Interview Alex Catana on the Future of Robotics & Automation Jobs
Alex Catana is a Consultant within the Industrial Practice at Beaumont Bailey, where she supports clients across industrial automation, robotics, and the wider manufacturing ecosystem.
Her work focuses on executive search, market mapping, and engaging senior leadership to help organisations secure the talent needed to scale advanced industrial technologies
In this interview, Alex shares her perspective on how the global robotics and automation job market is evolving, which roles are proving hardest to hire, and what will define talent strategies in the years ahead.
How is the global job market in automation and robotics evolving right now?
The global job market in automation and robotics is clearly evolving. Activity is not evenly distributed across the sector, but demand remains strong in key growth areas, even as companies restructure and reprioritise their investments.
Today, organisations are focusing on roles that deliver direct strategic value. This includes deep technical expertise in robotics, mechatronics, autonomy, and AI, as well as commercial leaders capable of helping businesses scale responsibly and compete in increasingly crowded markets.
At the same time, hiring has become more targeted and selective. Employers are carefully balancing growth ambitions with cost optimisation and the need for operational maturity.
Which roles are currently the hardest to hire?
The most difficult roles to fill remain hands-on, senior technical positions. In particular, robotics, mechatronics, and autonomy or controls engineers with real-world deployment experience are in extremely short supply.
At the leadership level, companies also struggle to find client-facing technical leaders who combine deep engineering credibility with strong commercial and strategic capabilities. These professionals are expected to bridge innovation and execution, understand customer requirements, and clearly articulate the business value of advanced robotics solutions. That combination of technical depth, leadership, and customer orientation is exceptionally rare.
What skills make the biggest difference for candidates today?
Beyond pure technical expertise, the skills that truly differentiate candidates today are collaboration, influence, and adaptability.
Companies increasingly value professionals who can work seamlessly across engineering, product, and commercial teams, align diverse stakeholders, and adapt quickly to fast-evolving technologies and market conditions. Candidates who can operate comfortably at the intersection of technology, business, and customer engagement consistently stand out.
Are companies more open to international or remote talent than before?
Compared to the pre-COVID era, companies are unquestionably more open to international talent. Mobility and relocation are far more accepted, provided they align with the organisation’s business model and customer footprint.
Remote work, however, has become more nuanced. Fully remote roles have declined compared to the immediate post-COVID period, particularly in robotics. Where hardware, system integration, and customer proximity remain critical. That said, hybrid models and flexible arrangements are still widely used, especially for senior or highly specialised profiles.
In one sentence, what will define the robotics job market in the next five years?
The next five years in robotics hiring will be defined by the shift from automation to autonomy. Driving demand for engineers and leaders capable of scaling intelligent systems safely, reliably, and at industrial scale.
Interview published by Robot Magazine – covering the people, technologies, and decisions shaping the future of robotics and industrial automation.
FAQ – Talent and Hiring Trends in Robotics and Automation
2. Which profiles are most in demand across the sector?
Organisations are focusing on deep technical experts in robotics, mechatronics, autonomy, and AI, alongside commercial and strategic leaders who can help scale advanced industrial technologies responsibly.
3. Which roles are currently the hardest to hire in robotics and automation?
Senior, hands-on technical roles such as robotics, mechatronics, autonomy, and controls engineers with real-world deployment experience are in extremely short supply.
4. Why are leadership roles particularly challenging to fill?
Companies struggle to find client-facing technical leaders who combine strong engineering credibility with commercial insight and strategic thinking, enabling them to connect innovation with execution and customer value.
5. What skills make candidates stand out beyond technical expertise?
Collaboration, influence, and adaptability are key differentiators. Employers value professionals who can work across engineering, product, and commercial teams while navigating fast-evolving technologies and markets.
6. Are companies more open to international or remote talent than before?
International mobility is far more accepted than before COVID, especially when aligned with business and customer needs. Fully remote roles have declined, but hybrid and flexible models remain common for senior or highly specialised talent.
7. What will define the robotics job market over the next five years?
The shift from automation to autonomy will drive demand for engineers and leaders capable of scaling intelligent systems safely, reliably, and at industrial scale.
