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As of March 2026, power electronics is no longer a booming job market – but it remains a strategically critical bottleneck. While the number of vacancies has declined compared to two years ago due to economic conditions, demand for these skills remains strong wherever Germany is advancing its energy, grid, storage, and semiconductor agenda.
Across the broader engineering job market, the economic slowdown significantly reduced the number of open positions in 2025. The power electronics segment has not collapsed, but it has become more selective. At the same time, electrical and energy engineering remain shortage occupations. For the niche of power electronics, this means less breadth, but sustained structural demand – particularly at the intersection of electrification, grid expansion, energy storage, power semiconductors, and industrial power supply.
There are no official statistics dedicated exclusively to »power electronics.« Any meaningful assessment of the labor market must therefore be compiled from multiple layers: engineering shortage data in electrical and energy engineering (e.g., IW Cologne, recruitment consultancies, ifo Institute, VDI), current job postings using keywords such as “engineer” and “power electronics” (Jobware, StepStone, Indeed), and market and economic reports on energy, e-mobility, and microelectronics.
In 2026, the market is no longer a »mass market« as it was at its peak in 2022/23, but it remains candidate-driven for well-qualified specialists. Stepstone currently lists around 1,230 open positions nationwide in Germany for »power electronics engineers«, while LinkedIn shows more than 2,000. Engineers with experience in converters, inverters, medium-voltage systems, power semiconductors, grid applications, or drive technology continue to encounter tangible demand.
Electrification remains a key driver of demand for power electronics. In 2025, Germany covered around 56% of its gross electricity consumption from renewable energy sources. Photovoltaics in particular has seen strong growth. At the same time, grid expansion is accelerating: with the Electricity Grid Development Plan 2037/2045, the German Federal Network Agency has outlined long-term infrastructure requirements for an increasingly renewable-based energy system. Transmission system operators are planning substantial investments – Amprion alone, for example, estimates its investment needs at well over €30 billion by the end of the decade.
These developments directly translate into demand for power electronic systems. The increasing share of volatile renewable generation, the expansion of high-voltage direct current (HVDC) transmission, the integration of storage systems, and the electrification of industrial processes all raise the requirements for converters, DC/DC systems, grid interfaces, as well as protection and control technologies.
Power electronics is therefore becoming a key technology of the energy transition – and a central bottleneck in the engineering labor market.
Electromobility also remains a relevant pillar of demand despite industry volatility. According to the German Federal Network Agency, more than 200,000 public charging points with a combined capacity of 8.38 GW were installed in Germany as of March 2026. For 2025, the Federal Motor Transport Authority reports 545,142 newly registered battery electric vehicles (BEVs), corresponding to a market share of 19.1%. This continues to sustain demand for onboard chargers, inverters, charging infrastructure, test systems, and high-voltage development.
Four Clusters with the Best Job Opportunities:
Energy / Grid / Medium Voltage: Companies such as Siemens Energy are actively recruiting power electronics engineers for high-power, high-voltage converter systems in renewables, smart grids, industrial applications, and power distribution.
Power Semiconductors and Smart Power: Infineon Technologies’ new Smart Power Fab in Dresden alone is expected to create up to 1,000 jobs, directly addressing demand from renewable energy, efficient data centers, and electromobility.
Storage and System Integration: Fraunhofer Institute for Solar Energy Systems ISE estimates installed battery storage capacity in Germany at nearly 25 GWh in early 2026. As storage becomes more deeply integrated into grids and industry, expertise in converters, BMS-related power electronics, grid integration, and control systems gains in importance.
Research, Testing, and Advanced Development: Power electronics is also widely represented across academia and R&D – from student positions to doctoral research profiles.
What Skills the Market Actually Pays For – and Where It Slows Down
The general job title “electrical engineer” is no longer the strongest pull factor. What matters instead is a specific bundle of skills combining power semiconductor expertise, simulation, control engineering, and application know-how. Engineers focused solely on traditional hardware design without system-level and simulation capabilities face comparatively greater challenges.
Current weaknesses are most evident in the automotive supplier environment. This does not mean that automotive power electronics is disappearing – but positions driven by OEMs and suppliers are more volatile than those in grid, energy, or semiconductor sectors. In addition, the electronics value chain remains globally complex and susceptible to disruptions.
Strength, by contrast, lies in grid infrastructure, renewables, storage, smart power, semiconductors, and industrial electrification. Engineers working in these fields are positioned in one of the most resilient technical niches of today’s engineering job market. sc
Employability of Electrical Engineers: »It is important to understand who is needed in the labor market«
The labor market for engineers has become more demanding than it was just a few years ago. Those who want to remain in demand over the long term must continuously develop their skills and make conscious career decisions. How can engineers maintain their employability? A conversation with Nadja Eder of Schuh-Eder Consulting, official career partner of the PCIM.
