Masdar expands workforce by 60%

May 21, 2025

From the newsletter

Emirati state-owned renewable energy company Masdar has increased its Africa-focused staff count by 60% over the past year, according to LinkedIn data analysed by Hydrogen Rising. The hiring push has seen the company’s senior team on the continent grow to 16, signaling its intensifying interest in African green hydrogen markets.

  • The workforce growth could be linked to Masdar’s recent $1 billion green energy bond issuance, which aims to fund clean energy projects worldwide. This aligns with its broader $10 billion commitment to invest in renewable energy across Africa by 2030.

  • Masdar’s competitors are also in growth mode. Norwegian firm Scatec increased its workforce by 44.3%, while Dubai-headquartered AMEA Power grew by 24.4%.

More details

  • Siemens Energy is the sector’s heavyweight, increasing its senior workforce by 20.03%, adding 263 new senior staff. The German company now employs 1,576 senior professionals across Africa, reinforcing its dominant position in major green hydrogen and renewable energy projects across the continent.

  • Australian energy company Fortescue has recorded the steepest workforce contraction in Africa, reducing its senior team by 33.3%, with a 62.5% decline in sales and development staff. This reflects a strategic shift following challenges in its green hydrogen initiatives, prompting a focus on more viable projects and a streamlined structure.

  • The company has abandoned its previous goal to produce 15 million tonnes of green hydrogen annually by 2030, redirecting efforts to projects in Norway, Brazil, and the US. As part of this realignment, several African projects, including those Cameroon, have been deprioritised or halted, although select green hydrogen and ammonia projects continue.

  • Scatec and AMEA Power, by contrast, are doubling down on business development. AMEA’s sales and BD team increased by 166.7%, while Scatec saw a 62.5% boost, indicating a clear bet on market expansion. 

  • Scatec’s workforce growth aligns with the recent commencement of construction on the Obelisk Hybrid Solar Project in Egypt, a flagship initiative designed to supply clean power essential for Egypt’s burgeoning green hydrogen economy. 

  • Beyond raw numbers, workforce composition highlights differing strategic priorities. TAQA Arabia’s long average employee tenure (7.3 years) suggests operational stability, yet its low share of staff with master’s degrees (6%) may point to limited emphasis on research-intensive innovation. 

  • Conversely, CWP Global’s high proportion of master’s holders (78%) reflects a focus on technical expertise, though its declining workforce raises concerns about talent retention amid growing sector competition. Such dynamics could affect project execution and pipeline sustainability.

  • TAQA Arabia, despite modest workforce growth, stands out for its employee longevity. The company has the highest average tenure at 7.3 years, suggesting internal stability. However, its investment in academic qualifications appears limited, only 6% of its staff hold master’s degrees, potentially indicating less emphasis on research or innovation-intensive roles.

  • In terms of workforce specialisation, CWP Global is leading the pack. A full 78% of its team holds master’s degrees, suggesting the firm prioritises scientific and engineering capabilities. This is in line with its focus on high-spec, export-oriented hydrogen projects like Aman in Mauritania, which require advanced systems integration and R&D.

Our take

  • Masdar’s substantial workforce expansion marks a strategic inflection point, reflecting its transition from pilot-phase initiatives to large-scale deployment and investment in renewable energy projects.

  • Mid-sized firms such as Scatec and AMEA Power are demonstrating superior agility compared to larger competitors. Their strategic expansion of business development teams reflects a focused drive to secure commercial opportunities in markets with evolving policy frameworks.

  • Workforce losses at Fortescue and talent retention issues at CWP Global raise red flags. In a sector where competition for expertise is rising, falling behind on sales or technical staff could erode project pipelines.