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Salary Guide / Sweden & Denmark

Sweden & Denmark
Salary Guide 2024

Using data from over 20,000 candidates in the Storm4 database we have put together a comprehensive picture of GreenTech salary and remuneration trends in Sweden & Denmark. This guide will provide key insight into each GreenTech niche, discussing the local job landscape across the region.

salary insights on:

  • DevOps & Engineering
  • Sales & Marketing
  • Finance & Operations
  • And so much more…

This guide includes a full-scale look at salaries across the GreenTech space. We use a mix of data we have collated from over 20,000 candidates and industry insights from our clients, to populate a report that will have your back, no matter your company size, location or seniority level!

GreenTech Hiring Trends in Sweden & Denmark

Denmark and Sweden have long been renowned as global leaders in sustainability and green technology, or “GreenTech”.

Denmark, often coined as the most sustainable country in the world has ambitious goals and innovative solutions. With Sweden is following suit as a “shining example of how to do sustainability right”. There’s no doubt the Scandinavian nation is not only transforming its own landscape but also setting a precedent for the rest of the world. We take a deep dive into the top trends in Denmark and Sweden’s GreenTech sector, along with their implications for hiring and talent.


Renewable Energy in Scandinavia 

Both Denmark and Sweden have put forward ambitious goals for a sustainable future, heavily focusing on the transition to renewable energy sources. The two nations are leading by example in their commitment to creating a fossil-free energy system by 2050.

In Denmark, over half of its electricity production already comes from wind power, showcasing the country’s remarkable progress. The nation is also making substantial investments in other forms of renewable technologies like solar power and bioenergy. This commitment to renewable energy extends beyond environmental sustainability, driving economic growth, and becoming an integral part of Denmark’s economy. It has resulted in the creation of thousands of jobs and attracted international investments. 

Sweden, on the other hand, draws its largest share of renewable energy from biofuels, but it’s also making strides in wind and solar power. The country saw a significant increase in total renewable capacity installed from 2010 to 2021, demonstrating its dedication to this cause. Like Denmark, Sweden’s shift towards renewable energy is a significant contributor to its economy and is creating a multitude of opportunities in the job market. But what are the implications for hiring and talent?

Candidate-driven Market: The surge in renewable energy projects in both Denmark and Sweden has led to an increased demand for specialists in this field. A wide array of roles, including engineers, technicians, project managers, and policy experts, are needed to propel these projects. Candidates are presented with a broad spectrum of opportunities, giving them a significant say in their career paths. To attract top talent, employers need to offer competitive salaries, attractive benefits, and showcase a robust commitment to sustainability.

Need for Diverse Skills: The renewable energy sector’s complexity calls for cross-disciplinary skills. It requires not just technical expertise but also an understanding of regulatory frameworks, project management skills, and the ability to work in interdisciplinary teams. For example, a single wind power project might involve engineers, environmental scientists, legal experts, and community liaisons. Therefore, employers should seek candidates with diverse skill sets that can contribute to different aspects of a project. Further, companies may need to invest in training and development programs to equip their staff with the necessary skills.  


Green Entrepreneurship

Green entrepreneurship is experiencing a significant surge in Denmark and Sweden. The populations of both countries are known for their strong environmental consciousness, which creates a supportive customer base for green businesses. 

Additionally, their policies and infrastructure are highly conducive to sustainable start-ups. Both offer funding opportunities and support programs for green entrepreneurs, and they maintain a strong focus on research and development to fuel innovation.

From waste management solutions to sustainable food production, Scandinavian start-ups are tackling a variety of environmental challenges. These companies aren’t just making a positive impact – they’re also generating economic growth and creating jobs. But what are the implications for hiring and talent?

Start-up culture appeal: The dynamic and innovative nature of start-ups can be a major draw for talented professionals in Denmark and Sweden. Many are attracted by the opportunity to work on cutting-edge projects, to make an impact, and be part of a close-knit team. This is particularly true in the GreenTech sector, where employees can contribute to meaningful environmental solutions. Employers in this sector can capitalise on this appeal to attract top talent. Offering opportunities for growth and learning, a flexible work environment, and a strong mission can help them stand out.

