Talent Partnership is a founder-led search business built around deep commercial recruitment experience, structured market mapping and a clear focus: the sales, marketing, product and GTM people who take clean energy technology to market.
Talent Partnership was built on twenty years of commercial recruitment across complex B2B markets: hundreds of client relationships, senior sales, marketing and GTM mandates, and multi-hire commercial buildouts delivered end to end. That experience taught one durable lesson: the harder the product is to sell, the more the hiring decision matters, and the less a generic shortlist helps.
The focus narrowed to clean energy technology vendors for a simple reason. The OEMs, manufacturers, software platforms and scale-ups actually building and selling the kit are chronically under-served by generalist recruiters who can't tell an OEM from an EPC. Candidates get pitched project construction roles they'd never take; clients get shortlists full of project developers who have never carried a technology quota.
So this business does the work differently. Every search starts with a structured map of the market: the companies where the right talent sits, the adjacent sectors it transfers from, and the buyer groups it sells to. Candidates are assessed for commercial transferability, meaning sales motion, buyer experience, product complexity and revenue evidence rather than keyword overlap. And before a single approach is made, the real decision-maker is mapped inside every client organisation: whoever owns the budget, the sign-off and the problem.
The other habit that survives from two decades in the trade: honest advice in both directions. If a brief is unfillable at the salary on offer, the client hears it in week one. If a role is wrong for a candidate's trajectory, they hear that too. It costs the occasional fee and it builds the relationships that last twenty years.
Commercial recruitment experience
Client relationships built
Technology vendors entering or scaling a market can't afford a commercial mis-hire. A wrong Country Manager burns a year of runway, a reference customer and a reputation. Yet the shortlists these companies receive from generalist recruiters are built on keyword matches: project developers pitched into vendor roles, EPC people pitched into software sales. Someone needed to do this properly.
The best storage seller in the market isn't reading job advertisements; they're mid-quota at a competitor or in an adjacent market nobody thought to look in. Candidate transferability beats keyword matching: the UPS sales director often outperforms the "BESS-experienced" applicant. And judgement matters as much as data. Numbers frame the decision, they don't make it.
We work a small number of searches properly rather than many searches thinly. Every mandate runs on the same four-step model: map, engage, assess, deliver. It is described on our homepage and applied identically to a single senior hire or a full GTM buildout. Clients see the map, the approach list and the evidence behind every recommendation.
Structured, repeatable and built for complex technology markets. It runs the same way on every search.
We identify the companies, candidate pools and adjacent sectors where the best commercial talent sits, before anyone is approached.
We approach high-fit candidates with a credible, sector-specific message rather than a job spec blasted at a database.
We qualify sales motion, buyer experience, product complexity, territory ownership, revenue impact and market context.
Candidates who can sell the product, understand the customer and accelerate growth, with the evidence to show why.
No inflated placement counters, just the substance of two decades in commercial search.
Written in plain commercial language, because that's how we work.
A search only counts when the hire is in the seat and performing, not when the shortlist lands.
Candidates are careers, not inventory. Every approach, rejection and offer is handled the way we'd want our own handled.
If the brief is unfillable, the salary is under market or the role is wrong for the candidate, we say so before it costs anyone money.
We do the homework to know a PCS from a BMS and an electrolyser from a fuel cell, because credibility with candidates depends on it.
Advice starts from what the market actually shows: comp data, talent supply and live hiring activity, not what wins the pitch.
Every applicant gets a straight answer and a reason, and nobody's CV moves anywhere without their explicit say-so.
Progress is reported against the map: who was approached, what they said and what it means. Clients see the work as well as the result.
Tell us about the market you're entering or the team you're building, and we'll tell you honestly what the talent landscape looks like.