering knowledge, there is a growing demand for expertise in software and simulation. As the industry progresses, the ability to model and simulate complex systems will be essential to testing and refining new technologies before they hit the real world. An understanding of aerospace, electronics, and software systems will be critical for ensuring these innovations meet aviation certification standards and production quality.
Training the next generation
To successfully build the workforce of the future, companies will need to implement robust training frameworks that are flexible. It's not enough to hire engineers with the right degrees and qualifications; businesses must invest in their development, offering hands-on experience and mentorship. Exposing staff to as many training opportunities as possible by assigning ownership for success-critical deliverables will ensure that, as the industry grows, so does the skill set of its workforce.
For aspiring hydrogen aviation engineers, the path to success is clear: start early. Don’t wait until graduation to begin gaining real-world experience. Internships, research projects, and industry collaborations, even University Societies, provide invaluable opportunities to hone practical skills while gaining insight into the unique challenges of this rapidly developing field. Engaging with these opportunities early on will give candidates a head start, allowing them to bridge the gap between academic theory and industry practice.
Building a workforce for the future
The hydrogen aviation sector is making significant strides, with many of its advances driven by an expert workforce that continues to evolve within the industry. As the sector matures, there’s an increasing need for companies to build and nurture training programs that can support the best and brightest talent.
We’re entering an exciting period where the knowledge and skills gained from those at the forefront of hydrogen aviation are being passed down to the next generation. For companies, now is the time to invest in the workforce that will shape the future of aviation. And for aspiring engineers, it’s never too early to start preparing for the journey ahead. The future of hydrogen aviation is in the hands of those who are willing to innovate, learn, and take calculated risks.
Ralph Müller, CEO of H2FLY
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