Are F1 talent pipelines drying up?
For what feels like forever, Formula 1 has been a racing series that attracts a wealth of talent from a variety of different disciplines and industries.
It is often seen as the pinnacle of motorsport engineering, and historically, experts in their respective fields have been drawn to this environment. But times are changing; there is now a greater level of investment across a more racing series than ever before, and the skills that are highly sought after are also shifting.
Does this signal an issue for existing talent pipelines within F1? Let's have a look in greater detail as to exactly what's happening, then we can decide from there…
Shift in sought-after skills
The talent landscape has changed. Skills that are needed in the industry now and the upcoming years are different compared to what has been needed in the past. That's a fact across all industries, and none more prominent than the motorsports industry. New skills that are prominently being recruited for span several engineering disciplines, with advanced simulation software, machine learning, and data analysis tools becoming commonplace across every racing series. Formula 1 and Formula E are both undergoing large shifts in focus in preparation for the rule changes through 2026 (read more about the F1 regulatory changes in this blog we wrote earlier this year).
Why is this an issue for talent pipelines? It means that any existing structures in place that would be designed to bring on talent for different skillsets will now have to shift to accommodate these new skills, whilst remaining suitable for the skills they've always hired and will continue to always hire.
This isn't a major concern; talent pipelines shift all the time, but it's still worth being aware that some existing pipelines will not be the most functional. My next point, however, could be major.
Competition from other racing series' (and industries)
Identifying the next batch of talent needed to push your motorsport team forward is one thing, securing them can be a whole different story. One of the most sought after skill areas in motorsport today that I intentionally left out of the previous section is around electrified powertrains. Most major categories in racing have now utilised some form of hybrid or fully electric power unit and continue to push the development of this area. In this respect, F1 is now competing with every other motorsport category for these skills.
It's not just motorsport that needs electrification skills; there are many leading industries across the globe where electrification skills are hugely desirable - think the likes of renewable energy and manufacturing. These are big industries with equally big missions (and budgets!) that will also be appealing to those with electrification skills.
How can F1 prevent their talent pipeline from being eroded by these other companies? Focus on selling the intangibles of the offer. Why do people want to work in motorsport over other industries? The thrill of the race. The chance to play a part in the most-watched races across the world. That's part of the package that other industries lack.
Is a change in recruitment cycle needed?
Every company has their own unique recruitment cycle. There will be processes in place, many that would have been there for countless years, that act like a checklist to follow before anyone can be hired. Jobs in F1 can be extremely competitive, and these jobs historically come with a fair few rounds of interviews and assessments. Could these lengthy processes be putting candidates - particularly more junior ones - off?
There's been a trend across the recruitment landscape of candidates getting frustrated by, or straight up rejecting, lengthy or complicated recruitment processes. Gen Z is very much at the forefront of this shift in expectations, but it's a shift that has seeped its way across other generations as well. Candidates no longer want to attend 5 different interview stages that are each a couple of weeks apart. They no longer want to put together a 20-page research document only to be rejected by an automated email.
If a candidate is actively seeking a new job opportunity, there's a strong likelihood that they are in multiple job processes. The company that's the most proactive and gets through their recruitment cycle the quickest will stand a good chance of securing their candidate. Candidates also want to feel that their time and effort is valued, and that's likely to come in the form of speedy replies and constructive feedback if they are rejected.
F1 companies can stand out in the industry by shortening their recruitment cycle, removing any unnecessary stages, and providing prompt feedback and next steps.