Not every hire needs the same kind of search. A plant quality engineer, a VP of Development and a commissioning lead for a six-month project are very different problems, and the way you work with a recruiter should reflect that. Most renewable energy companies we work with use a mix of three models.
Engaged search
Engaged (sometimes called retained) search is a dedicated, exclusive assignment. The recruiter commits a defined process to one role: a detailed brief, a mapped market, direct approaches to people who are not actively looking, and regular reporting on progress.
It tends to be the right choice when:
- The role is senior. Director, VP and C-suite hires carry the most risk and usually come from a small pool of people who are already employed and performing well.
- Confidentiality matters. Replacing an incumbent, entering a new market or building a new function are rarely things you want advertised.
- The profile is scarce. Interconnection leaders, experienced BESS engineers and IPP finance leaders are in demand across every developer in the country.
Because the search is exclusive and committed, you get a clear process, a shortlist built from the whole market rather than whoever applied, and honest feedback on how the role and package land with candidates.
Contingent recruitment
With contingent recruitment there is no upfront cost: a fee is only due if you hire a candidate the recruiter introduces. It works well for roles where the profile is well defined and there is a reasonable pool of talent, such as project managers, site managers, engineers and many manufacturing roles.
The trade-off is commitment. Contingent searches are often run by several agencies at once, so it pays to brief one or two specialists properly rather than sending the job description to everyone.
Contract and interim
Construction, commissioning and project peaks rarely line up neatly with headcount plans. Contract and interim hires give you experienced people for a defined period, whether that is a commissioning manager for a BESS energization, cover during a leadership change, or extra project controls support through construction.
How to choose
A simple way to decide is to ask three questions about the role:
- What is the cost of getting it wrong? The higher the cost, the stronger the case for an engaged search.
- Are the right people actively looking? If not, you need direct approaches rather than advertising.
- Is the need permanent? If it is tied to a project phase, consider contract or interim.
If you are planning a hire and want a view on the right approach, tell us about the role. We'll give you a straight answer on the market, the likely timeline and the model that fits.