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How Distributed Energy and AI Are Changing Who Builds the Grid with Michael Wood

As electrification accelerates and AI-driven demand reshapes the grid, the energy industry is facing a pivotal moment. Power availability, infrastructure constraints, and talent shortages are no longer abstract future risks. They are immediate business challenges.

In this episode of the FootBridge Energy Leadership Series, host Luke Somers, Client Business Manager, sits down with Michael Wood, Chief of Staff at DG Matrix, and founder of Energy Terminal, to explore how distributed energy systems, AI-native platforms, and new skill sets are redefining how energy projects are built, staffed, and scaled.

What follows is a curated Q&A highlighting the most relevant insights for energy leaders, developers, EPCs, and professionals navigating what comes next.

Q: Michael, what first drew you into the energy industry?

A: I grew up around energy long before I realized it. My family is from South Texas, right in the heart of the Eagle Ford. During the shale boom, I watched a town of 5,000 people double almost overnight. You could see firsthand how energy investment transformed communities.

At the same time, I was deeply involved in land management and sustainability on my family’s ranch. Add in a lifelong interest in entrepreneurship and engineering, and energy became the natural place where all of those interests converged.

That realization solidified during college, when I saw how innovation, infrastructure, and people all intersect in this industry.

Q: That intersection led you to found Energy Terminal. What problem were you trying to solve?

A: There was a clear information gap. On campus and among young professionals, energy was misunderstood. Many believed you had to be an engineer to work in energy, or that the industry was stagnant and purely traditional.

Meanwhile, I was surrounded by founders and executives building genuinely transformative technologies. Energy Terminal started as a podcast to replicate the short, impactful conversations I was having with leaders and bring those insights to the next generation.

It quickly became about bridging a generational divide. Senior leaders have deep institutional knowledge. Younger professionals bring new perspectives, especially around software and AI. The industry needs both.

Q: How did that journey eventually lead you to DG Matrix?

A: Through Energy Terminal, I spent years speaking with senior executives who were struggling to attract the next generation of talent. One of those relationships was with Haroon Anam, now CEO of DG Matrix.

When he showed me the early concept for what DG Matrix was building, it was immediately clear this wasn’t incremental innovation. It was a fundamental rethinking of energy infrastructure.

He described it as a once-in-a-generation opportunity to reshape how power systems are designed. That’s not something you pass up.

Q: For those unfamiliar, how do you explain what DG Matrix does?

A: The simplest metaphor is that the DG Matrix is the heart and the brain of the energy system.

We sit at the center, integrating multiple power sources and loads simultaneously. That means routing power between the grid, solar, batteries, data centers, EV fleets, and buildings.

We’re also the brain because our software optimizes how power flows. Customers come to us with three core questions:

How do we get more power faster?
How do we lower energy costs?
How do we improve reliability?

Our platform addresses all three.

Q: Grid constraints are a growing concern. Where are the biggest bottlenecks today?

A: Grid interconnection is the major challenge. Many projects face five- to seven-year timelines just to secure utility upgrades. Transformer lead times alone can stretch two to three years.

AI data centers add another layer of complexity. Their loads are spiky and fast-ramping, which creates issues utilities weren’t designed to handle.

The fastest solution is simplified, behind-the-meter distributed energy. By shifting flexibility into software and standardizing hardware, you can deploy faster, scale more efficiently, and reduce strain on the grid.

Q: From a talent perspective, what skills are most in demand right now?

A: Adaptability is number one. Architectures, voltages, and standards are changing quickly. Teams need to think beyond legacy assumptions.

Systems thinking is equally critical. Energy is becoming software-defined. Understanding how components interact matters more than rigid adherence to old models.

And finally, AI fluency. At DG Matrix, we embed AI across engineering, testing, and go-to-market functions. The productivity gains and reliability improvements are substantial.

This shift is creating demand for professionals who can bridge physical infrastructure with digital intelligence.

Q: What advice would you give to early-career professionals—or experienced ones looking to pivot?

A: Have conversations because careers accelerate through relationships, not just resumes. Second, start something before you feel ready—a project, a blog, a podcast, a company. Action creates clarity. And don’t underestimate your perspective. Senior leaders don’t expect you to have all the answers. They value fresh thinking and the right questions.

Q: Looking ahead, what defines the future of energy infrastructure?

A: Two things – distributed and software-defined as smaller, modular projects scale faster and more efficiently than massive centralized builds. Also, flexibility matters when use cases and technologies evolve so quickly.

I’d also recommend Freeing Energy by Bill Nussey for anyone who wants to understand why local, distributed energy is foundational to what comes next.

