We help clean energy technology companies identify, engage and hire the people who can sell technical products into technical buying groups.
Everything we offer exists to solve the same problem: finding commercial people who can carry complex energy technology into complex buying groups.
Retained search for critical commercial, sales, marketing, product and GTM hires. We map the market, approach the people your job adverts will never reach and qualify every candidate against sales motion, buyer experience and product complexity rather than keyword overlap. You see a shortlist that makes sense, with the evidence behind each name.
Brief a search →For clients who need to understand the available talent pool before launching a search. We chart who holds the roles you want to hire, where they sit, what they earn and which adjacent markets feed your vertical. It de-risks the brief, sharpens the scorecard and often changes the role you thought you were hiring.
Commission a market map →For companies entering new markets, launching new products or scaling regional teams. We plan the hiring sequence: who comes first, who reports to whom, what each hire must prove before the next. Then we deliver the roles as a coordinated programme rather than a string of disconnected searches. One mandate, a whole commercial function.
Plan a buildout →For companies that need to know where the best commercial talent sits. We track team structures, key movers, expansion signals and compensation shifts across your competitor set, so when a rival restructures or a proven seller becomes reachable, you hear it from us first. Quiet, specific and grounded in live search activity.
Ask about intelligence →Live salary data, commission structures and hiring difficulty insights across ten clean energy technology verticals. Built from real search activity and candidate conversations rather than survey averages, so you go to market with an offer that lands the first time rather than a range you discover is short three interviews in.
Check the salary benchmarks →If one of these sounds like your situation, we have almost certainly solved it before, usually in your vertical.
The first hire in a new country or region is the highest-leverage decision you will make there, and the profile that succeeds is rarely the one on the standard job description. We map the local market before you commit, pressure-test the role against what that talent pool actually offers, and target proven market-openers rather than caretakers of established territories. You get a hire who can build pipeline from zero rather than manage a book someone else built.
Selling multi-megawatt systems, grid software or industrial heat technology means running long, multi-stakeholder cycles with engineers, procurement and boards in the room at once. We qualify for that specifically: deal complexity, buying-group navigation, technical fluency and evidence of revenue on comparable products. Charisma without substance never reaches your shortlist.
Candidates with live relationships inside utilities, IPPs, fleets and industrial buyers rarely apply to anything. They are approached, usually by people they already trust. Because we work these buyer groups every day, we know who genuinely holds the relationships and who merely lists the logos. We approach them credibly, on sector terms, with a proposition that respects what they would be giving up.
Energy technology product marketers are scarce because the discipline demands two fluencies at once: translating technical capability into commercial value, and understanding how energy buyers actually evaluate. We source from adjacent pools such as industrial SaaS, mobility, IoT and energy software, and test for both fluencies with real positioning work rather than portfolio theatre.
Going to market with the wrong number costs you six weeks and your strongest candidates: they interview, discover the gap and quietly withdraw. Our benchmarking draws on live search data, current offer activity and commission structures across ten verticals, adjusted for seniority, location, company stage and sector heat. You set the range once, correctly, before anyone invests time in the process.
Generalist agencies flood you with CVs because volume is their only lever; keyword matches stand in for judgement. We work the opposite way: a small, qualified shortlist where every candidate has been interviewed against your scorecard, briefed on the role honestly and confirmed as genuinely movable. Your hiring managers spend their hours interviewing, not filtering.
These are different businesses with different sales motions, deal sizes and buyer relationships, and a CV rarely makes the distinction obvious. A project developer's BD lead and an OEM's channel director may share every keyword and almost no transferable skill. Because we recruit exclusively inside the technology supply chain, we read those distinctions instantly and qualify candidates against the commercial model you actually run.
Our searches operate at the level where a single hire changes the trajectory of a region, a product line or an entire company.
These are the people who own revenue targets, build teams and answer to boards. They do not respond to job adverts. They respond to a credible approach from someone who understands their market. That is the conversation we open on your behalf.
A thirty-minute strategy call is enough to tell you whether the talent exists, what it costs and how long the search will take.