Advanced manufacturing facilities rely on cutting-edge technology and rigorous standards, but building or expanding these facilities comes with unique challenges. Projects often run 60% over schedule and 70% over budget, with delays costing millions in lost value. Success hinges on having the right talent in place, but the industry faces a significant skills shortage, with 76% of organizations struggling to hire engineers and 56% unable to find skilled tradespeople.
Key roles like project managers, engineers, and skilled trades are critical for managing complex construction, integrating advanced systems, and ensuring smooth operations. Companies must rethink hiring strategies, invest in training, and use tools like AI-driven recruitment platforms to meet workforce demands and avoid costly delays. The stakes are high, but with the right approach, businesses can secure the expertise needed to thrive.
Advanced Manufacturing Talent Shortage Statistics and Impact
Creating an advanced manufacturing facility is no small feat - it requires a careful balance of planning, coordination, and adaptability. Leadership roles are at the heart of this process, ensuring that construction and operational goals align seamlessly from the very beginning. These roles build on the earlier emphasis on specialized talent, keeping every phase of the project tightly connected to its ultimate production objectives.
Project managers in advanced manufacturing have a particularly demanding job. Unlike traditional construction projects, where design is completed before building begins, these managers must oversee design, procurement, and construction all at once to meet tight timelines. This includes managing relationships with Original Equipment Manufacturers (OEMs), coordinating hundreds of work packages, and ensuring that materials with long lead times arrive exactly when needed.
Daily site walkthroughs are a key part of their role, allowing them to address challenges on the ground and maintain accountability.
"Project managers who work remotely or spend most of their time away from the manufacturing site will be too disconnected from the challenges and realities in the field." - Deloitte Perspective
Modern tools like Virtual Design and Construction (VDC) and digital twins have become essential for project managers. For instance, in 2022, a semiconductor company teamed up with Deloitte to create a 3D digital twin for a new fabrication plant. This AI-powered tool simulated thousands of layout possibilities, cutting the design process from months to days and improving standardization for more cost-efficient construction. These advanced methods help project managers guide projects through Commissioning, Qualification, and Validation (CQV), ensuring all systems work together smoothly for production.
While project managers focus on strategy and coordination, project executives and superintendents bring those plans to life. Project executives handle high-level responsibilities like setting strategic goals, managing budgets, and liaising with stakeholders, while superintendents are on-site every day, ensuring those plans translate into real-world results. Superintendents play a hands-on role, monitoring quality, worker performance, and jobsite safety, acting as the vital link between office plans and field execution.
A notable example comes from a $10 billion North American semiconductor project in 2022. The leadership team implemented a procurement task force to manage 300 specialized work packages. By using shared dashboards and strict benchmarking, they tripled the number of completed RFPs and kept procurement aligned with an aggressive construction schedule.
Leadership teams also work together to mitigate risks and optimize schedules. Generative scheduling and digital twins allow them to test "what-if" scenarios, reallocate resources, and identify potential bottlenecks before they escalate. For example, in an automotive OEM battery project, revised tooling sequences cut over a month off the timeline and saved $40 million. Superintendents play a critical role here, offering real-time feedback from the field to ensure that these theoretical improvements actually work in practice.
"Strong superintendents drive safety, productivity and client satisfaction." - Boyd Worsham, CEO of NCCER
For businesses aiming to execute construction projects successfully, experienced leadership isn't just helpful - it's essential. It's the difference between launching a facility on schedule and dealing with costly delays or overruns.
While leadership ensures projects stay on track, engineers bring ideas to life by designing precise and efficient systems for highly automated facilities. Their expertise spans both foundational roles and specialized systems.
Structural and civil engineers lay the groundwork for manufacturing success. They design vibration-isolated foundations and adaptable structures that can handle heavy loads while allowing for future modifications.
Civil engineers focus on critical infrastructure, such as sewage systems, waste disposal, water supply networks, and related projects. The rapid expansion of sectors like data centers - expected to grow by 35% by 2026 - highlights the importance of their work. Spending on power and water infrastructure is projected to increase by 4%.
Using CAD software, engineers create and interpret complex facility layouts. They also ensure compliance with OSHA standards and building codes, making safety a top priority. Chris Daum, President and CEO of FMI, emphasizes the importance of aligning capacity with market needs:
"The market is supporting certain sectors and structures more than others, and performance in 2026 will depend on how well firms align their capacity and execution with those realities."
To seize these opportunities, firms must align their engineering capabilities with high-growth sectors like power and energy infrastructure.
In addition to structural work, MEP engineers play a critical role in ensuring that facility systems function smoothly and align with design goals. Mechanical, Electrical, and Plumbing (MEP) engineers are vital for creating efficient and reliable advanced manufacturing facilities. Their systems often represent 30% to 50% of a project’s total cost, making their expertise essential for balancing performance and budget.
Mechanical engineers focus on HVAC system design and building automation to maintain clean room standards and improve energy efficiency.
