Which trends will shape energy and commodities talent markets in 2026? We asked HC Group’s global network of specialist consultants to gaze into their crystal balls.
This article was originally published as part of HC Group's Annual Review 2025-2026. Access the full magazine here.
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Conclusion
In 2026, commodities firms will compete for hybrid talent that can combine market knowledge with practical capability in AI, digital systems and transition‑related expertise. As trading models evolve and regulatory and sustainability pressures intensify, organisations that secure adaptable, tech‑literate specialists will be better placed to maintain resilience and capture new opportunities.
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FAQs
What is the defining talent trend in commodities for 2026?
Our consultants highlight a decisive shift toward hybrid specialist professionals who combine market P&L experience with AI/data, risk, carbon, and regulatory skills. As trading sophistication rises, firms that secure this mix will outperform those hiring purely single‑discipline profiles.
Where will hiring demand be strongest across commodities?
Demand will concentrate in Power & Environmental Products (quantitative, algorithmic, and carbon roles), Gas & LNG (asset‑backed desks and evolving leadership benches), Metals & Minerals (policy and integrated analytics), and Shipping & Logistics (efficiency‑led chartering and freight/FFA expertise). Financial services desks will expand selectively, backing proven, high‑performing specialists.
Which skills are most scarce and most valuable?
Our consultants flag AI/ML for trading and risk, carbon and sustainability expertise, regulatory/policy translation into commercial edge, blockchain/traceability, and freight/FFA hedging with strong cargo networks. The premium is on talent that can operate across both physical and data‑led markets.
How can mid‑market firms compete with majors and hedge funds for talent?
Mid‑market firms can win by leaning into asset‑light agility, multi‑seat progression, and culture. Our consultants note that desks are tilting toward several high‑potential juniors over a single expensive senior, supported by clear training in analytics, risk, and transition products to accelerate impact.
What risks should leadership plan for in the talent market?
An ageing workforce, turnover from loss‑driven exits, and margin pressure will widen gaps, while hedge‑fund demand for quantitative talent tightens supply. Firms that invest early, build transition‑ready benches, and align functional leaders (Tax, Legal, Compliance) to trading strategy will retain an edge.
HC Group is a global search firm dedicated to the energy and commodities markets.
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