Ms. Eder, how would you describe the current labor market for electrical engineers?
Nadja Eder: Compared to previous years, the labor market has changed noticeably. We are currently seeing many employees who need to reorient themselves because companies are facing economic challenges, have introduced short-time work, or no longer offer stable long-term prospects.
At the same time, demand on the employer side remains intact. Companies continue to actively seek qualified professionals, particularly when very specific skill sets are required. Hiring willingness has by no means disappeared; rather, it is picking up again – albeit in a more differentiated way than in the past.
How does this differentiation manifest itself?
On the one hand, there are companies whose business models are no longer viable. This is evident, for example, in the significant workforce reductions in the automotive industry. At the same time, even within these companies, positions still need to be filled – albeit requiring entirely different skill sets.
On the other hand, we see industries experiencing strong growth, such as defense, electromobility, and renewable energy.
What does this mean for the employability of engineers?
Artificial intelligence is one of the biggest drivers transforming our working environment. The debate about which professions will “survive” and which may become obsolete has been ongoing for some time – and it is becoming particularly critical at the entry level.
Tasks that, until recently, were typically assigned to graduates during their onboarding phase are now often reliably handled by AI systems.
How important are technical skills today compared to social skills?
Technical expertise remains the fundamental prerequisite. If specific technical requirements are not met, an application is usually unsuccessful.
At the same time, the competitive landscape has changed. Depending on the role, companies may now receive more applications than in the past, meaning that several candidates with comparable qualifications are often available.
The logical consequence is that supply and demand also regulate this market. Technical qualifications form the foundation, followed by personal and cultural fit – and not to be overlooked, the expected annual salary. Ultimately, employers evaluate the overall package.
What characterizes a convincing career profile?
A strong professional background begins with a solid technical foundation. A well-structured education, ideally complemented by practical experience, forms the basis.
Equally important is a coherent and stable career path. Frequent and short-term job changes are viewed critically, as are very long tenures without visible development.
A career appears particularly convincing when it demonstrates both continuity and progression. In addition, fundamental requirements such as English language skills are now expected in many roles.
Overall, the goal is to present a consistent profile that reflects technical competence, personal stability, and development potential.
»Technical expertise remains the fundamental prerequisite. If specific technical requirements are not met, an application is usually unsuccessful.«
Many assume that changing jobs automatically leads to a significant salary increase.
This assumption persists, but it only partially reflects reality. A job change is usually associated with an improvement, but not to the extent often suggested. The expectation of automatically achieving a 20% salary increase is not in line with market practice.
Moreover, compensation is rarely the sole motivation for a change. Discussions repeatedly show that other factors play an equally important or even greater role. These include career development opportunities, the content of the role, and the overall working conditions within a company.
Salaries also operate within a market-based range that cannot be exceeded arbitrarily.
In addition – and returning to the topic of employability – in times of economic crisis, employers often scrutinize top earners first. Recent months have once again shown that a disproportionately high number of highly paid employees have been laid off.
How much do salaries vary by region?
Quite significantly. Federal states such as Bavaria and Baden-Württemberg clearly lead in terms of salary levels.
However, salaries should not be viewed in isolation. Higher salaries are often accompanied by higher living costs, particularly in metropolitan areas such as Stuttgart or Munich. Purchasing power should therefore always be taken into account. A higher salary does not automatically mean more disposable income at the end of the month.
Salary comparisons should always be made in the context of local living costs.
When is the right time to change jobs?
The idea that one must change employers after a certain period is a myth. If you enjoy your work, can continue to develop, and feel well positioned within your company, there is no reason to leave – even after many years.
Conversely, it may be worth considering a change if fundamental factors are no longer aligned. This is less about occasional bad days and more about overall satisfaction, long-term prospects, the employer’s innovative strength, and job security.
What recommendations would you give to career starters?
For graduates, a solid education is essential. In addition, language skills play an important role, as does practical experience gained through internships or working student positions.
Above-average IT application skills and broad familiarity with various AI tools are particularly advisable. In many mid-sized companies, German is often indispensable, while English is expected as an additional requirement.
Equally important is having realistic expectations. The times when graduates could choose between numerous offers are currently over. It is therefore advisable not to limit one’s job search too narrowly. A certain degree of flexibility significantly facilitates entry into the workforce.
Should graduates prefer large corporations or smaller companies?
This cannot be answered in general terms. Large companies often offer clearly structured career paths and development opportunities.
Smaller companies, on the other hand, frequently provide broader exposure to different areas of responsibility and closer collaboration within teams.
What matters most is that the chosen position offers a solid and broad foundation combined with a steep learning curve. This, in turn, lays the groundwork for long-term employability.
