15TH ANNUAL

National Solar
Jobs Census 2024

Tracking the growth of the solar and storage
workforce nationwide and by state

November 2025

Solar Jobs
in 2024
Solar Jobs
by State
Jobs in
Energy Storage
Demographics
& Diversity
Workforce
Development
About
Hiring Challenges | Difficult Positions to Fill | New Hires | Union Representation | Education and Experience Requirements | Wages | Hiring Trends | Workforce Development Solutions | Registered Apprenticeships | Attracting Veteran Candidates | Recruitment and Retention | Solar Career Stories | Accessing the Ecosystem | Green Workforce Connect

Workforce Development

The future durability of the solar and battery storage industry will depend on developing and fostering a highly skilled, trained, and motivated workforce. In order to meet the demand for affordable and reliable electricity and advance sustainable growth, a comprehensive workforce development strategy will be essential.

The career opportunities in solar energy extend to all education levels and across a wide spectrum of interests and skills. However, many qualified candidates remain unaware of these opportunities, and recruiting and retaining qualified workers has been a longstanding challenge for this industry. 

The most successful companies know that rather than simply posting jobs on an ad hoc basis and hoping for the best, a strategic approach to workforce development is essential to long-term stability and growth. 

This section of the Solar Jobs Census presents survey data on hiring difficulty, education and experience requirements, union representation, and other workforce development trends. We also review proven best practices to attract, hire, develop, and retain talent. 

Hiring Challenges in the Solar Industry

In the Solar Jobs Census survey, the vast majority of solar employers (close to 90%) reported some level of difficulty filling open positions. As of 2024, 26% of employers across the solar industry reported it was “very difficult” to hire qualified workers, another 60% said it was somewhat difficult, and only 14% found hiring to be not difficult at all. 

While still a concern, reported hiring difficulty across the industry has eased somewhat in recent years. In the 2023 Solar Jobs Census, a slightly higher percentage of companies (29%) indicated that hiring was very difficult. The change was more pronounced in key industry sectors: among installation and project development firms, the percentage reporting hiring was very difficult decreased from 33% to 27%. 

Hiring difficulty decreased notably since 2022, when 44% of solar employers indicated that hiring was very difficult. This change may reflect a slowing pace of industry growth and increasing labor efficiency as well as labor market trends in the wider economy.

Operations and maintenance (O&M) was the only industry sector that saw an increase in hiring difficulty in 2024. In this sector, 23% of employers found it very difficult to find qualified workers, a 16% increase over 2023. This likely reflects the growing need to maintain, monitor, and repair new solar installations that are coming online.

Wholesale trade and distribution saw the lowest percentage (13%) of employers that described hiring as very difficult. Jobs in this sector also increased by 4% in 2024, the largest jobs gain among all industry sectors (see Solar Jobs in 2024). 

Difficult Positions to Fill

Management positions stand out as the types of jobs most often identified as difficult to fill. In 2024, 47% of firms—17% higher than in 2023—reporteded difficulty in hiring management positions, such as directors, supervisors, and vice presidents. 

Other positions identified as difficult to fill included engineers, scientists, electricians, and construction workers. Solar installation companies compete for electrician labor with other businesses, including other clean energy industries (such as heat pump installations or electric vehicle charging projects). Most states require licensed electricians to complete the work in at least some, if not most, stages of the installation process.

The survey found the top reason for hiring difficulty was lack of experience, training, or technical skills. More than half of respondents (53%) listed this as the top source of difficulty, up from 37% in 2023. When hiring for management positions, solar employers tend to prefer candidates with prior specialized industry experience.1 As the industry grows, however, employers may need to seek candidates with transferable skills from adjacent industries.

Other top reasons for hiring difficulty include competition or a small applicant pool; or insufficient qualifications, such as certifications or education. Each of these factors was cited by approximately 25% of employers. These percentages remained about the same year over year. 

New Hires

New hires made up 37% of jobs created in the installation and project development sector in 2024. This figure declined from 48% in 2023, likely reflecting slower growth in the installation sector. Other sectors saw growth in new hires: 42% of manufacturing positions and 53% of operations and maintenance positions were newly created, each of them roughly double the percentages in 2023. This is consistent with the growth in the operation and maintenance sector as well as an increase in domestic solar manufacturing (see Solar Jobs in 2024).

