Daniel Pecharich

The push to bring everyone back on-site is real right now. And in recruiting, it’s changing the game fast. Candidates are asking different questions. Top talent is weighing flexibility just as heavily as compensation. And hiring teams are feeling the tension between policy and reality. Here’s what I’m seeing: The companies winning right now aren’t the ones with the strictest policies, they’re the ones with the clearest value proposition. If you’re asking people to come on-site, you have to answer: why does it matter? What’s the value? Is it faster decision-making because you’re in the room together? Stronger mentorship and real-time coaching? More visibility to leadership and clearer career growth? A deeper connection to the business and the impact of your work? Those things matter but only if they’re real and consistent. If you can’t clearly articulate the value, candidates will opt out. If you can and you deliver on it you’ll stand out. Recruiting in this market isn’t just about filling roles it’s about creating an experience people choose to be part of. Because the best candidates have options. And they’re choosing environments that align with how they want to work and grow. The shift back on-site isn’t a blocker but it does require intention. Clarity and value are the competitive advantage. #TalentAcquisition

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Governors from both parties are calling on Congress to reform the federal energy permitting process. Their priorities include faster reviews, better coordination across agencies, and updates to the NEPA framework. As energy demand continues to rise from data centers, manufacturing, and electrification, a more efficient permitting system will be essential to strengthen the grid and accelerate clean energy projects. Full article ⬇️

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What is Shift to "Outbound" Recruitment Marketing? Recruitment is behaving more like high-end B2B sales. Since top-tier talent is rarely "looking," TA teams are adopting SDR-style sourcing (Sales Development Representative) tactics.  What is #HyperPersonalization: Generic LinkedIn InMails are dead. Recruiters use AI to craft deeply personalized outreach based on a candidate's public portfolio, research, or social contributions.  We go for #TalentIntelligence: Teams are using predictive analytics to identify "flight risks" at competitors or predict when a specific talent pool will become available. #Newera #Newtechnologies #AI #Hitachi

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Big step forward for energy storage in Illinois with the Clean and Reliable Grid Affordability Act now passed. The bill sets a 3 GW storage target by 2030, directing utilities to procure grid-scale storage to improve reliability and support renewable integration. This is a strong policy signal that storage is being recognised as essential grid infrastructure, not just a supporting technology. With growing load from data centres and electrification, having a dedicated storage target gives the state a clearer pathway to balance generation and demand. For the broader renewables sector, it’s an encouraging sign. Clear, long-term storage goals like this provide confidence for developers, investors, and technical teams to plan and deliver at scale. Another positive step for the U.S. clean energy transition, turning ambition into execution. https://lnkd.in/eFtvPMjG

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Portland General Electric (PGE) in $1.9B deal to buy PacifiCorp's Washington utility operations.. PGE, the largest utility in Oregon, expects the transaction will increase its customer base by 15%, to about 1.1 million customers, and its 2026 rate base by 18%, to $9 billion, according to a company presentation. This deal will enable PG&E to expand beyond Oregon for the first time in history... They plan to finance the deal with a $600 million equity contribution from Manulife, about $600 million raised by a potential holding company and about $700 million of secured debt at the Washington utility, according to the presentation... With a lot to shake out, they're expecting that the transaction will close after about a year of regulatory review.. Big news for the utility industry! Read the full article attached 💪 💚 ⚡ https://lnkd.in/epEvqC59 #power #utilities #gridinfrastructure #highvoltage #usa #powerdelivery #substation #transmission #distribution #utilityconstruction #construction #energy #energyinfrastructure

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Utilities can play a pivotal role in scaling low-carbon energy by transforming from commodity providers to catalysts for electrification and growth. Achieving this shift requires resilient supply chains, community collaboration, reimagined talent and leveraging AI within a strong digital foundation. Explore how utilities can decarbonize and build a future-ready energy system by orchestrating change: https://accntu.re/3LnKa2R #Utilties #Accenture #EnergyTransition

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🔎 June Labor Market Insights for Energy & Utilities I wanted to share a few key takeaways from June’s Labor Market and Economy Report, with a focus on trends impacting the Energy & Utilities sector: ⚡ Utilities Unemployment At just 1.0%, the Utilities sector continues to demonstrate remarkable labor stability. However, this tight labor market highlights the growing challenge of sourcing and retaining top talent. 📈 Job Growth The U.S. added 147,000 jobs in June, with Utilities contributing notably to this momentum. 🌡️ Infrastructure Resilience in Focus Extreme heat events in June led to outages across Ohio, New York, and Pennsylvania—reinforcing the urgency of grid hardening and infrastructure modernization. 🔧 Workforce Transformation Deloitte projects a 4.1% increase in Energy & Chemicals employment by 2033, with 60% of the workforce requiring upskilling to meet evolving demands driven by digital transformation and cost pressures. These trends underscore both the opportunity and urgency for organizations in the Energy & Utilities space to invest strategically in talent, technology, and infrastructure. If you're planning ahead for workforce development or project execution, I’d welcome a conversation about how my team can help you achieve your goals. #Energy #Utilities #Infrastructure #GridModernization #Transmission #Distribution #Power #NuclearPower https://lnkd.in/eNtwTnyn

