.png){kind=small}
.png)
Future-Proof
Your Teams
Featured by the American Nuclear Society. Trusted by industry leaders.
The workforce crisis isn’t coming. It’s here.
Retirements are accelerating. Knowledge is disappearing. And we’ve spent years talking about the gaps without closing them.
​
At coreKoncept, we help organizations finally take action: designing workforce systems that retain knowledge, develop leaders, and build a future-ready culture.
​
Because “how we’ve always done it” won’t get us where we need to go.
Why
.png)
We’ve had the conversations.
We’ve hosted the panels.
We’ve acknowledged the problems.
But in many organizations, real action hasn’t followed.
​
Let's move the conversation forward and turn workforce goals into executable strategies that:
-
Retain critical knowledge
-
Grow leadership at every level
-
Align training, culture, and pipeline development
-
And prepare your people for what’s coming next
This isn’t about placing blame. It’s about building momentum, together.
Because filling jobs is the easy part.
“Keeping people, transferring knowledge, and building culture? That’s the work.”
The Nuclear Workforce Crisis
-
Retirements are accelerating, and decades of experience are walking out the door
-
The next generation is arriving. Eager, but underprepared
-
Leadership development hasn’t kept pace with organizational complexity
-
Talent pipelines exist but rarely lead where they need to
-
And across the industry, we’ve stayed comfortable with the old playbook
You’ve seen it. You’ve felt it.
This isn’t just a strategy problem.
It’s a leadership and culture problem.
And it starts with challenging old thinking.
Did You Know?
36% of the U.S. nuclear workforce is eligible to retire in the next 5 years.*
That’s over one-third of the industry walking out the door taking decades of knowledge with them.
​
20% of current nuclear workers have been on the job for less than 5 years.*
That means we’re losing expertise faster than we’re developing it, and our knowledge transfer systems aren’t built to handle it.
The industry is struggling to attract early-career talent.*
Interest in nuclear careers is growing, but the industry lacks the structured pathways (internships, mentorships, community partnerships) to convert interest into long-term careers.
76% of employees say bad managers are the #1 reason they leave
Not compensation. Not beneifts. Not location. And yet, most organizations invest little time training leaders to manage people
​
* According to the U.S. Department of Energy 2024 U.S. Energy & Employment Jobs Report (USEER)
