Over the past several weeks, recruiting activity in the truss and wall panel design space has picked up in a way that’s hard to ignore. More design professionals are registering on The JobLine and exploring opportunities. The increase is not overwhelming—skilled candidates are still far from abundant—but the rise in volume is noticeable, and the recent activity is palpable. It feels like the labor market is shifting, albeit slowly.
Why More Candidates are Surfacing
Several forces are driving this uptick. Some designers are proactively looking for better opportunities, but many others are being pushed into the market. We are seeing more candidates who have recently been laid off or who are worried about job security at their current employer. Rumors of instability, cost cutting, or restructuring often cause professionals to test the waters early, registering with JobLine before they are forced to make a move.
This growing sense of uncertainty is not confined to one region or company type. Larger component manufacturers with multifamily-heavy portfolios are trimming design staff in some areas, while smaller independents are holding off on expansions until they see more stability in housing demand. That combination creates an atmosphere where even well-established designers feel the need to prepare a backup plan.
The Training Gap is Still Showing
The movement of experienced designers would generally be a positive development for employers, but it highlights a bigger challenge—the lack of new talent entering the industry. Over the past decade, many companies have leaned on offshore estimating and truss design services to meet production needs. While this outsourcing has helped manage an immediate demand, it has also slowed the development of in-house training programs.
The result is that fewer young designers have entered the pipeline, leaving the industry heavily dependent on its existing talent base. When layoffs or job changes occur, the candidates who come forward are almost always seasoned professionals with years of experience. That’s valuable, but it does nothing to solve the long-term shortage of new designers who could carry the industry forward.
Employer Reluctance
Despite the recent increase in candidates, employers are reacting cautiously. Hiring managers are incredibly selective, often waiting for a candidate who matches every item on their checklist. Whether it’s advanced MiTek or Alpine experience, proven multifamily background, or the ability to manage both truss and wall panel design, companies are taking their time and passing over good candidates who don’t check every box.
The hesitation is understandable. The housing market remains uneven, with multifamily starts slowing in many regions and single-family activity showing early signs of recovery. Employers are carefully watching their backlogs before committing to new salaries. Adding to this, U.S. employers are not helping offshore designers immigrate into domestic roles, which narrows the pool even further. Offshore service companies continue to handle entry and basic-level work, but they are no substitute for building long-term design capacity in-house.
A Market in Transition
All of these factors add up to a labor market in transition. Candidate registrations are increasing, but employer confidence hasn’t caught up. Designers are moving either because they see opportunity or because they feel pressure from instability in their current positions. Employers, meanwhile, are staying defensive, reluctant to expand teams until they feel certain about the future.
History tells us that these transitional moments don’t last long. Once a few companies break the ice and begin hiring decisively, others quickly follow. When that happens, the window of availability narrows fast. Skilled designers, even in today’s cautious market, rarely stay on the sidelines for long.
The Lesson for Employers
The takeaway for component manufacturers is clear: the window for adding experienced design talent is open now, but it may not stay open for long. Waiting for the “perfect” candidate or the “perfect” market conditions is a strategy that often results in missed opportunities. Companies that move decisively today can add valuable talent, strengthen their teams, and position themselves for the next cycle of growth.
The component industry has always been defined by cycles—in both construction demand and workforce availability. Right now, the design labor cycle is shifting. The increase in candidates is real, even if it’s not dramatic, and the smartest companies will recognize this moment as an opportunity to add the talent they’ll need when the next upswing comes.