If you plot the rate of open and unfilled vacancies in engineering within the UK, the number
doubles every 3 years. This has been the case since 2012 and now stands at 126k…

So what is driving this and why now?

As with all things, it’s a case of supply and demand. However, the effects of our ageing
workforce is now overwhelming the talent pool, emptying it, and at an accelerating rate!
The demand for new engineers, training and development is only ever going to increase…
But even modest increases on the supply side are now dwarfed by the near “freefall” loss of
key skills from the sector.

Market forces aren’t working here. We need a different way to tackle this.
For the last 100 years, employment convention has laid down that you are employed till you

But does it have to be this way?

Just for a moment, if we were to reconsider the total addressable labor market as the % of
the total population that would like to work in some capacity, rather than simply defined by
upper age limit / demographic…

Restructuring and managing later-life working is possible. But it would require a radical and
disruptive rethink. A fully flexible, future-facing modern disruptive model of work…
A model where remote and hybrid working practices/technology all come together to
empower time-served engineers to continue to work, deep into later life, within a safe
professional virtual / hybrid freelancing space…

An environment where an engineer could take control of their own work / life balance and
could choose to work as often, or as little as they wished…

A freelance workspace built around efficient industrial delivery and where mentorship of the
future workforce of undergraduates & apprentices is designed into the very fabric of the
model. A place where new engineers could shadow the best that industry has to offer whilst
getting early access to a range of key industry verticals. A chance to build that “killer” CV
portfolio of broad industrial experience and then go on to deliver even better results than
those of us that have gone before…

Is this not a legacy worth striving for?

Recent studies show that over 70% of company CEO’s are concerned about their ageing
workforce and loss of key skills over the coming few years.
We’re now at a tipping point, and the conventional employment model simply isn’t working
for us.

If the last few years have taught us anything, if the engineering community can pull together
and try things that are a little different, amazing things can happen!
If you’d like to find out more about how we can disrupt the future delivery of engineering
services, please visit us at: www.giganeer.com