Union Representation

The proportion of solar workers represented by a union, collective bargaining agreement, or a project labor agreement was 12% in 2024, a slight decrease from 13% in 2023. Among new hires, 6% were represented by a union. The proportion of new hires in the installation and project development sector represented by a union, bargaining agreement or project labor agreement increased from 2% in 2023 to 6% in 2024, with a similar 3% jump in the manufacturing sector. 

Provisions in the 2022 Inflation Reduction Act (IRA) established significant new apprenticeship and prevailing wage requirements in order for clean energy projects above 1 MWac to access tax incentives. Some employers likely engaged labor unions as one way to assist them in meeting these IRA labor requirements in 2024.

Under new legislation in 2025, these tax incentives were scaled back such that they will only apply to projects that begin construction by July 2026 or are placed in service by the end of 2027 (see Solar Jobs in 2024). However, the tax credits will continue to apply to energy storage projects through 2033. Firms with projects that qualify for the incentives will still be subject to the apprenticeship and prevailing wage requirements for years to come. 

Education and Experience Requirements

Across the industry, the education and experience requirements for new hires changed little from 2023. Most solar roles (74%) require previous work experience of some kind. A majority of jobs do not require a four-year degree: 38% of all roles required a bachelor’s degree or beyond, while other positions required an associate’s degree, post-secondary certificate, or credential. Education requirements are highly dependent on the type of role, and in many cases, experience is more important than education level. 

Wages

The solar industry pays competitive wages that are comparable to equivalent positions in other industries. The median annual wage for Solar Photovoltaic Installers is $51,860, according to the U.S. Bureau of Labor Statistics (BLS).2This is comparable to the median wage for Roofers ($50,970) and Construction Laborers ($46,730).3 

Turning to other common occupations, Electricians across all industries receive a median annual wage of $62,350. Salaries for sales representatives range from $66,000 to $100,000 depending on the type of position. Median salaries for project managers range from $79,000 to $107,000.4 For all of these occupations, wages in the solar industry vary depending on the region as well as specific job responsibilities.

Since solar-plus-storage is still a relatively young industry, it can provide opportunities for rapid advancement that may be more difficult to access in more established industries. For example, solar professionals who start out as entry-level installers can move up and become Solar Site Supervisors, Lead PV Installers, Engineering Technicians, and Electricians with Solar Expertise, to name a few advancement paths.

Solar Career Opportunities

IREC developed the Solar Career Map to provide details on more than 40 careers in solar energy, along with typical skill and education requirements for each position and the advancement routes that job candidates can explore.5 As the variety of occupations makes clear, the career options go well beyond solar installers working on rooftops or at  large construction sites. Examples of career opportunities include Software Engineers and IT Specialists, who support digital tools for a wide range of solar industry applications; Marketing Specialists,  who create outreach programs and advertising tools to drive business expansion; Instrumentation and Electronics Technicians, who develop, test, calibrate, and manufacture electrical and electronic equipment; and Solar Fleet Managers, who manage identify, cultivate, and manage third-party vendors to service residential or commercial solar installations.

Hiring Trends

A review of recent job postings for solar occupations indicates that job opportunities remain widely available. An analysis using the labor market platform Lightcast found about 82,000 solar job postings between March and August in 2025, which is slightly above the amount for the same period in 2024 (79,000). The most job postings (15%) were in California, followed by Texas and Florida. These are also the top three states for the number of solar jobs overall (see Solar Jobs by State).

The occupation most frequently posted was Sales Representatives. Other common job postings include Solar Photovoltaic Installers, Project Management Specialists, Electrical Engineers, Construction Managers, and Maintenance and Repair Workers. The top specialized skills required include project management and construction, and top general skills included communication and sales.

The median wage for Solar Photovoltaic Installers in the postings was $28.98/hour or $60,300 annually. The median salary for sales representatives ranged from $87,000 to $120,200 depending on the type of occupation. For project management specialists, the median salary was $110,000 per year.6

Workforce Development Solutions

Solar and energy storage employers face ongoing workforce challenges in attracting and training new talent, upskilling incumbent workers as technology and business models change, and retaining skilled workers. There are several proven strategies that employers can use to address these challenges.

