Hiring Looks Like in Alberta Right Now

People ask me all the time — what’s the market like right now?

It’s a fair question. And the answer depends a lot on where you’re sitting. If you’re reading industry reports, you’ll get one picture. If you’re talking to someone who’s filling roles every week, you’ll get a different one.

Here’s what I’m actually seeing from my desk in April 2026.

Where the Demand Is Right Now

The strongest demand I’m seeing is in project execution roles — and it’s been building steadily since the start of the year.

Project Engineers continue to be one of the most active searches we run. The roles I’m working on right now are 12-month contracts in EPC environments, with exposure that spans early-stage assessment through execution and handover. These aren’t narrow positions — they require coordination across engineering, construction, operations, and project controls. The ask is consistent: 8+ years of experience, P.Eng designation, and ideally SAGD or oil sands background.

Project controls is emerging as its own demand category. We recently kicked off a Project Planner search — a role that sits at the heart of project delivery, building and maintaining schedules, tracking progress through earned value reporting, and working closely with project management. This requires deep experience with Primavera P6 and MS Project in EPCM environments. A year ago, I wouldn’t have said project controls was a distinct hiring theme. Now it is.

Field-based roles remain steady. Construction Supervisors, HSE Field Advisors, and E&I Coordinators are in consistent demand. These are site-based, rotation-schedule positions — 14/14 or 8/6 — tied to active capital projects. The talent pool for these roles is small and specialized, which means they take longer to fill and require a more targeted approach.

And here’s something I wouldn’t have predicted two years ago: we’re also recruiting outside traditional oil & gas. A Calgary real estate developer with a fully integrated model needed a Project Manager. A heavy-industrial operation in Regina needed a Senior Finance Manager. The skills that Alberta’s energy workforce has built are translating into adjacent industries. That trend is worth watching.

What’s Different About 2026 So Far

A few things stand out compared to previous years.

Contract roles are making up a larger share of the market. That’s been building for a while, but it’s more pronounced now. Companies are staffing to project phases rather than building long-term headcount upfront. I wrote about why contract roles are getting more interesting earlier this year — the scope and seniority of these positions has genuinely shifted. Many of the most compelling opportunities I’m working on right now are 12-month contracts, not permanent roles.

Companies are more open to candidates from adjacent industries. The Regina search is a good example — the client was open to finance leaders from mining, potash, steel, or energy backgrounds. When you can’t find the exact profile you want, widening the lens to adjacent sectors often produces stronger results than waiting for the perfect industry match.

Senior professionals are redefining what they want. More of the 15- to 25-year professionals I work with are choosing advisory roles, part-time positions, and project-based work over traditional full-time executive roles. That shift in senior career expectations is changing how companies need to structure roles at the leadership level.

And there’s a new category of role I’m seeing more of — business development and relationship-driven positions. The part-time Marketing Manager search we ran recently wasn’t really about marketing. It was about industry credibility, networks, and the ability to open doors. Companies are starting to formalize what has always been true at the senior level: relationships drive business.

What Employers Should Be Thinking About Right Now

Q2 is historically the busiest hiring quarter. Projects that were planned over the winter are moving into execution. Budgets are confirmed. Timelines are tightening.

If you’re planning to hire, the time to start is now — not June.

Here’s what I’d tell any employer heading into Q2:

The best candidates are getting multiple approaches. Experienced professionals in Alberta’s project sector — particularly those with EPC, SAGD, or project controls backgrounds — are in demand. If your process is slow or unclear, you’ll lose them to someone who moves faster.

Speed and clarity matter more than ever. I’ve written about why recruitment timelines stretch and the cost of delays. In this market, a two-week gap between interviews can mean losing your top candidate. Internal alignment before you go to market makes everything faster.

Contract roles need to be positioned properly. If you’re hiring on contract, don’t just post the title and the term. Describe the scope, the project phase, the exposure, and what makes the role compelling. The best contract candidates are evaluating the opportunity, not just the duration.

If you haven’t reviewed your job descriptions recently, now is a good time. How a role is described directly affects who applies. Generic postings produce generic applicant pools.

What Candidates Should Be Doing Right Now

If you’re open to opportunities, this is a strong window.

Alberta’s project market is active. Multiple capital projects are in execution or approaching it. Companies are actively looking for experienced people across engineering, project controls, construction, and HSE.

Here’s what I’d suggest:

Contract roles are worth serious consideration. The scope of what’s being offered right now — full lifecycle exposure, leadership responsibility, meaningful project work — is broader than most people expect. Don’t dismiss a role because of the label.

Your network matters more than your resume at the senior level. The further you go in your career, the more opportunities come through relationships rather than applications. Staying connected to recruiters and your industry — not just when you’re looking — makes a real difference in what comes your way.

Stay visible and responsive. Timing is everything in a fast-moving market. When a recruiter reaches out or a connection mentions an opportunity, respond quickly. Even if you’re not sure about it. A conversation doesn’t commit you to anything.

Even if you’re employed and comfortable, it’s worth knowing what’s out there. The market shifts. New types of roles appear. Opportunities that didn’t exist six months ago might be exactly what you’re looking for now.

The Roles That Are Hardest to Fill

Not every role is moving at the same pace. Some positions are consistently difficult to fill, and understanding why can help both employers and candidates.

Project controls professionals — Planners and Schedulers with P6 experience in EPCM environments — are in very high demand with a limited talent pool. The combination of technical scheduling skill and the communication ability to work across project teams is harder to find than most people expect. Repeat requests for the same types of roles are one of the clearest market signals I track, and project controls is showing up consistently.

Site-based supervisors willing to work rotation are another persistent challenge. Construction Supervisors with lease construction and SAGD experience are in demand, but the pool of people willing to commit to 14/14 or 8/6 schedules is smaller than the number of roles that need filling.

Experienced professionals who are open to contracts remain the hardest category overall. Many strong candidates default to looking for permanent roles, which means the contract opportunities — even the most interesting ones — don’t always get the attention they deserve.

And niche specialties continue to be tight. E&I coordination, commissioning experience, and specific thermal/SAGD backgrounds narrow the talent pool significantly. These searches take longer and require a more targeted, relationship-driven approach.

What I’d Tell Someone Starting a Search Today

Whether you’re an employer or a candidate, the advice is the same: preparation and relationships are what separate fast, successful outcomes from slow, frustrating ones.

For employers: define the role clearly, move quickly once candidates are engaged, and be willing to be flexible on structure — especially for senior roles and contract positions. The companies that hire well right now aren’t necessarily the biggest or the best-known. They’re the ones that know what they need and communicate it clearly.

For candidates: reach out early, evaluate opportunities on scope rather than label, and stay connected to your network. The market rewards people who are visible, responsive, and open to conversations — even when they’re not actively looking.

Q2 is a window. It won’t stay this active through the summer. The time to move is now.

Ready for a Conversation?

If you’re hiring in Q2, don’t wait for the right candidate to appear on a job board. The best people in this market are being approached directly — through relationships, recruiter networks, and referrals.

If you’re a candidate, the market is working in your favour right now. A conversation today could lead somewhere meaningful.

At Debbie Mastel & Associates, we’re in these conversations every day. We can give you a current, honest picture of what’s happening — and help you act on it.

If you want to talk about what Q2 looks like for your search or your career, I’m always open to connecting.

What Q2 Hiring Looks Like in Alberta Right Now FAQs