Another difficulty concerns how knowledge is distributed within companies. Some firms employ highly trained quantum specialists, including PhDs, but this expertise is often concentrated in just one or two individuals. The rest of the organisation may have little to no awareness of the subject, making preparedness fragile and overly reliant on those experts. Should they depart, the organisation’s ability to engage with quantum computing could quickly erode.
According to a technology provider, there is often a misconception about the type of skills needed. Many companies assume they need to recruit large numbers of quantum physicists. In reality, the quantum workforce pyramid is inverted: Only a small number of physicists are required at the top, while the majority of roles involve engineers, system specialists and other applied experts who can build and integrate quantum systems with existing technologies, including computer scientists and IT specialists who can develop the necessary software stacks. Interviewees observed a mismatch between the skills industry needs and those nurtured by universities. Caroline Bürsgens, Manager of QUTAC, observes that Europe has built up considerable strength in basic quantum research through its universities and scientific institutes, especially in the field of quantum hardware. However, the real challenge for firms lies in transitioning from this research base to applied work that yields practical results. In particular, this also requires expertise on the software side. The most pressing weakness lies in the area of quantum algorithms and their use cases, where a pronounced shortage of expertise exists. Another challenge is finding individuals who can bridge quantum and classical computing systems. Firms increasingly need engineers and developers who can work at the interface between emerging and conventional information technologies. These gaps are described as significant enough to threaten competitiveness, as developing the right algorithms will ultimately determine whether companies can effectively utilise quantum computing for their industries.
The uneven distribution of skilled quantum workers across countries and sectors also constrains access to skills. While global players in selected countries have assembled large teams of algorithm specialists, in other countries, industry players tend to rely on smaller groups, resulting in projects that progress more slowly. Some sectors, such as finance, are relatively well-positioned because they already employ staff who are deeply familiar with algorithm development and related methods. While these employees may not yet be specialists in quantum computing, they have a foundation that could be built upon through vocational learning and training. By contrast, firms in sectors like chemical manufacturing are often at a disadvantage. They typically lack comparable internal expertise, leaving them with limited ability to engage meaningfully with quantum computing. Without in-house skills or partnerships with universities and other actors in the technology ecosystem, these companies risk falling behind as quantum computing matures. This creates a two-speed environment: countries and industries with strong technical workforces can begin exploring quantum readiness, while others face significant barriers simply because they lack the people who can bridge the gap between current knowledge and quantum-specific requirements. Unless more emphasis is placed on developing and attracting skilled experts, firms in lagging regions and sectors may find themselves at a disadvantage when the technology matures.
While interviewees noted that the quantum talent pipeline is expanding, much of the growth is in academic profiles whose training does not always align with practical industry needs. Many experienced researchers move to attractive career prospects in industry, tightening workforce capacity in university groups and making it harder for firms without substantial internal resources to access expertise through academic collaborations. Interviewees observed a clear lack of educational pathways and certification programmes for industry-relevant skills, which adds to the overall uncertainty faced by companies. Only a handful of graduate programmes focus on quantum engineering or software development, and these are concentrated in specific regions, further reinforcing geographical imbalances. Addressing these challenges is a long-term task that involves not only increasing the supply of researchers but also tailoring education and training pathways to meet companies’ diverse needs.
Given the difficulties in hiring and nurturing in-house talent, expertise often comes from technology providers. Whether through on-premise installations or cloud access, providers play a central role in running the systems and supporting operations. This reliance is especially pronounced in on-premise deployments: Although a machine may be installed at a customer site, provider teams typically remain on-site to operate and maintain the system. Client companies allocate only limited staff to oversee technical aspects. The complexity of such installations reinforces this dependency, as they require specialised infrastructure and equipment, including dedicated facilities such as cleanrooms, refrigeration systems and strict security and technical conditions. Even under cloud-based access models, technology providers frequently develop tailored quantum algorithms and co-build use cases with firms.
