Eteria is rolling out two training programs aimed at grooming younger staff and recruiting new entrants as Italy’s construction sector faces a generational turnover that could strain project delivery.
Eteria launches training programs for younger staff
The consortium, backed by Vianini Lavori, Itinera, Icop and Sinelec, said the new AcademyEteria channel will first target existing employees under 35, then open a separate pipeline for diploma, university and graduate candidates starting in November 2026. The strategy matters because large infrastructure builders are under pressure to secure technical and managerial talent at a time when labor shortages and rising training needs are squeezing margins across the sector.
The first program runs from late October 2026 through the first quarter of 2027 and combines in-person and online training. Eteria said it will focus on leadership, project management, economics, safety and sustainability, with an emphasis on jobsite execution and building skills for long-duration, complex projects.
The second program is designed as a gradual entry path for new hires across Italy, particularly in finance, operations, quality and health, safety and environment roles. Eteria said it expects “some dozens” of hires each year over a three- to five-year horizon, followed by a year of apprenticeship and then placement on infrastructure contracts.
For investors in construction and engineering groups, the message is that talent acquisition is becoming as strategic as backlog. Companies able to train and retain skilled workers can better protect execution, control rework and avoid delays on major projects, while those without a pipeline face higher labor costs and weaker delivery.
The move also reflects a broader industry need to transfer know-how as older workers retire. Eteria’s bet on training-on-the-job and phased hiring suggests it wants to secure the workforce needed for Italy’s infrastructure buildout before tighter labor conditions make recruitment more expensive.
| Entity | Gains | Losses |
|---|---|---|
| Eteria | ▲stronger talent pipeline | ▼near-term training costs |
| Young workers | ▲apprenticeship and job access | ▼slower path to full roles |
| Infrastructure projects | ▲better execution capacity | ▼less immediate labor flexibility |
| Rival builders without training programs | ▲none | ▼harder recruitment and retention |