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Basin Electric Power Cooperative has selected PCL Construction to build the Bison Generation Station, a nearly $4 billion natural gas-fueled power plant in Williams County, North Dakota. The project will include two combined-cycle units totaling approximately 1,490 MW, with operations expected in 2029 and 2030. Once complete, the facility will help meet growing electricity demand across the Upper Midwest. This investment underscores the ongoing role of natural gas in the U.S. energy mix, providing reliable, flexible generation to support grid stability and complement renewable power as demand continues to rise. https://lnkd.in/eWDPrd_Y   #EnergyInfrastructure #PowerGeneration #NaturalGas #USPower #Utilities #BraddockGroup #Recruitment

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Energy companies are facing a major talent gap, and traditional hiring tactics won't close it. To attract the talent that will lead the future of clean energy, we need smarter strategies that meet today's workforce where they are. In her new blog, Dana Meyer uncovers what's working when it comes to recruiting in the energy sector. ✅ Reaching passive candidates ✅ Tapping into Gen Z priorities ✅ Rebranding for a new era Get the more info on these strategies to grow your team. Read the blog now! #RecruitmentMarketing #CleanEnergyCareers #AttractTalent 

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The modern workforce is experiencing a significant shift as companies increasingly depend on contingent talent—such as contractors, freelancers, gig workers, and interim hires—as a core strategic resource. What was once considered a temporary solution for busy periods or special projects is now seen as a vital part of the contingent workforce management strategy. Organizations are utilizing this flexible talent pool to boost workforce agility, allowing them to quickly scale skills up or down based on market demands. In a fast-paced business environment characterized by rapid technological advancements and talent shortages, leveraging gig workers and interim professionals has become essential for maintaining a competitive edge. For leaders and middle managers, the challenge lies in effectively integrating and leading these non-traditional workers across the organization. This article explores the rise of contingent workforces as a strategic asset and provides guidance on managing a diverse team while ensuring compliance, controlling costs, and maintaining cohesive performance.

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Interesting.... 89% of TA Teams Struggle With Data Visibility: 2026 Talent Acquisition Outlook Report Only 23% of TA organizations can connect their recruitment spending to actual hiring outcomes, according to Symphony Talent’s 2026 Talent Acquisition Outlook Report, while 89% rate their visibility...Read more 66% of Recruiters Say Finding Talent Is Harder, Though Applications Have Doubled Key takeaways: Applications doubled since 2022, yet 80% of job seekers feel unprepared, and 66% of recruiters can’t find qualified candidates. With 93% of recruiters expanding AI use and 59% 

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Hope this is helpful for folks who didn't see this. *Before you click the link, a quick note: You’ll see references to 2023 data, even though we’re heading into 2026. That’s not a mistake. Workforce data is intentionally lagged. Employers, schools, and agencies have to report, reconcile, and validate outcomes before trends are analyzed. That takes time, but it also makes the data reliable. More importantly, workforce planning is about multi-year patterns, not reacting to last quarter. If this were real-time, it would be noisy and misleading. This resource hub includes: • Annual Talent Pipeline Report PDFs (current and prior years) • Appendices with deep dives on Top Jobs, skills, credentials, and regional data • Policy recommendations tied directly to labor market realities • Launch webinars and recordings with slides and commentary • A Spring Edition focused specifically on education and training outcomes • Links to the Colorado Talent Dashboard for interactive workforce data Topics covered span: • Labor market conditions and employment projections • Talent supply vs demand by industry • Skills and credential gaps employers are facing • High-growth, high-need occupations (“Top Jobs”) • Education and training alignment • Workforce development and policy priorities Who this is useful for: Hiring managers, business owners, AEC and construction leaders, HR and talent teams, educators, workforce development partners, and anyone making decisions about hiring, training, or long-term workforce strategy in Colorado. This isn’t marketing material. It’s a reality check backed by data. Worth bookmarking if people and talent matter to your work. https://lnkd.in/gWHDkbfH

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From grid integration to talent acquisition, the energy sector is transforming. We break down the key hiring trends driving the shift. #CleanEnergy #FutureOfWork

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The conversation around PJM is shifting fast; and solar + storage are no longer just part of the energy transition narrative, they’re becoming critical infrastructure for grid stability. Governors across PJM states are pushing to accelerate renewable and battery storage deployment to help ease pressure on the grid as electricity demand surges. Between data centers, electrification, and population growth, the system is being stretched, and the fastest way to add new, flexible capacity is through solar paired with storage. We’re now moving from: • “Decarbonization-first policy” To: • “Affordability + reliability-first policy” And that shift matters. Solar can be deployed quickly. Storage helps manage peak demand and smooth volatility. Together, they provide the fastest, most practical way to add supply, stabilize pricing, and support grid resilience. #gridresilience #energymarkets #powertrading https://lnkd.in/gYZeKh7v

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