Renewable energy recruitment — specialist, senior and leadership roles .

– Experienced professionals operating at specialist, senior or leadership level

– Individuals with a proven track record in renewable energy, or in roles with clearly transferable skills

– Candidates who value proper engagement, thoughtful preparation, and
honest conversations about fit and scope

– We work with professionals operating at specialist, senior and leadership
level, and our process is thorough by design.

– There is work involved on the candidate side. We spend time upfront getting to know people properly — through in-depth interviews, detailed discussions
around experience, and structured questions that go beyond what’s written on
a CV. We ask both competency-based and behavioural questions to
understand how individuals think, make decisions, and operate under
pressure.

– As part of this process, candidates are asked to complete a written Gap
Analysis. This is done in their own time and in their own words. Responses
are not edited or rewritten. The aim is to capture how someone explains their experience, approaches gaps, and reflects on their own capability — not to produce a polished document.

– We also cover salary expectations carefully and transparently, ensuring
alignment early rather than allowing issues to surface late in a process.

– The more thoroughly we understand a candidate, the better we can represent
them. When we put someone forward, it’s because we can speak confidently
about their capability, approach, and alignment — not just their CV.

– Junior or entry-level candidates

– High-volume applicants applying indiscriminately

– Individuals seeking speculative representation or mass CV circulation

• No speculative representation. Your CV is never sent without your knowledge

or consent.

• Honest positioning. Roles are represented accurately — including scope,
expectations, and constraints.

• Preparation, not scripting. Candidates are properly briefed so interviews are
focused and meaningful.

• Clear communication. Where feedback is available and appropriate, it is
shared openly.

• Respect for your time. We work deliberately and engage only where there is
genuine intent on both sides.

• Thoughtful engagement. We work best with candidates who are willing to
invest time upfront and engage properly in the process.
• Clear, honest responses. Our questions are designed to understand
experience and judgement, not to catch anyone out. Honest answers matter.
• Your own words. We expect responses to reflect your own thinking, language,
and perspective. We actively filter for AI-generated content and view it
negatively — not because of the technology itself, but because it obscures
how someone actually thinks and communicates.
• Accountability. Candidates are expected to be realistic about availability,
interest, and expectations.
• Professional conduct. Communication should be direct, respectful, and
aligned to the level of roles we work on.