IMHO: The growing talent shortage in building enclosure consulting

Written by: Tony Tasdemir, TYG Consultant

Across the US, demand for building enclosure expertise continues to rise. Projects are more complex, performance expectations are higher and owners are far more aware of the risks associated with enclosure failures.

Yet many firms face the same challenge: they are not short on work, they are short on experienced people who can lead it.

In my opinion the talent shortage in building enclosure consulting is no longer a temporary hiring issue. It is a structural problem that is beginning to impact how firms grow, manage risk and deliver projects.

A market outpacing its talent pool

Building enclosure consulting has moved from a specialist service to a critical component of project delivery. Climate resilience, litigation exposure, energy performance and aging building stock have all increased the demand for enclosure expertise. However, the supply of experienced professionals has not kept pace.

Many senior enclosure consultants developed their expertise over long careers in facades, and forensics. There are fewer mid-level professionals ready to step into leadership roles, and even fewer who combine technical depth with client-facing capability. This creates a bottleneck that firms are struggling to resolve.

Why the shortage exists

The talent gap in enclosure consulting is driven by several overlapping factors.

Late specialization:

Unlike structural or MEP disciplines, building enclosure is rarely a defined early-career path. Many professionals enter the field later, after years of adjacent experience. This limits the size of the pipeline.

Experience-heavy work:

Effective enclosure consulting relies on judgment developed over time. Codes, standards, and software matter, but genuine experience dealing with failures, constructability issues, and trade coordination is what separates senior talent from the rest.

High risk, high accountability:

Enclosure work carries disproportionate liability. Peer reviews, detailing recommendations and construction-phase guidance are closely scrutinized when things go wrong. Not every engineer or architect wants that responsibility.

Underdeveloped internal pipelines:

Many firms rely on a small number of key individuals to carry enclosure expertise. Formal training, mentorship, and succession planning are often limited, making teams vulnerable when senior staff become overextended or leave.

What firms are actually struggling to hire

The challenge is not filling junior roles. It is finding professionals who can lead.

Most firms are looking for senior-level enclosure consultants who can:

• Interface confidently with architects, owners, and legal teams

• Lead peer reviews and performance-based evaluations

• Provide practical construction-phase guidance

• Carry client relationships and represent the firm externally

These skill sets are rare, and when they do exist, candidates are often selective about where they move next. The issue is not headcount, it is experience and judgment!

A shift that is starting to work

In my view, one of the more effective ways firms are beginning to address this shortage is by widening the talent lens.

Rather than searching exclusively for experienced enclosure specialists, some firms are intentionally hiring design engineers and architects with limited enclosure experience and investing in their development. I have seen this approach gain traction recently, particularly at firms willing to think beyond short-term delivery pressure.

These professionals often bring strong fundamentals in detailing, coordination and design intent. With the right mentorship and exposure, they can grow into capable enclosure consultants over time.

This approach needs patience and structure, but it builds something the market currently lacks: a sustainable pipeline.

The mutual benefit

There is also a clear advantage for the individuals making this transition.

Design engineers and architects who move into building enclosure work often see major financial and career benefits. Enclosure expertise commands a premium due to its scarcity, responsibility, and impact on project outcomes.

For firms, this creates a longer-term return on investment. For professionals, it offers a differentiated skill set, stronger market demand, and clearer progression.

When done well, it becomes a mutually beneficial strategy rather than a compromise.

The impact on firms and projects

The shortage of experienced enclosure talent is already influencing how work is delivered.

• Enclosure reviews are pushed later into design, increasing risk

• Senior staff are spread across too many projects

• Firms turn down work due to lack of capacity

• Knowledge becomes concentrated in a few individuals

Over time, this limits growth and increases exposure, especially for firms whose reputations are built on technical credibility.

Planning ahead for building enclosure

Demand for building enclosure consulting in the US is not slowing down. If anything, it will continue to accelerate as buildings become more complex and performance expectations rise.

The firms that navigate this talent shortage successfully will not be the ones waiting for “perfect” candidates to appear. They will be the ones willing to develop talent, invest in mentorship, and treat enclosure expertise as a long-term strategic capability.

In a market defined by risk and performance, the real competitive advantage is not just experience. It is the ability to build it.

Get in touch if you are looking for a hand hiring in this market!