The skills shortage in the EIA market is well established. What is becoming increasingly clear, however, is that the most critical pressure point is not at graduate or early career level, but at Senior, Principal, and Associate Director grade.

These are the professionals who carry projects. They lead complex EIAs, manage risk, guide clients through planning and consenting, and develop the next generation of practitioners. Demand for this capability has risen sharply, yet supply has not kept pace.

One of the key reasons is simply time. Strong EIA professionals are not created quickly. Reaching senior or principal level typically requires 10 to 15 years of varied project experience, exposure to multiple development sectors, and the confidence to operate in high-risk, high-ambiguity environments. Periods of historic underinvestment in hiring and development have created a gap that the market is now struggling to fill.

At the same time, the nature of EIA work has evolved. Infrastructure, energy transition, and planning reform have increased both the volume and complexity of projects requiring EIA. As scrutiny from regulators and stakeholders has intensified, so too has the need for senior oversight. Many projects that might once have been comfortably managed at mid-level now require experienced leadership.

Crucially, senior EIA roles are no longer purely technical. Today’s principals and associate directors are expected to balance technical excellence with client management, commercial delivery, and team leadership. This has narrowed the talent pool further. Some highly capable technical specialists have not been supported to develop these broader skills, while others have moved into roles that take them away from EIA delivery altogether.

Retention is also playing a significant role. Many senior EIA professionals are carrying heavy workloads, often without the influence, flexibility, or recognition that matches their responsibility. As a result, some are moving client-side, shifting into broader sustainability roles, or stepping back from consultancy entirely. In a tight market, that experience is extremely difficult to replace.

What I’m Seeing in the Market Right Now

From a recruitment perspective, demand for Senior and Principal EIA professionals is consistently outstripping supply. Employers are competing for a relatively small group of individuals who have both the technical credibility and the leadership capability to step into these roles with confidence.

Successful appointments are increasingly driven by realistic expectations, flexibility around role design, and a genuine understanding of what senior EIA professionals value. This includes influence over projects, manageable workloads, and clear progression, not just job titles.

For consultancies, senior EIA recruitment has become a strategic issue rather than a transactional one. Those that recognise this are best placed to secure and retain the talent they need to deliver, grow, and de-risk their future workload.

Get In touch

If you’re navigating the challenge of securing senior EIA talent, or considering your own next career move within the EIA market, I’d welcome a conversation.

With over 25 years’ experience working alongside environmental and planning professionals, I support both organisations and individuals in finding practical, often innovative solutions to complex recruitment and career challenges.

Whether you’re looking to strengthen your EIA capability, plan for future growth, or explore opportunities your next step as a Senior or Principal EIA professional, a confidential discussion can often unlock options that aren’t immediately obvious.

Get in touch to discuss your recruitment needs or your career aspirations, and let’s explore what’s possible.

 

JM Pic

Written by:
Jeremy Money
Director, JSM Associates

I have worked within the Environmental and Sustainability sector for 20 years, making me one of the most established and well connected networkers in the market.

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