Importance of adaptability: The start-up environment is fast-paced and constantly evolving. New challenges can arise at any moment, and strategies may need to change rapidly. As such, adaptability is a crucial skill for candidates in this sector. Those who can navigate change, learn quickly, and solve problems creatively will be highly sought after. Employers should look for these qualities during the hiring process and encourage an adaptive culture within their organisation.


Energy Efficiency

Energy efficiency has been a key priority in both Denmark and Sweden for several years. This focus has led to significant improvements, with energy consumption in Denmark falling by 1.9% between 2000 and 2019, and adjusted energy consumption falling by 3.4%. In Sweden there have been positive developments too. In 2022, total consumption decreased by 3% to 46 Mtoe, after a 7.5% rebound in 2021 that followed a 9.6% decrease in 2020. This is largely the result of advanced technologies and strategic initiatives that have been implemented across the countries.

Both have made substantial progress in areas like smart grids, which optimise energy distribution and reduce waste and energy-saving technologies. They’re now a standard feature in Danish buildings and the Danish Knowledge Centre for Energy Savings in Buildings, for instance, provides professionals with the knowledge and motivation to implement energy-saving measures. And Sweden is a leader in the energy transition and more than half the energy used there comes from renewable energy sources.

Additionally, Denmark’s journey to decarbonise its buildings has resulted in a significant reduction in energy consumption for space heating per m2 in households from the 1990s to the 2020s. Meanwhile, Sweden is pioneering many innovative solutions such as district heating – a system for distributing heat generated in a centralised location for residential and commercial heating requirements. But what are the implications for hiring and talent?

Demand for tech-savvy professionals: The drive towards energy efficiency relies heavily on technology. From engineers who design smart grids to IT specialists who manage data and software, there’s a strong demand for tech-savvy professionals in this field. And as technologies continue to evolve, this demand is only likely to increase. Employers should therefore focus on attracting candidates with strong technical skills and a passion for green technologies.

Need for strategic thinking: Energy efficiency isn’t just about implementing the right technologies – it’s also about strategy. Strategic initiatives, such as energy-saving programs and regulatory measures, play a crucial role in reducing energy consumption. Candidates who can think strategically, understand the big picture, and come up with effective solutions will be in high demand. Employers should look for these traits during the hiring process and develop a culture of strategic thinking within their organisation.


Hydrogen Production

Denmark and Sweden are paving the way in the field of hydrogen production, with a special emphasis on wind-to-hydrogen methods. This innovative approach utilises wind turbines to generate electricity, which then undergoes electrolysis to split water into hydrogen and oxygen. The hydrogen produced can be stored and used as a clean energy source, offering a promising solution to renewable energy’s intermittency problem. 

In Denmark, several projects are underway to upscale the production of green hydrogen. One of the most noteworthy is the Green Hydrogen Hub project, which aims at deploying electrolysis hydrogen production and long-duration underground storage in Northern Denmark. Similarly, Orsted, a renewable energy company, plans to invest in a large-scale facility for green hydrogen production.

Sweden, too, is making strides in this field. The Swedish Energy Agency has provided financial support to several projects that aim to develop and commercialise power-to-gas technologies. The country is home to companies like PowerCell Sweden AB, which is developing fuel cell technology that converts hydrogen into electricity. But what are the implications for hiring and talent?

Niche Expertise Required: Hydrogen production, particularly through wind-powered electrolysis, calls for highly specialised knowledge. Roles range from engineers who design and maintain the systems to scientists who improve the process efficiency. Employers will need to attract and retain this niche expertise by offering competitive salaries, professional development opportunities, and a clear mission.

Potential for Growth: Given that the hydrogen production field is still emerging, there’s significant potential for career growth. Professionals entering this field now can become leaders as the sector expands and matures. This potential can be a major draw for ambitious candidates looking for growth opportunities and a chance to make a significant impact. Employers should highlight these opportunities in their recruitment drives and provide clear career paths for their employees.

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Frequently asked questions

Where do you get the data from?

We use a mix of data from over 20,000 candidates in the Storm4 database, as well as industry insights we gather from conversations with industry leaders, filling roles for our clients and nearly 5 years of experience.

Does this guide include contract/hourly rates?

Our guides exclusively cover full-time salaried employees based on region and role.

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