Powering up the future, one hire at a time
EV charging operations, sales, engineering and executive hires across the UK — the DC fast-charging people generalists miss.
The institutions entrusted with capital — and with us.
One market, worked direct — not a job board pull.
EV charging is the only market we work
You've won the contract and need the team before mobilisation. We work charge point operators, EVSE OEMs and installers only — the DC fast-charging names, not a board search.
Hardware and software in one hire
When you can't find engineers who hold both DC fast-charging knowledge and software, we headhunt the combined profiles job boards never surface — direct, and passive.
Technician to C-suite, one desk
From a certified field technician to a VP of Hardware Engineering — one consultant owns the search end to end, so nothing gets handed off mid-hire.
We build the teams that deploy charging infrastructure on time.
We map the live EV candidate landscape before a brief is signed, pre-qualify against the technical brief and cultural fit, then tighten your interview and offer stages — which is why offers hold at 89%.
26
1.6:1
96%
89%
Where the searches are run.
What EV charging firms ask first.
Answers below hold for a single specialist search across EV charging operations, sales, engineering or executive seats. Anything wider, ask directly.
Can you fill a technical brief a generalist recruiter can't?
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That's the whole point. We map the live EV charging landscape — charge point operators, EVSE OEMs, installers — and go direct to passive candidates who hold DC fast-charging and software skills together. Job boards don't surface these profiles.
You place nine people a year. Why so few?
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Because it's one consultant, eight years in EV charging, running each search by hand. We're a boutique, not an RPO. If you need fifty hires at once, we're the wrong call. If you need the right field service lead or hardware VP, we're built for it.
We keep losing engineers to utilities and automotive OEMs. Can you backfill?
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Yes. We qualify against the technical brief and the wider team culture before anyone reaches your shortlist — which is why interview rates run at 66%. We know why your people leave and what pulls equivalent experience back in.
How fast can you shortlist after a contract win?
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We map candidates specific to your brief before it's even signed off, so a referenced shortlist follows quickly. We've staffed teams into firms mobilising on federal contracts worth billions — the pressure is the point.
Will candidates accept, or do we lose them at offer?
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We tighten your interview and offer stages to stop drop-off, and stay through negotiation. Offer acceptance holds at 89% because we manage the close, not just the search.