Here’s something that trips up a lot of energy companies trying to hire executives in this region: they think in state lines. Pennsylvania candidates. New Jersey candidates. Separate buckets. But that’s not how the Delaware Valley actually works. Professionals here have always crossed state boundaries for the right opportunities—it’s been that way for decades. And if you’re not recruiting with that reality in mind, you’re missing half your talent pool.
“The Delaware Valley operates as a single, interconnected labor market for executive talent, particularly in the energy sector,” said Jim Hickey, President Managing Partner at Perpetual Talent Solutions, a Philadelphia executive search firm. “Companies that fail to recognize this regional reality often find themselves competing with one hand tied behind their back.”
People Here Don’t Think in State Lines
The Philadelphia-Camden-Wilmington metro area is one of the nation’s twelve largest, and it sprawls across multiple states. According to the Bureau of Labor Statistics, this economic zone includes Bucks, Chester, Delaware, Montgomery, and Philadelphia Counties in Pennsylvania, plus Burlington, Camden, Gloucester, and Salem Counties in New Jersey—with pieces of Delaware and Maryland thrown in too.
The commuting patterns tell the real story. Data from New Jersey Monthly shows roughly half a million people commute daily from New Jersey to the New York City or Philadelphia metro areas. Nearly fourteen percent of New Jersey workers hold jobs outside their home state—that’s the fifth highest rate of cross-state commuting in the country.
“Energy executives in this region think regionally, not by state boundaries,” Hickey explained. “A CFO living in Cherry Hill might be running operations in Center City Philadelphia, while a VP of Operations in Bucks County could be overseeing facilities throughout South Jersey. This fluidity is the norm, not the exception.”
Energy Growth Is Making the Talent Fight Fierce
Pennsylvania’s energy sector has been growing fast, and that’s only intensifying competition for executive talent. According to the Building Performance Association, Pennsylvania employed 76,289 people in energy efficiency alone in 2024—a 4.63 percent increase from the prior year and the highest growth rate since 2018. That actually outpaced the national growth rate of 4 percent.
The Clean Jobs Pennsylvania 2024 report shows clean energy and clean vehicle companies added more than 4,000 jobs, pushing total clean energy employment past 100,000 workers. Energy efficiency remains the state’s largest energy sector (ranking eleventh nationally), with renewable generation growing 8.6 percent.
And the broader talent market? It keeps getting tighter. Research from North American Executive Search estimates that unfilled roles could cost over 8.5 trillion dollars in unrealized revenue globally by 2030. They’re calling 2025 a critical turning point for organizations struggling to secure leadership talent.
The Perfect Storm of Hiring Challenges
Energy companies are dealing with a genuinely difficult situation right now. According to McKinsey, as many as 400,000 employees in the U.S. energy sector are approaching retirement within the next decade. That’s a massive exodus of institutional knowledge—and it’s happening while the industry struggles to attract younger talent who sometimes see energy as lacking clear career paths.
The Global Energy Talent Index 2025 report backs this up: 58 percent of energy professionals say unclear career paths hurt their job satisfaction. And here’s the kicker—31 percent of professionals thinking about switching sectors would choose tech over energy. That’s serious competition for the executives you need.
“The war for executive talent in energy has reached unprecedented levels,” Hickey noted. “Traditional recruiting approaches simply cannot keep pace with the demand. Companies need to cast wider geographic nets while also articulating compelling value propositions that resonate with today’s leadership candidates.”
Why Philadelphia Has an Edge
If you’re an energy company thinking about where to base operations or source talent, Philadelphia has some real advantages worth considering. The Center City District reports that Philadelphia’s employment grew 13.6 percent since 2020, beating the 11.7 percent average of the nation’s 25 most populous counties. The city has actually outpaced San Francisco, Washington, Seattle, and Los Angeles in recovery rates.
But maybe the most important number? Philadelphia has nearly doubled its population of college-educated residents to over 260,000, with 70 percent of those degree holders aged 25 to 34. That’s a talent pipeline energy companies can tap for leadership development.
The BLS reports that workers in the Philadelphia-Camden-Wilmington area earned an average hourly wage of $33.47 in May 2024, compared to the nationwide average of $32.66. Management occupations averaged $71.47 per hour.
What Actually Works for Executive Recruitment Here
Successfully tapping into the PA-NJ talent exchange takes deliberate strategy. A few things energy companies should think about: drop the artificial geographic restrictions in your executive searches—embrace the bi-state talent pool for what it is. Build employee value propositions that actually address the career pathway concerns energy professionals keep raising. Use the region’s transit connectivity and hybrid work flexibility to expand your candidate reach. Partner with executive search firms that genuinely understand both regional dynamics and energy sector nuances. And invest in leadership development programs that create internal succession pipelines.
“Companies that win the executive talent battle in this region are those that recognize the Delaware Valley as a unified market,” Hickey emphasized. “They build employer brands that resonate across state lines and create opportunities that appeal to candidates regardless of which side of the river they call home.”
What’s Coming
As the energy sector keeps evolving, competition for executive talent in the Delaware Valley will only get more intense. According to Duffy Group research, 71 percent of businesses say finding quality workers is their biggest hiring challenge. And 52 percent of job seekers have turned down offers because of poor hiring experiences. That’s a lot of talent walking away.
For energy companies operating in the PA-NJ corridor, success comes down to treating the region as the integrated talent market it’s always been. Those that adapt their recruiting strategies will be in a much stronger position to land the executive leadership they need.
“The Delaware Valley has always been a place where talent flows across boundaries,” Hickey concluded. “Energy companies that embrace this reality and build recruitment strategies around it will have a significant competitive advantage in the years ahead.”
