Here’s something that caught me off guard: Fort Lauderdale isn’t just about beaches and spring break anymore. It’s become this surprisingly serious business hub, and if you’re in the energy sector trying to hire leadership there… well, you’ve got competition you probably didn’t see coming.
“Fort Lauderdale is no longer just a vacation destination—it’s become a serious business hub attracting C-suite talent from across the country,” says Jim Hickey, President and Managing Partner at Perpetual Talent Solutions, a Fort Lauderdale executive search firm. “Energy companies establishing operations here are competing with financial services, technology, and healthcare organizations for a finite pool of qualified executives.”
And he’s not exaggerating. Let me show you what’s actually happening on the ground.
The Numbers Tell a Story
Broward County added over 11,000 jobs last year, according to the Greater Fort Lauderdale Alliance. Total employment? Nearly 927,000 positions. The unemployment rate sits at 3.7%—below both state and national averages. That’s a tight labor market. Really tight.
But here’s what got my attention: Fort Lauderdale-Pompano Beach-Sunrise had the highest job growth in Professional and Business Services of any metro area in Florida. We’re talking 3,600 new positions in that sector alone.
Zoom out to the broader Miami-Fort Lauderdale-West Palm Beach area, and the Bureau of Labor Statistics shows 42,600 jobs added over the past year. That’s 1.5% growth—outpacing the national average of 1.1%. This region is genuinely outperforming most of the country.
This Isn’t Your Parents’ Corporate Migration
We’re in the third wave of companies moving to South Florida. The first came around 2013. The second hit during COVID in 2020. But this one? It feels different.
The Business Development Board of Palm Beach County reports that more than 140 companies have relocated or expanded to the tri-county area over the past five years. That’s created or retained over 13,110 direct jobs with average salaries north of $80,000. Capital investments have topped $1.12 billion.
“What we’re seeing now is different from previous migration cycles,” Hickey explains. “Companies aren’t just testing the waters anymore—they’re making headquarters decisions and multi-year commitments. This permanence creates sustained demand for senior leadership that understands both the local market and how to build teams from the ground up.”
Think about the names that have planted flags here: VSE Corporation moved its headquarters to Miramar. Carnival’s building a new global headquarters campus in Miami. Varonis, the cybersecurity company, set up shop in Brickell. Galderma—they make Cetaphil—established their U.S. headquarters in Miami and plans to employ 150 people by 2028.
These aren’t satellite offices. These are permanent commitments.
The Talent Problem Nobody Warned You About
So here’s the catch. All these companies want executives. Good ones. And there aren’t enough to go around.
SHRM’s 2025 Talent Trends report highlights recruiting challenges that persist nationally—too few applicants, fierce competition, candidates ghosting interviews. In a hot market like Fort Lauderdale? Those pressures multiply.
A Deloitte analysis found that 67% of executives say the lack of qualified candidates is their biggest headache. It’s slowing down innovation. It’s hurting operations. Globally, this talent gap could cost an estimated $3.8 trillion in 2025 alone.
“Energy sector executives considering Fort Lauderdale positions need to understand they’re entering a market where multiple industries are competing for the same leadership capabilities,” Hickey notes. “Strategic planning, financial acumen, and the ability to navigate complex regulatory environments—these skills translate across sectors, which means energy companies are competing with financial services firms and technology companies offering compelling packages.”
In other words: you’re not just competing with other energy companies. You’re competing with everyone.
The Housing Situation Actually Helps (For Once)
Remember when Fort Lauderdale real estate felt impossible? Good news: that’s shifting.
Redfin data shows the median home sale price hit $600,000 in late 2025—up 14.3% from last year, yes. But homes are sitting on the market for an average of 106 days now. The market has tilted toward buyers.
Broward County housing supply reached 9.84 months in early 2025. That’s the highest since the post-2007 correction. Single-family home inventory surged 170% year-over-year. Condos? Up 347%.
“The housing market transformation actually helps our executive recruitment efforts,” Hickey observes. “Candidates who might have balked at relocating during the peak frenzy are now finding reasonable options. The combination of no state income tax, improved housing accessibility, and year-round climate makes Fort Lauderdale an easier sell to executives who might have dismissed Florida opportunities a few years ago.”
That’s a meaningful shift. When you’re trying to convince a top executive to uproot their family, “you can actually find a house” matters more than you’d think.
What This Means Going Forward
If you’re in energy and looking at Fort Lauderdale, here’s the landscape: Port Everglades and Fort Lauderdale-Hollywood International Airport give you serious international connectivity. Latin American markets are right there. Florida’s labor force has hit record highs—11.1 million workers. Professional and business services employment grew over 6% year-over-year by mid-2025, according to the Florida Department of Economic Opportunity.
The opportunity is real. But so is the competition.
“The executives who will succeed in Fort Lauderdale are those who understand this market’s unique position,” Hickey concludes. “We’re not just another Sun Belt city experiencing growth—we’re a genuinely international business center with direct access to Caribbean, Central American, and South American markets. Energy companies that recognize this strategic value and commit to competitive executive recruitment will find Fort Lauderdale an ideal launching point for regional and hemispheric operations.”
Look, the talent war in Fort Lauderdale isn’t going away. Companies that figure out how to attract and keep great executives—really understanding what makes this market tick—will have an edge. Those that don’t? They’ll keep wondering why their offers get turned down.
The market’s shifted. Time to shift with it.
