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We are pleased to share the Naval Architecture Employment Report 2025 with you.
Executive Summary
The Naval Architecture Employment Report 2025 reveals a sector experiencing both opportunity and tension. Demand for skilled Naval Architects remains high, but the challenge to retain them is intensifying.
Job-seeking intentions continue to rise, especially among early-career professionals, with 64% planning a move in 2025. However, only 20% of those who said they’d switch jobs in 2024 did, highlighting a gap between sentiment and action.
Retention appears strongest among experienced professionals, suggesting that tenure correlates with stability. However, the junior end of the market is becoming increasingly restless, often citing a lack of challenge, growth, or support as reasons to leave.
Compensation remains a key driver of mobility. Those who change jobs typically receive significantly higher pay rises than those who stay, reinforcing the perception that internal loyalty is less financially rewarding.
Still, the survey found that meaningful work and alignment with values are just as crucial. Naval Architects are staying in roles that challenge and engage them.
Hybrid working has overtaken full-time office work as the most common and preferred working model. The appetite for flexibility is strong, with many candidates prioritising flexible hours and remote work over other benefits. This growing trend directly impacts job-seeking behaviour: nearly half would turn down a job that didn’t offer flexible hours.
Transparency around salaries and benefits is now expected by job seekers, with 98% wanting this information clearly stated in job advertisements. Meanwhile, 77% of Naval Architects say work-life balance is more important to them than salary, signalling a profound shift in professional priorities.
Overall, Naval Architects want more than just competitive pay. They want flexibility, purpose, professional growth, and to feel truly invested in by their employers. Organisations that respond to these expectations will be best positioned to attract and retain top talent in 2025 and beyond.
Contact the authors
For a detailed discussion of the report's findings, please contact the authors directly:
Mark Charman, CEO & Founder
Kelsey Purse, Director - EMEA & Americas
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