Partnerships with universities and research centres are seen as a valuable channel for identifying and recruiting talent. QuSoft, for example, contributes directly to education by ensuring that university students have a strong background in fundamental tools needed to understand and develop new algorithms, with course contents aligned with industry needs. The institute aims to ensure that students not only understand the algorithms known today, but that they can also actively develop and work with algorithms that will emerge in the future. Engagement with such public research organisations provides early visibility of the talent pipeline as well as opportunities for collaborative R&D. However, formal research collaborations are financially demanding, since they usually involve hiring a PhD student or postdoctoral researcher, with costs typically exceeding EUR 100 000 per year in the Netherlands, for example, according to Dr. Koen Groenland, Quantum Innovation Officer at the University of Amsterdam and QuSoft. For many firms, especially those without a strong R&D culture, this is a significant barrier. Banks, for example, were described as generally lacking the tradition of funding such academic-style work, while companies with established research arms are better positioned to afford it.
Consultancies often collaborate with universities by bringing in academic experts to co-develop and deliver advanced training content, enabling companies to access cutting-edge knowledge while also helping to identify future potential recruits. At a policy level, interviewees also highlighted programmes supporting industry-university exchanges and collaborative research projects, where researchers spend time embedded in companies, as a form of support that strengthens both innovation and the talent pipeline.
Several actors provide tailored upskilling programmes that help companies progress from raising awareness to nurturing expertise in staff:
QURECA delivers skills development at different education levels, offering online, in-person and live-virtual formats and assembling modular packages for managers and technical staff (e.g. “quantum computing for finance and cybersecurity”), adjusted in duration and depth to client needs. For advanced topics, QURECA partners with domain experts to deliver content. As most companies are currently at an awareness-building stage, QURECA’s role is often to help identify which employees to upskill and to design a combined training and strategy plan.
Quantum.Amsterdam, an innovation hub founded by QuSoft, CWI Amsterdam and the University of Amsterdam, provides professional training sessions that companies can book on-site, typically as focused half-day workshops that introduce concepts or provide practical, team-based learning. These sessions are complemented by open public events that explain the basics of quantum computing to a broader audience, as well as visits to start‑ups that showcase concrete applications.
Q-STAR provides structured training opportunities for both engineers and executives, combining introductory courses that build basic literacy with more advanced sessions for specialists. The consortium not only runs its own programmes but also encourages member companies to organise internal training, fostering capability-building that is embedded within firms themselves.
Technology providers also embed skills development into their commercial readiness programmes and by forming partnerships with clients in which access to hardware or cloud services is combined with training and co-development of use cases. Providers use a mix of hands-on workshops, scenario-based exercises and strategic guidance, designed as iterative learning journeys rather than one-off events. This support situates training within the context of a firm’s own computational challenges, allowing engineers and managers to develop practical expertise while exploring concrete applications. In some cases, developers place experts within companies regularly to co-develop algorithms and provide operational support. In others, firms are trained to access and use remote platforms under the guidance of the provider.
To complement formal training programmes, organisations are developing a range of publicly available resources to support workforce upskilling. Several interviewees highlighted the value of training documentation provided by technology providers for their software and hardware, which enables end users to self-learn and integrate tools into existing workflows. Alongside these materials, hackathons embedded in regional conferences combine outreach with practical training. They engage students and early-career professionals while giving firms visibility into emerging talent. In addition, the availability of open-source tools was noted as a helpful resource for experimentation, offering companies low-cost opportunities to familiarise staff with quantum programming and algorithm development.
The shortage of skills in quantum technologies is not only a current obstacle but also a growing risk for the future. Interviewed organisations stress that the workforce is too small to meet the demand that would arise once the technology matures. If efforts to train and upskill people do not begin now, the gap between the number of professionals needed and those available could widen dramatically over time. One interviewee drew a parallel with artificial intelligence, where the demand for expertise has quickly outstripped the supply. Without early action, quantum computing could face an even more acute shortage, leaving firms unable to take advantage of the technology when it becomes viable for broad commercialisation.