Registered Apprenticeships 

Registered Apprenticeships are a time-tested method to develop talent through a combination of on-the-job training and related technical instruction. Apprenticeship programs are underutilized in the clean energy sector but are quickly emerging as a key strategy to recruit and train qualified employees. 

Registered Apprenticeships can take anywhere from one to five years to complete, depending on the occupation. Once they finish the program, apprentices become highly skilled practitioners who hold nationally recognized credentials. The “earn while you learn” model characteristic of apprenticeships makes for a highly effective recruitment tool, particularly for veterans (who can receive GI Bill benefits to participate), transitional workers, young workers, and individuals from disadvantaged groups. 

By providing comprehensive training and a clearly defined, high-quality career pathway, apprenticeships have been shown to increase company loyalty and retention, increase productivity, and improve safety on the job.7

Residential solar company Freedom Forever launched an electrical apprenticeship program in several states, aiming to train 200 apprentices by 2028.8 Other organizations with apprenticeship programs include Black & Veatch/Overland Contracting, McCarthy Building Companies, SOLV Energy, RES, the Southeast Solar Contractors Association, Cam Solar Training, Mortenson, the Mid-America Carpenters Regional Council, and many others. 

While apprenticeships are often used for electricians, carpenters, and other skilled trades, they can be adapted to a wide variety of professions. The solar company ReVision Energy created an apprenticeship program focused on training managers.9

ACE (Apprenticeships in Clean Energy) Network

Employers interested in exploring Registered Apprenticeships can contact the Apprenticeships in Clean Energy (ACE) Network, an initiative led by IREC that provides no-cost assistance on designing, launching, and scaling Registered Apprenticeship programs. The ACE Network published a comprehensive Registered Apprenticeships toolkit and is developing National Guidelines for Apprenticeship Standards, which are Department of Labor-approved registered apprenticeship program templates, for key professions in the solar industry.10

“The ACE Network has helped our company immensely in the development of our apprenticeship program. With their mentorship, we went from 1 occupation, 1 employer, and 20 apprentices to 4 approved programs, 11 employer partners, and 160 apprentices in just 9 months.”

Nikki Kasper, Director of Business Strategy Consulting and Management Services, Cam Solar Training

Attracting Veteran Candidates 

The aptitudes and experiences gained through military service—such as dynamic leadership, teamwork and critical thinking skills, technical specialization, and a mission-completion work ethic—make veterans excellent civilian workforce employees at all levels, from the entry level to senior leadership roles. 

Solar companies can attract veteran talent by investing in workplace training and company culture. For example, using competency-based job descriptions can help employers recruit veterans through the recruiting and selection process. Employers can raise awareness of solar opportunities by leveraging the SkillBridge program, which allows active duty service members to pursue career training prior to separation. IREC’s Solar Ready Vets Network11 developed a guide which outlines steps and resources for employers to attract, hire, develop and retain military connected talent in the solar workforce.12

“Serving in the military is a great way to be part of something bigger, and you get a similar feeling working in renewables; walking away from work each day feeling like you’re making a difference to be felt for generations to come.”

U.S. Air Force Veteran Jacqueline Sukhlall, Business Development Manager, GreenPowerMonitor

Recruitment and Retention

Solar companies can leverage a number of strategies to recruit and retain qualified candidates. The process begins with posting job opportunities and continues once employees are on the job.  

Job postings that are transparent about wages and opportunities for advancement can increase the amount of candidates that apply for a job. When employers highlight the benefits of working at their companies, including flexible time off, insurance benefits, and retirement plans, candidates have a better understanding of the value of working at the company.13

Highlighting transferable skills on job postings is another way that employers can bolster their recruitment process by encouraging highly-skilled individuals from other industries to consider opportunities in the solar industry. A transferable skill is one that is flexible between jobs or sectors and beneficial to have across a variety of occupations. Some examples of transferable skills are project management, communication, teamwork, and attention to detail, as well as technical skills such as maintaining electrical systems.14 

Another beneficial approach is to broaden the recruitment net. Companies can assess who is not represented in their workforce and recruitment pool, then address barriers to their participation. These may include the recruitment process, hiring systems, workforce culture, transparency of advancement pathways, or other key factors. Community organizations and professional associations in the locations where projects take place can be key partners in engaging the breadth of local talent and widening the talent pool. 

