Britain has confirmed Wylfa on Anglesey as the site for its first small modular reactors, with three Rolls-Royce SMR units expected to move toward a final investment decision around 2029 and first power in the mid-2030s.

For nuclear leaders and project teams, this shifts the UK hiring landscape from aspiration to execution.

The question is no longer whether SMRs will happen, but who moves first to secure the people who will deliver them.

What has been confirmed about Wylfa being Britain’s first SMR

Great British Energy (Nuclear) is expected to formally announce Wylfa as the location for the first deployment of Rolls-Royce SMR technology this week, with the decision prioritising Anglesey over the alternative Oldbury site in Gloucestershire.

Each Rolls-Royce SMR is a 470 MWe pressurised water reactor design, capable of powering around one million homes and operating for at least 60 years.

The technology was selected as the UK’s preferred SMR partner in June 2025 following a rigorous two-year competition, and is now progressing through the final stage of Generic Design Assessment with the Office for Nuclear Regulation, expected to complete in August 2026.

The government has committed over £2.5 billion to the overall SMR programme, with indicative timelines pointing to a final investment decision around 2029 and grid connection in the mid-2030s, most likely around 2035.

At peak construction, the project could support up to 3,000 jobs, with around 900 full-time operational roles once the units are online.

The roles that move first

The shift from site selection to delivery unlocks hiring across multiple phases, each with distinct workforce needs.

Understanding which roles move when is critical for both employers planning pipelines and candidates positioning for the programme.

Pre-FID and development (2026 to 2029)

Project controls specialists, schedulers, cost engineers and estimators to build the business case and feed FID readiness
Licensing specialists, safety case authors and regulatory affairs managers to support GDA completion and site-specific consenting
Environmental scientists, geotechnical engineers and survey teams for site characterisation and enabling works planning
Procurement and contract managers to establish supply chain frameworks and long-lead equipment orders

Early works and civils (2029 to 2031)

Site managers, civils supervisors and quantity surveyors for ground preparation, access roads and laydown areas
HV and grid connection engineers to design and deliver the electrical infrastructure linking the site to the national grid
Quality engineers, welding inspectors and materials specialists to establish on-site testing and verification protocols

Nuclear island and M&E (2031 to 2034)

Mechanical, electrical and I&C engineers to oversee modular assembly and integration of factory-built components
Commissioning engineers, operations readiness planners and maintenance engineers to prepare for handover and fuel load
Cybersecurity specialists and digital infrastructure leads to safeguard control systems and operational technology
Health physics, radiation protection and ALARP practitioners to ensure compliance during transition to active operations

The modular nature of SMR construction, with 90% of components factory-built and only 10% assembled on site, compresses traditional build timelines but increases the importance of off-site manufacturing and logistics coordination.

Supply chain and regional impact

North Wales benefits from nuclear heritage and an established skilled workforce, with Wylfa’s original reactors having operated from 1971 to 2015.

The SMR programme is expected to drive demand across the broader UK supply chain, particularly in ports and fabrication facilities capable of handling large modular components, transport and logistics providers coordinating factory-to-site delivery, and regional training providers preparing candidates for nuclear-specific roles.

Anglesey and the surrounding region will see increased pressure on accommodation, local services and infrastructure during peak construction, with lessons from previous large-scale projects highlighting the importance of early engagement with local authorities, Welsh language considerations and community integration.

The regional supply chain opportunity extends beyond the island itself, with tier one and tier two contractors across the UK expected to compete for packages spanning civils, mechanical works, electrical installation and commissioning support.

Hiring timelines and risk points

Demand for nuclear-cleared talent will accelerate once GDA completes in August 2026, with early roles in licensing, safety case development and project controls moving first.

Enabling works contracts, likely to be awarded in late 2028 or early 2029, will trigger demand for civils supervisors, site engineers and quality leads, while main construction phase recruitment peaks from 2030 onward.

Key pinch points include competition with Sizewell C (which received its Development Consent Order in January 2024 and is targeting mid-2030s operations), Hinkley Point C (delayed to 2031 and still requiring commissioning and operational staff), and potential future gigawatt-scale projects at other UK sites.

SQEP (suitably qualified and experienced personnel) requirements will constrain the pool of candidates eligible for safety-critical and regulatory roles, and security clearance pathways can take six months or longer, making early vetting essential.

Manufacturing lead times for long-lead items such as reactor pressure vessels, currently estimated at 24 to 30 months, will influence the sequencing of procurement and installation activities, with knock-on effects for specialist welding, inspection and commissioning roles.

Actions for employers

Build a workforce plan that maps roles by phase, from pre-FID through to operations, and align recruitment windows to regulatory and contracting milestones
Develop a phased hiring plan that balances permanent core teams (project controls, licensing, safety) with flexible contract resource for peak construction periods
Establish early talent pipelines by engaging apprentices, graduates and career changers now, giving time for nuclear induction and clearance processing before roles go live
Identify clearance pathways for candidates who will require baseline, CTC or security check vetting, and build lead time into your recruitment schedules
Onboard tier two suppliers early, ensuring they understand SQEP expectations, nuclear codes and standards, and ONR compliance from the outset
Partner with a specialist recruiter who understands nuclear project lifecycles, regulatory requirements and the broader UK new build landscape
Set outcome-based hiring KPIs (time to clearance, retention through FID, skills match to scope) rather than volume alone, ensuring quality over speed

Actions for candidates

Refresh or obtain certifications relevant to nuclear new build, including IOSH, SMSTS, CSCS and nuclear-specific schemes such as CCNSG or equivalent
Begin clearance readiness now by ensuring your employment history, references and personal documentation are current and accurate, as vetting delays can block start dates
Familiarise yourself with ONR expectations, ALARP principles and the UK nuclear regulatory framework, particularly if you are coming from non-nuclear sectors
Update your knowledge of nuclear codes and standards (RCC-M, ASME, IEEE) and UK-specific guidance (SAPs, TAGs) to demonstrate technical credibility
Consider relocation logistics early, particularly if you are targeting Anglesey or North Wales, as local accommodation and schools may face increased demand during peak construction
Understand the difference between contracting (flexibility, higher day rates, exposure to multiple projects) and permanent roles (stability, progression, deeper project integration) and choose the model that suits your career stage
Build your network within the UK nuclear sector by engaging with industry bodies, attending conferences and connecting with hiring managers and project leaders on professional platforms

How Astute can help

Astute works with nuclear clients across the full project lifecycle, from early-stage development teams through to commissioning and operations.

We support both permanent and contract hiring, whether you are building a core project controls function ahead of FID, scaling up for enabling works, or mobilising tier two packages for mechanical and electrical installation.

Our nuclear practice understands the regulatory environment, SQEP requirements and the practical realities of securing cleared talent in a competitive market.

We deliver executive search for leadership appointments, campaign hiring for bulk trades and technical roles, and flexible resourcing models that align to your phasing and budget constraints.

Whether you are an employer planning your workforce strategy for Wylfa or a candidate looking to position yourself for the next wave of UK new build, we can provide the insight and support to help you move with confidence.

Get in touch with Astute today

For employers: Start a confidential conversation with Astute today to discuss your workforce planning, phasing strategy and hiring roadmap for Wylfa and the wider SMR programme.

For candidates: Upload your CV and let us match you to emerging opportunities across nuclear new build, from project controls and licensing through to commissioning and operations.