Electrical engineers handle capacity and load analyses, ensuring power distribution systems can support heavy industrial machinery. They also implement protective devices, transformers, and filters to safeguard sensitive electronics from power fluctuations. As automation grows, they design fiber optic networks to support IoT devices and enable seamless supplier connectivity on factory floors.
Plumbing engineers address more than basic water supply. They design specialized filtration and disinfection systems to meet the stringent water quality requirements of manufacturing processes. Increasingly, MEP teams use BIM tools to optimize layouts before construction, reducing the risk of costly changes later.
The demand for these roles is high. The U.S. Bureau of Labor Statistics projects an average of 188,000 annual job openings in architecture and engineering through 2032, while 456,000 construction jobs remained unfilled as of early 2024. Salaries reflect this demand, with mechanical engineers earning between $65,000 and $159,000 annually, and electrical engineers earning between $61,000 and $147,000.
Once engineers lay out the designs, skilled technicians and tradespeople step in to turn those blueprints into reality. These roles require a mix of technical know-how and practical problem-solving skills to ensure everything works as planned.
Commissioning agents and controls engineers play a crucial role in making sure systems are integrated and fully operational. They test equipment, address conflicts between mechanical and electrical components, and verify that everything aligns with the original design specifications through processes like Factory Acceptance Testing (FAT) and Site Acceptance Testing.
Their responsibilities include programming PLCs (such as Siemens, Allen-Bradley, or Mitsubishi), managing SCADA systems (like WinCC or Wonderware), and configuring industrial networks (e.g., Modbus, Profinet, EtherNet/IP, OPC UA). Beyond these tasks, they also integrate Manufacturing Execution Systems (MES) and implement cybersecurity protocols following ISA 99/IEC 62443 standards.
Florian Schober, Director of Controls Commissioning at KNAPP, highlights the skills required for success in this field:
"You need to have good English, solid programming skills for real-time systems as well as a holistic view of the mechanics, electrics and software control systems".
This well-rounded understanding enables commissioning engineers to quickly diagnose and resolve communication issues between systems. Ivona Kapcevic further notes that these engineers balance technical accuracy with hands-on problem-solving and system optimization. Their work is often under tight deadlines during the final project stages, requiring them to remain precise and composed under pressure.
While commissioning agents focus on system functionality, skilled trades professionals take care of the physical installations.
Skilled trades are the backbone of turning engineering plans into tangible, working systems. However, the manufacturing industry is grappling with a workforce shortage, with 2.1 million jobs expected to go unfilled by 2030. Nearly 89% of contractors report difficulties in hiring for craft positions.
Key trades include industrial electricians, millwrights, mechatronics technicians, pipefitters, steamfitters, and robotics technicians. Each role is essential:
Thomas Gombos, Maintenance Manager at Mack Trucks Lehigh Valley Operations, underscores the importance of tailored training programs:
"Through customized training, our apprentices build their skill sets working directly with our equipment, enabling them to become very efficient in supporting the Mack Trucks manufacturing facility as they progress through and complete the program".
Such programs are effective, with 91% of apprentices remaining with the companies where they trained. Additionally, employers see a $1.47 return in productivity for every $1.00 spent on apprenticeship programs.
Automation hasn't made skilled trades obsolete - it has reshaped them. While robots have replaced some unskilled roles, they’ve created demand for machinists, advanced welders, and technicians who maintain and program these machines. In 2025, there were 97,500 registered apprentices in the industry, marking a 20% increase over five years.
Recruiting for advanced manufacturing isn’t just about filling roles - it’s about finding the right talent to match the complexity of the technology and processes involved. The industry is grappling with a serious hiring challenge: 4.6 million jobs need to be filled by 2028, but with an average recruitment time of 70 days for skilled roles, 1.9 million positions will remain unfilled by 2033. These numbers highlight the urgency for a smarter, more efficient hiring strategy.
The first step? Shift your perspective. Recruitment shouldn’t be treated as a standalone task but as part of a broader, integrated system. Jennifer Rosa from NIST MEP puts it succinctly:
"The best employers truly believe that employees ARE their number one asset – without exception."
This mindset calls for rethinking outdated qualification requirements. Instead of focusing solely on traditional credentials, companies can create sustainable talent pipelines by collaborating with schools, government programs, and community organizations. Additionally, expanding hiring criteria to include transferable skills and candidates from nontraditional backgrounds can make a significant difference. Research backs this up: companies that adopt a skills-based hiring approach are 98% more likely to retain high performers, and these hires tend to stay 9% longer. As one industry leader from a Deloitte Talent Study explains:
"STEM to us is soft skills, technical or technology skills, engagement, and motivation. Those are the skills we need. The rest of it can be taught all day long."
For more strategies on tackling workforce challenges in construction and beyond, check out our jobs and workforce guide.
In advanced manufacturing, precision and speed are critical - not just in production but in hiring too. A bad hire can be incredibly costly. For example, replacing an hourly employee earning $40,000 can cost around $20,000, while replacing a manager with a $150,000 salary can cost $225,000 or more. With unfilled manufacturing roles projected to cost the U.S. economy $1 trillion in GDP by 2033, getting it right the first time is non-negotiable.