Increasing employee retention requires multiple approaches to succeed. There is no single way to ensure that employees feel prioritized and supported in their workplace. Mapping career pathways, having clear paths to promotion, identifying and reducing barriers to advancement, and engaging incumbent workers in training opportunities to upskill are all ways to strengthen retention. 

What Is Your Why? Solar Professionals Tell Their Career Stories

We interviewed four solar industry professionals working in various roles across the U.S., asking them why they chose solar and why they love what they do. 

Jessie Arevalo, a Construction Superintendent at Nexamp, shared that while he has a degree, formal education is not a requirement for a career in solar. He suggests focusing on transferable skills, noting that many of his coworkers successfully transitioned from related industries. “I know a lot of coworkers who didn’t go to university or study solar,” he says. “They came from adjacent industries where they were working on power plants or refineries and they were able to transition all that knowledge from the construction field into solar.”

Brianna Krzweina, a Journey-level Electrician working in solar, shared that there’s no single path into the industry. “I waited a long time before I figured out what I was going to do,” she says. “I was 29 years old before I started my first year of college. Now I’m 37 years old and in a career that’s going to last a long time.” 

Carl Arellano, a Drafting Manager at Planet Plansets, has worked in the solar industry since 2015. For Carl, hands-on training was key. “Getting the hands-on training really helps you get that visual and I think really played a big role in preparing me for the plan set generation from the perspective of an installation, such as stringing considerations and ease of installation.” Beyond the potential for growth in the solar industry, he feels good about his career choice because he is “playing a role in getting clean, renewable energy systems out into the world.”

Ashley Ownes, Director of Operations at Freedom Forever, started working in the solar industry as an Install Coordinator. For anyone considering a career in the industry, Ashley has one piece of advice: “Don’t be scared. Just do it.” She emphasizes that you don’t need to know everything. What matters most is being coachable, teachable, and ready to learn.

To read more and check out videos of these interviews, visit What Is Your Why? Solar Professionals Tell Their Career Stories.

Accessing the Workforce Development Ecosystem

The workforce development ecosystem includes educational institutions, community organizations, and local workforce boards, all working together to build talent and meet the needs of businesses and employees. This ecosystem includes an array of organizations that offer services for talent development and retention.15

Working within the workforce development ecosystem allows employers to find and recruit candidates in a variety of ways, from partnering with American Job Centers to local community colleges or technical training schools. Workforce Development Boards not only provide additional recruitment pathways but also can be used for job postings, access to incentives, connections to other industry employers, and finding the most up-to-date labor market information.16 

Partnerships with education and training organizations, ranging from community colleges to short-term training institutions to career and technical education programs, help ensure that training matches employer needs and leads to a competent, knowledgeable workforce. 

Nonprofits and community-based organizations can work with local workforce boards, educational institutions, and employers to provide wraparound services17 and targeted support to address challenges individuals face in developing skills and obtaining and maintaining employment. 

Green Workforce Connect 

IREC’s Green Workforce Connect platform offers tools and resources to help employers develop partnerships and tap into the workforce development network.18 A Connect Now map allows both employers and job seekers to find training providers, Registered Apprenticeships, and community resources where they live. Employers can also access a Resource Library with more information on solar workforce development.

