8 Years of Impact on the EV Transition.
A single specialist working US EV charging hiring — operations, sales, engineering and the leaders who run them.
Judgement over headcount.
Eight years in EV charging, and why the search stays deliberately small.
Built against the volume desk
Aym started because charge point operators and EVSE OEMs were being sent generalist longlists for briefs the recruiter couldn't read. One consultant. One sector. No handoffs.
The market mapped before the brief
I map the live landscape — charge point operators, EVSE OEMs, installers — before a brief is signed. So a role starts as a conversation, not a discovery call.
Measured at 12 months, not offer day
Nine placements in the last twelve months. I stay boutique on purpose and judge a hire on the 94% still in seat a year on — not the day the offer's signed.
The behaviours behind every shortlist.
01
Direct headhunting
I go straight to passive candidates holding DC fast-charging or combined hardware and software profiles — the ones job boards never surface.
02
One sector, no learning curve
EV charging only. No generalist working out what a construction manager or head of software actually does on your live brief.
03
Retention, not just offers
I hold offer acceptance at 89% by tightening your interview and offer stages — and I count the hire that's still there twelve months on.
One consultant from first call to signed offer — no account handover.
I map the market, pre-qualify against the technical and cultural fit before submission, and stay in the room to offer. That's how interview rates reach 66%.
The person on the brief is the person you talk to.
Ayrton Moore
What clients ask before they retain us.
Does Aym Recruitment only work in EV charging?
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Yes. Every search we run is in EV charging — operations teams, sales teams, engineering and executive. That's the whole business.
Do you work contingent or retained?
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Both. Contingent suits single, clearly-scoped permanent roles — you pay on placement. Retained is for senior, confidential or hard-to-fill mandates where a committed, off-market search gets a better result.
What happens if a placement doesn't work out?
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Permanent placements carry a twelve-month guarantee — if a hire leaves inside the period for a reason covered by the agreement, we re-run the search at no further fee.
Which sectors and seniorities do you cover?
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We work a focused set of disciplines end to end — from the first specialist hire through to leadership. A consultant who works only your field handles your brief, not a generalist learning on it.
How do you protect confidentiality on sensitive hires?
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Off-market searches run quietly — no advertising, no logos, discreet approaches only. Nothing reaches the open market until you're ready, which matters when you're replacing or backfilling a key seat.
Can you support hiring across multiple locations?
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Yes. We place across regions and can scale an embedded team up or down by the sprint when you're hiring at volume against a programme.