This is where iRecruit.co steps in. The platform uses AI-powered pre-screening to match candidates to roles with precision. It focuses on critical positions like project managers, MEP engineers, commissioning agents, and controls engineers - roles that require both technical expertise and hands-on experience. Plus, iRecruit.co offers a 90-day replacement guarantee, reducing the financial risk of early turnover. If a hire doesn’t work out within the first three months, they’ll provide a replacement at no extra cost [iRecruit.co].
Why is this so important? Studies show that 40% of employees leave within their first year. Early turnover isn’t just expensive - it’s risky. Nearly 28% of workplace injuries occur within the first year of employment. By focusing on pre-qualified candidates who already understand safety protocols, companies can reduce both turnover and workplace risks.
But recruitment is just one piece of the puzzle. To truly thrive, companies need to think beyond immediate hiring needs.
Preparing for the future means going beyond the here and now. With 40% of current skill requirements in advanced manufacturing expected to change within the next five years, it’s crucial to align workforce planning with long-term business goals.
Start by integrating workforce forecasting with production and growth plans. Develop internal training programs to upskill employees and introduce flexible scheduling to support evolving needs. AI-driven tools can also help by simulating scenarios based on changes in product demand or production scale, allowing companies to anticipate talent needs before they become critical.
The benefits of this approach are clear. Employees who believe they can develop the skills they’ll need for the future are 2.7 times less likely to leave within a year. Apprenticeship programs, for example, have proven especially effective: 91% of participants stay with their training company, and for every $1.00 spent, these programs generate $1.47 in productivity. By investing in long-term talent development, companies can create a workforce that’s ready to grow alongside their operations.
Every stage of a project - design, planning, and execution - relies heavily on having the right specialized talent in place. The numbers paint a stark picture: projects running 60% over schedule and 70% over budget, coupled with a projected 1.9 million unfilled manufacturing jobs by 2033, highlight the critical impact of talent shortages on project outcomes.
Specialized professionals, such as project managers and MEP engineers, are not just important for meeting immediate project goals - they're also key to sustaining long-term growth. To secure these in-demand experts, companies need to adopt a thoughtful approach that includes skills-focused hiring, precise workforce planning, and collaboration with platforms that understand the nuances of advanced manufacturing.
iRecruit.co offers solutions designed to meet these challenges head-on. With features like AI-driven pre-screening, a 90-day search credit for replacements, and a pool of pre-qualified candidates for critical roles, iRecruit.co helps reduce hiring risks, cut down on time-to-hire, and manage replacement costs that can equal an employee's annual salary.
The landscape of advanced manufacturing is shifting rapidly - 40% of current skill requirements are expected to change within the next five years. Companies that view talent acquisition as a strategic priority will be better equipped to adapt and thrive. By focusing on both immediate hiring needs and future workforce demands, businesses can position themselves for sustained success, ensuring they have the right team in place today while preparing for tomorrow.
For additional strategies on overcoming workforce challenges in complex construction settings, read our guide on staffing challenges on large-scale construction projects.
To address the skills gap in advanced manufacturing, companies should prioritize workforce development through targeted training programs tailored to match industry demands. Partnering with academic institutions, government programs, and apprenticeship initiatives can help establish a steady flow of skilled workers. At the same time, investing in upskilling existing employees and encouraging lifelong learning can ensure the workforce stays adaptable to evolving technologies.
Businesses can also make manufacturing careers more attractive by offering competitive pay, clear paths for career growth, and fostering a supportive and engaging workplace culture. Taking a proactive approach to workforce planning and utilizing federal or state incentives can further strengthen these efforts. By embracing creative recruitment strategies and building strong partnerships, companies can develop a skilled workforce capable of meeting the challenges and opportunities in advanced manufacturing.
Project managers in advanced manufacturing operate in a world that’s vastly different from traditional construction. Their work revolves around managing high-tech, complex projects that often involve automation, artificial intelligence, and other advanced technologies. To succeed, they need a strong grasp of Industry 4.0 concepts, systems integration, and digital transformation. On top of that, they must be skilled in areas like manufacturing process design and navigating regulatory requirements.
In contrast, construction project managers focus more on tangible infrastructure and physical materials. Their responsibilities often include managing on-site safety, coordinating labor, and using tools like BIM to streamline planning. While their projects are typically more linear, manufacturing project managers face the challenge of juggling continuous process improvements, workforce training, and strategic planning. Their goal? To fuel innovation and ensure scalability in environments that are constantly evolving.
MEP engineers are indispensable in advanced manufacturing facilities, as they are responsible for designing and implementing the mechanical, electrical, and plumbing systems that keep these operations running smoothly. These systems are not just about functionality - they’re about ensuring peak performance, energy efficiency, and safety in highly technical and demanding environments.
Their role goes beyond basic infrastructure. MEP engineers are key to integrating systems that support advanced manufacturing needs like climate control, power distribution, and water management. These are essential for maintaining the precision and reliability required in modern facilities. Without their expertise, meeting the complex demands of scalability, efficiency, and sustainability in today’s manufacturing world would be nearly impossible.