Why This Conversation Matters for Energy Leaders

The themes emerging from this discussion, including distributed energy, AI-native systems, grid constraints, and evolving skill sets, mirror what FootBridge sees daily across energy, power, and infrastructure projects.

As demand accelerates, companies need specialized talent that understands both legacy systems and emerging technologies. That is where focused staffing partnerships matter most.

Watch the Full Episode

▶ Full Interview: https://youtu.be/_WONMp3rqCY

FootBridge Celebrates 25 Years of Excellence: A Journey of Growth, Grit, and Gratitude

It’s a little surreal to say it out loud, but FootBridge is celebrating 25 years of staffing civil & commercial construction, data centers, energy, manufacturing, oil, gas, & chemicals, and power industries. What began back in 2000 as a small group with big ideas has grown into something we’re incredibly proud of.

From the start, the goal wasn’t just to fill roles, but to build real relationships and deliver solutions that truly fit. Along the way, we’ve stayed grounded in treating people well, doing great work, and always looking for ways to improve.

The growth we’ve experienced over the years? That’s all, thanks to our team, our clients, and the candidates we support every day. They’ve shaped FootBridge into a company our clients call approachable, knowledgeable, and focused on doing the right thing.

At the heart of our success are the stories of the employees who power FootBridge forward. From the early days in a small space with cramped cubicles to our present expansion, the following reflections offer a glimpse into the culture, camaraderie, and character that define us.

Humble Beginnings, Big Dreams

Back in 2000, some of our current team members were just entering high school, or even napping in kindergarten. Diane Longtin, our Onboarding and Office Manager and the first employee to hit a 25-year milestone, recalls enrolling in a Business Administration course just as FootBridge was getting off the ground. “My role at FootBridge has been nothing short of amazing,” she shares. “It not only impacted my career, but created it.”

CFO Emily Ingersoll was in 7th grade, chatting with friends on AIM and relieved Y2K hadn’t shut down her colorful Mac. Fast forward two decades, and she now describes FootBridge as “fun, caring, and competitive,” crediting the company for giving her “a career I love vs. a job.”

People First, Always

What makes FootBridge truly unique? It’s the people-first culture echoed throughout the testimonials.

Briana Lowe, who started as an administrative assistant and now oversees the entire new-hire onboarding process, says it best: “We care more about our employees as people than objects filling a job.” This sentiment is shared by many, including Sarah Guarino, a Client Business Manager, who emphasizes how FootBridge supports her not just as an employee, but as a single parent: “From day one, I was told my primary role was being a mom, and the company has proven that since I started.”

From office support to leadership, there’s a shared belief in trust, flexibility, and growth. Senior Technical Recruiter Karyn Liberatore praises the “supportive and professional” environment that helped her heal from a toxic workplace and regain her confidence. “Just having that trust makes me perform better,” she says.

Moments That Matter

Whether it’s making their first placement, hitting major goals, or helping colleagues solve problems, employees reflected on proud moments that highlight the diverse pathways of success at FootBridge.

Joe Squires, our Chief Revenue Officer, takes pride in how the company bounced back from the 2008–2009 recession. “We fought through some tough times and came out all the better for it,” he says. Meanwhile, Tonya Lwowski find meaning in everyday interactions, saying, “It’s not one big event, it’s the small, meaningful interactions that make me proud to work here.”

President’s Club wins, personal milestones, and team triumphs are recurring themes. Caroline Kirkfield, Director of Permanent Placement Services, hit her first President’s Club within 8 months, and Liz Morrison, Senior Technical Recruiter, who also earned that honor, summed up the sentiment perfectly: “It’s all about doing great work with great people.”

Looking to the Future

As FootBridge looks to the next 25 years, the excitement is palpable. Employees are inspired by the company’s growth trajectory, investment in new sectors, and commitment to internal career development.

From scaling the energy team to mentoring new hires and taking on leadership roles, the opportunities are endless. “Together we are building a stronger, larger company with a bigger impact on our lives and communities,” says Emily Ingersoll.

For those who’ve just joined and for those who’ve grown alongside the company, there’s a shared sense of optimism and ambition. As Karyn put it, “I believe the company will provide that career path.”

Here’s to the Next 25! Whether you’re a client, candidate, or part of the FootBridge family, thank you for being part of our story. Want to be part of what’s next? Contact us today.

FootBridge Launches Energy Leadership Series with Host Luke Somers

FootBridge, a leading strategic staffing provider for the energy, utility, construction, and industrial sectors, is proud to announce the launch of the FootBridge Energy Leadership Series, a new monthly video series hosted by Luke Somers, Client Business Manager.

This series brings candid, experience-driven conversations to the forefront, offering leaders a rare opportunity to hear how top executives navigate high-stakes decisions, manage evolving teams, and lead through rapid industry change. Kicking off with guest Lara M. Nee, CEO of VPO, the first episode is now live on YouTube: Watch Here.