Footnotes

  1. For example, through our work on the Solar Ready Vets program, IREC has observed that solar employers often seek out candidates with prior experience in the solar industry when hiring for advanced positions. However, military veterans and others with equivalent experience in other industries can be excellent candidates for these positions.
  2. U.S. Department of Energy, 2025 United States Energy & Employment Report (Aug. 2025), https://www.energy.gov/policy/us-energy-employment-jobs-report-useer.
  3. U.S. Department of Labor, O*Net OnLine (accessed Oct. 2025), https://www.onetonline.org/.
  4. See U.S. Department of Labor, O*Net OnLine (accessed Oct. 2025). Some common occupations for solar sales representatives include Sales Representatives, Wholesale and Manufacturing, Technical and Scientific Products (median wage $100,070); Sales Representatives, Wholesale and Manufacturing, Except Technical and Scientific Products ($66,780); and Sales Representatives of Services, Except Advertising, Insurance, Financial Services, and Travel (median wage $66,260). For project managers, occupations could include Solar Energy Installation Managers (median wage $78,690); Project Management Specialists ($100,750); and Construction Managers ($106,980).
  5. Interstate Renewable Energy Council, Solar Career Map (accessed Oct. 2025), https://www.irecsolarcareermap.org/.
  6. For this analysis, we used Lightcast to search for postings using the key word “solar” between March and August 2025. We compared the results with postings from March to August 2024, as well as a narrower search of postings using the key word “solar” among the top 100 solar contractors listed by Solar Power World (see https://www.solarpowerworldonline.com/top-solar-contractors/). Since solar occupations can range across numerous industries defined by the BLS, this method was able to bring up a wide range of occupations, though it still does not capture the full universe of opportunities in the solar industry.
  7. U.S. Department of Labor, Explore Apprenticeship, ApprenticeshipUSA (accessed October 2025), https://www.apprenticeship.gov/employers/explore-apprenticeship.
  8. Freedom Forever, Freedom Forever Receives National Guidelines for Apprenticeship Standards Certification, PR Newswire (Nov. 22, 2024),  ​https://www.prnewswire.com/news-releases/freedom-forever-receives-national-guidelines-for-apprenticeship-standards-certification-302314219.html.
  9. Green Workforce Connect, Many Apprenticeships Train Laborers. At ReVision Energy, An Innovative Program Is Training Managers, Interstate Renewable Energy Council (2024),https://explore.greenworkforceconnect.org/resource-hub/many-apprenticeships-train-laborers-at-revision-energy-an-innovative-program-is-training-managers.
  10. For more information, visit the ACE Network at https://irecusa.org/programs/ace-network/ and access apprenticeship resources at https://explore.greenworkforceconnect.org/resource-hub?resourceTags=Apprenticeships.
  11. The Solar Ready Vets Network was a U.S. Department of Energy (DOE)-funded initiative. DOE funding for the program expired in 2025 and has not been renewed. However, IREC continues to provide resources for employers interested in recruiting and retaining military talent.
  12. Interstate Renewable Energy Council (IREC) and Solar Energy Industries Association (SEIA), Strategies for Recruiting, Hiring, and Retaining Military Talent (updated June 2025), https://explore.greenworkforceconnect.org/resource-hub/strategies-for-recruiting-hiring-and-retaining-military-talent.
  13. Green Workforce Connect, Creating Job Postings for Green Energy Careers, Interstate Renewable Energy Council (2025), https://explore.greenworkforceconnect.org/resource-hub/creating-job-postings-for-the-weatherization-assistance-program.
  14. Green Workforce Connect, Looking for a Job in Solar? You May Have Valuable Transferable Skills, Interstate Renewable Energy Council (2025), https://explore.greenworkforceconnect.org/resource-hub/looking-for-a-job-in-solar-you-may-have-valuable-transferable-skills.
  15. Green Workforce Connect, Accessing Tools and Resources for Solar Workforce Development, Interstate Renewable Energy Council (accessed Oct. 2025), https://explore.greenworkforceconnect.org/resource-hub/accessing-tools-and-resources-for-solar-workforce-development?_gl=1*1m3m2er*_gcl_au*MjAzMDY4NDAxNy4xNzUxODk3NzE2.
  16. Green Workforce Connect, Local Workforce Boards: Your Key to Recruitment and Retention, Interstate Renewable Energy Council (accessed Oct. 2025), https://explore.greenworkforceconnect.org/resource-hub/local-workforce-boards-your-key-to-recruitment-and-retention.
  17. As explained by JobTrain, “Wraparound career services are holistic human services designed specifically to help individuals overcome barriers to employment.” They can include things like housing assistance, childcare, or transportation support.
  18. Green Workforce Connect, Interstate Renewable Energy Council (accessed Oct. 2025), https://greenworkforceconnect.org/.