The talent market in crane, rigging, flatbed, and heavy haul is tightening fast. As we move through 2025, workforce challenges have evolved from a lingering concern to a full-blown threat to growth, safety, and service reliability.
Whether you’re operating a national fleet or managing regional projects, the question is the same: Do you have the people you need to win in the second half of the year?
Here’s a look at what’s happening in the industry, what’s coming next, and how leading companies are responding.
Skilled Labor Shortages Are Getting Worse
It’s no secret: experienced, qualified operators are harder to find than ever. Recent surveys led by the Specialized Carriers & Rigging Foundation (SC&RF) confirm what companies are feeling on the ground—demand is outpacing supply across the board.
Why it’s happening:
- Immigration policy shifts have restricted access to foreign-born labor that the industry has long relied on.
- Generational perception gaps are turning younger workers away from the trades.
- Training pipelines have lagged behind the pace of demand.
In this tighter talent marketplace, companies that wait too long to hire will face steeper competition, not to mention potentially costly delays.
More Companies Are Betting Big on Training
To fill the talent gap, businesses are finally investing where it matters most: development. In late 2024, researchers from Deloitte found that 73% of private companies planned to increase their investment in talent development within the next 12 months.
It takes time to get buy-in for upskilling initiatives, but the payoff (retaining top talent and upskilling from within) is often worth it. Expect to see more apprenticeship programs, certification-based pathways to career growth, and even direct partnerships with vocational schools and community colleges.
Some companies are also getting creative by offering scholarships, career awareness campaigns, and outreach to underrepresented groups to build a broader, more inclusive pipeline. If you want to stand out, you’ll need a hook that gets talent interested and makes them want to stick around.
Wages and Benefits Are on the Rise
One of the most direct—and necessary—responses to the shortage? Pay more, offer more, and move fast.
In 2025, it’s becoming standard to offer items like signing bonuses, expanded health coverage, retirement contributions, and retention incentives tied to performance. According to iHire’s 2024 survey, 20.5% of employees who leave a job cite unsatisfactory pay as a key reason.
Carriers who lag in compensation will find themselves losing out to faster-moving competitors.
Technology Isn’t Replacing People—It’s Raising the Bar
Yes, AI and automation are making their mark. Autonomous cranes, robotic arms, and advanced monitoring systems are becoming more common. But here’s the catch: these tools don’t eliminate jobs—they redefine them.
Skilled operators are still essential to program and manage tech, to interpret data and make on-the-fly decisions, and to handle complexity that automation can’t predict.
At some point, “everyone” will have access to a baseline level of automation tech. It’s your people who will set you apart in that new landscape. Companies that invest in upskilling and people development, not just machines, will maintain a critical edge.
The Retirement Wave Is Creating a Leadership Vacuum
This one isn’t new, but it’s becoming urgent. A large percentage of experienced field leaders are exiting the workforce, and many companies lack a clear succession plan. According to the Bureau of Labor Statistics, about 45% of the transportation and warehousing field is over age 45, meaning companies need to think now about what’s next.
That means:
- Mentorship is becoming a priority.
- Knowledge transfer programs are being formalized.
- Leadership hiring is shifting from “someday” to “now.”
Mid-year is the ideal time to evaluate where your team might be exposed and where fresh talent can step in to stabilize performance and future-proof the organization.
The companies that succeed in the second half of 2025 will be the ones that act now, while top performers are still willing to move, and before the next wave of project and infrastructure activity intensifies.
If you’re looking at your crew or leadership team and seeing potential gaps, don’t wait. Whether it’s operations, safety, logistics, or strategic planning, the right hire can shift your trajectory, but the wrong delay can stall it.
Ready to find heavy haul talent leaders who can steer your organization into the future? Talk to GESG to learn more about our industry expertise and tailored recruiting solutions.