“After 25 years in the staffing industry, we’ve learned that leadership often happens in the gray areas. When the plan shifts, the stakes rise, and people need clarity,” said Somers. “This series is for professionals leading through exactly those moments.”

Each episode will feature leaders who share real-world insights into how they manage performance, morale, and operations under pressure. Upcoming guests include Ben Seligson (Kraken Engineering), Matt Carrera (CEO, Doble), and Artem Kuchukov (CEO, Kewazo).

How FootBridge Helped BRS Overcome Hiring Challenges and Build a Stronger Team

How FootBridge Helped BRS Overcome Hiring Challenges and Build a Stronger Construction Management Team

Hiring in the construction industry—especially for specialized roles—is no easy feat. The demand for skilled professionals is high, competition is fierce, and finding candidates with the right level of experience can feel next to impossible. That was the challenge facing Building Restoration Services (BRS) when they partnered with Caroline Kirkfield and her team at FootBridge to fill key positions and tackle their hiring challenges.

With a hands-on, industry-focused approach, FootBridge helped BRS streamline its hiring strategy, quickly fill critical roles with qualified talent, and improve project efficiency. By zeroing in on BRS’s specific workforce challenges, the team delivered tailored staffing solutions that kept projects moving and aligned with operational goals.

The Hiring Challenges at BRS

BRS, a construction firm specializing in building envelope restoration, faced significant hiring challenges while needing to fill roles in their building sciences and construction teams. However, hiring senior-level talent proved difficult in Boston’s competitive job market.

“It was difficult (and still is) to get a 15- to 20-year person because there’s a lot of competition in the Boston market for people at that level,” explains Neil Rouleau, a leader at BRS.

To address this challenge, BRS shifted its hiring strategy, focusing on bringing in more junior candidates with strong potential and providing them with the training and mentorship needed to grow into specialized roles.

Beyond experience gaps, BRS also needed to improve coordination between their design and construction teams. Without a clear transition process, projects lacked ownership at critical phases, leading to inefficiencies.

Neil says, “We needed somebody internally who could take the end of design and translate it into construction, and Caroline and her team helped us with that.”

How FootBridge Stepped In

Caroline Kirkfield and her team at FootBridge took a proactive and customized approach to BRS’s hiring needs. Rather than simply sending over a list of candidates, they worked closely with Neil and his team to understand exactly what BRS needed in each role.

With this strategic approach, FootBridge successfully filled several key positions for BRS, including:

An assistant estimator to support project bidding and reduce workload on senior staff.
A technical writer to streamline proposal and report creation, freeing up leadership’s time.
A construction administrator to bridge the gap between the design and construction phases.
A building envelope consultant to assess and inspect building exteriors to identify potential issues and ensure safety.
A director of professional development to train and educate the team internally.

According to Neil, these hires had the biggest impact on improving efficiency and preventing tasks from slipping through the cracks.

The Results: Improved Efficiency and a Stronger Team

Since partnering with FootBridge to overcome its hiring challenges, BRS has seen significant improvements in time management, project coordination, and overall workflow.

One of the most valuable hires was the technical writer, who has allowed senior leadership to focus on more strategic work. Neil shared that the biggest benefit of working with FootBridge is that things don’t fall through the cracks, and it contributes to the overall success of the organization, which translates to efficiency.

Another major win was the construction administrator role, which has helped bridge the gap between design and construction.

“This team member has a steep learning curve, but he’s already demonstrated that he understands, and he figures things out. Construction teams are starting to go to the construction sites better prepared.” – Neil Rouleau

By filling these crucial positions, FootBridge not only immediately relieved BRS’s workload but also helped build a foundation for long-term success.

Why BRS Chose FootBridge

Neil had worked with staffing firms before, but what set FootBridge apart was their dedication to truly understanding BRS’s needs.

In a competitive hiring market, having a tenacious recruiter who listens, adapts, and delivers the right candidates makes all the difference.

“All recruiters are tenacious, and it’s a two-edged sword—you need that, but you don’t want it overdone. Caroline gets it. She keeps the pressure on, but in a way that works for us,” Neil explains.

Looking Ahead: A Continued Partnership

BRS plans to continue working with FootBridge for future hiring needs, knowing they have a reliable and knowledgeable staffing partner in Caroline Kirkfield and her team.

“The strategy hasn’t changed, but it’s been fulfilled better than anybody else has fulfilled it.” – Neil Rouleau

For companies struggling to hire specialized talent, BRS’s experience proves that the right staffing partner can make all the difference.

Want to find the right candidates for your team? Reach out to FootBridge today.

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