How to hire under regulation: lessons from AMP8

What is AMP8 and why does it matter for regulated hiring?

Regulated industries like water, defence, rail and energy are entering a new era of public scrutiny, investment pressure, and delivery expectations. From PR24 (Price Review 2024, the regulatory framework set by Ofwat for the next water industry investment cycle) to net zero targets and energy security mandates, hiring is no longer a back-office task. It is a front-line strategic priority.

AMP8 (Asset Management Period 8) is the UK water sector's latest investment cycle, running from 2025 to 2030. It is more than just a water industry framework. It offers clear lessons for any regulated organisation trying to recruit at scale, under pressure.

Why are regulated sectors under pressure to deliver more, faster?

Every regulated industry is juggling a version of the same challenge:

  • Major public investment programmes to deliver critical outcomes
  • Transparent reporting, community impact and DEI requirements
  • Workforce shortfalls, ageing talent pools, and low brand visibility

From Ofgem to Ofwat to the MoD, the focus is the same: delivery at pace, under pressure, in a tight labour market.

How AMP8 became a blueprint for hiring under regulation

The UK water industry is expected to invest up to £96 billion by 2030 under AMP8. That funding comes with expectations: leak reduction, net zero pathways, environmental safeguards and community benefit.

In practical terms, that means thousands of new hires in a short window, many in areas where demand already exceeds supply. Engineering, field operations, digital and customer-focused roles are all affected.

AMP8 shows that reactive, traditional recruitment models do not scale.

What all regulated sectors can learn from AMP8

The takeaway? Regulated industries cannot afford a slow or inefficient hiring model. Volume matters. Quality matters. So does proof.

Why legacy recruitment tools are no longer enough

Traditional job boards were never designed for high-scale, brand-sensitive, community-facing hiring. Nor were they built to show proof of progress on DEI or social value.

They deliver quantity, not always quality. And they rely on candidates actively searching, which excludes huge parts of the labour market.

In sectors like water, defence and rail, where roles are misunderstood or invisible to most candidates, this is a recipe for empty pipelines.

What regulated sectors must do differently to succeed

  • Build proactive employer brands that cut through to passive candidates, with support for story-led content that resonates with target audiences and reinforces your EVP
  • Use storytelling, video and community-led creative to bring roles to life
  • Reach across the full digital ecosystem, not just LinkedIn and Indeed
  • Launch campaigns faster and optimise continuously, not in hindsight
  • Bake inclusivity into targeting, messaging and conversion UX

This is no longer optional. Public money, public service and public outcomes depend on attracting the right people in the right way.

How Gaia helps regulated industries improve hiring outcomes

Gaia was built for exactly this environment: high-pressure, low-resource, brand-invisible hiring challenges.

We help regulated employers:

  • Run multi-channel campaigns across 11 platforms including Meta, TikTok, Google, Reddit and LinkedIn
  • Reach underrepresented groups using inclusive targeting and behavioural signals
  • Reduce drop-off with fast, mobile-first apply UX
  • Optimise campaign performance in real time using AI bidding and data feedback
  • Get clear visibility of what is working and where to improve

All of this is accessible via a single platform. Self-serve or fully managed.

We do the heavy lifting so hiring teams can focus on outcomes. We also support compliance with PR24 reporting, giving water companies the ability to track diversity, time-to-fill, campaign reach and conversion, providing board-level insights and audit-ready evidence for regulators like Ofwat.

Examples of regulated hiring success with Gaia

  • Ministry of Defence: increased reach to younger, more diverse applicants in under 6 weeks
  • NHS: faster hiring for clinical and non-clinical roles with 40% less media spend
  • Local Authorities: improved campaign visibility, better ROI and board-ready reporting

This is the new standard. And it is working.

Final word: hiring under regulation demands marketing-level precision

You cannot hire for the future using tools from the past. If you work in water, defence, energy or rail, now is the moment to upgrade your recruitment model.

Job boards and careers pages will not win this war for talent.

Gaia gives regulated industries a smarter way to build pipelines, reach the right candidates and prove impact faster.

Ready to find out how we can

help you?