Why this matters

If you run a training provider, college, EPAO or awarding body, you’ll have noticed a theme:

“The roles we most need to fill are the ones where the talent pool feels smallest.”

Based on what we’re seeing across the market – from urgent perm hires to confidential M&A conversations – here are 10 roles that look especially hot going into 2026.

Spoiler: if you’re planning growth in any of these areas, start your talent strategy yesterday.

1. Retrofit Assessors (PAS 2035)

No surprise: retrofit is on fire (in the good way).

• Government targets, housing stock and net-zero commitments are all driving demand

• Providers, local authorities and housing associations are scrambling for qualified Assessors

• Salaries and day rates have risen, and candidates can often pick and choose

If you’re launching or scaling retrofit provision, expect a competitive market – and consider “grow your own” strategies plus smart recruitment.

2. Engineering & Electrical Trainers/Assessors

Engineering and electrical routes have always been tough to recruit for; 2026 isn’t looking any easier.

Reasons:

• Industry can often pay more for experienced tradespeople

• Apprenticeship standards require real depth of technical experience

• Providers need people who can handle both workshop and theory (fun combo)

Creative packages, strong CPD and genuinely decent kit all help.

3. Functional Skills Tutors (Maths & English)

The unsung heroes.

• Essential for apprenticeship success rates

• In short supply, especially where providers want blended delivery at scale

• Demand spikes before Ofsted visits… funny that

If your Functional Skills team is just “whoever’s free”, you’re storing up problems.

4. Apprenticeship Managers

You’ve got multiple standards, different funding streams, hybrid delivery, partner providers and Top Brass wanting growth.

Cue the Apprenticeship Manager:

• Orchestrates programmes, teams and quality

• Keeps learners, employers, Ofsted and ESFA broadly happy at the same time

• Needs both operational and strategic headspace

High-calibre Apprenticeship Managers are in demand – and they know it.

5. Heads of Quality

Ofsted pressure + funding scrutiny + complex delivery models = huge demand for strong Quality leads.

The good ones:

• Talk about evidence, impact and improvement, not just paperwork

• Can walk into a room and spot the gaps quickly

• Bring everyone with them – not just issue more spreadsheets

Bad ones… don’t. And yes, we all have stories.

6. MIS & Funding Managers

Not glamorous, absolutely essential.

With more:

• Apprenticeship standards

• AEB and adult skills contracts

• Bootcamps and pilots

…someone has to ensure the data and funding claims are correct. That someone is often running flat-out.

Providers are increasingly willing to invest in strong MIS & Funding Managers because the cost of getting it wrong is eye-watering.

7. Apprenticeship Business Developers (Who Can Actually Sell)

We’re not short of people who say they can sell. We are short of:

• Apprenticeship BDMs who can navigate levy, procurement and long sales cycles

• People who understand funding rules and don’t over-promise

• Those rare souls who can build relationships and manage a coherent pipeline

These hires are critical for growth – and frequently hard to land.

8. Digital & Tech Trainers

From IT Support and Cyber to Data and Software, digital provision is still growing.

Key issues:

• Tech professionals have options (and salaries) outside education

• Providers need people who are both credible technically and able to teach at different levels

• Bootcamps, skills programmes and apprenticeships all chasing the same skillsets

If your digital trainer team is one person with a laptop and a lot of optimism, now might be the time to build resilience.

9. Quality-minded Centre Managers / Regional Managers

These are the “mini-MDs”:

• Responsible for centre performance, staff, learners and local employers

• Carry a mix of operational, quality and commercial responsibility

• Often completely pivotal in Ofsted outcomes

The market for strong regional/centre leaders is busy – and they’re often very open to a confidential chat if conditions aren’t right where they are.

10. M&A-Sensitive Roles (People Before Paper)

With more mergers, acquisitions and investments happening across the sector, we’re seeing demand for:

• Leaders who can steady the ship through change

• HR / People leads who understand TUPE, culture and communication

• Interim specialists to bridge gaps during integration

Everyone talks about valuation multiples and due diligence; the organisations that do best are the ones that get the people piece right.

What should you do with this list?

If you’re an employer:

• Map these roles against your 3-year plan

• Identify where you have single-points-of-failure (one person who “is” the function)

• Talk to us early – not when the only Quality Manager you have just resigned

If you’re a candidate:

• Spot where your skills fit into this picture

• Think about upskilling into one of these in-demand areas

• Have a confidential chat with us about what’s realistic

At National Skills Agency, we sit in the middle of all of this – talking to providers, colleges, EPAOs, awarding bodies and investors every day.

If you’d like to:

• Sanity-check your hiring plans

• Benchmark salaries

• Explore M&A with a people-first lens

…you know where to find us.

spencer@nationalskillsagency.co.uk

020 3953 1984