Clean energy · E-mobility
The clean energy hiring gap is costing you more than you think.
Most clean energy roles sit open for 60–90 days. I run searches that close in 4–8 weeks — with a maximum of three candidates per shortlist, every one interviewed against the role's actual deliverables.
15 minutes. No pitch. I’ll tell you honestly if I can help.
92%
92% retention at 3 years — candidates who last
2:1
2:1 CV-to-offer ratio — no CV dumps
3
Max 3 candidates per shortlist — every one interviewed against role deliverables
Three candidates. Each one interviewed against the role’s actual deliverables. That’s the whole shortlist.
Specialist clean energy & e-mobility recruitment — UK, UAE, Europe & U.S.
You don’t need a generalist recruiter who’s “done some energy roles.” You need someone who already knows the market.
I work exclusively in clean energy and e-mobility — EV charging, battery tech, hydrogen, solar, and sustainable transport. That means shortlists filled with candidates who understand the space, not CV drops from a keyword search.
No junior resourcers. No chasing. No fluff.
- Shortlists that fit — roles matched to how your team is actually structured
- Full transparency — clear process, clear fees, clear timelines at every stage
- Candidates treated well — because bad experiences come back to haunt your employer brand
Two ways to work with me
Pre-hire consultancy
£750
per session
One hour with me before you spend a penny on recruitment. We pressure-test the role: what you actually need, what the market is paying, where the trade-offs sit, and whether you should be hiring at all yet.
You get a written report within 24 hours covering what we discussed and what to do next. Most clients save thousands in wasted search fees by getting specific before they go to market.
Best for: founders hiring their first specialist, MDs replacing a critical role, anyone who's been burned by a bad hire before.
Book a consultancy session →Permanent placement
22%
of first-year salary
That sits at the upper end of the market — because every search is run by me directly, with no junior resourcer in the background. Full-cycle recruitment on a single role, one flat fee, no retainers. A maximum of three candidates, every one interviewed against the specific deliverables for the role — not a job title. If three isn't enough, the brief is the problem, and we fix the brief.
Best for: senior engineering, commercial, operations, or executive hires in clean energy and e-mobility where getting it wrong costs more than the fee.
Book a discovery call →Why this isn’t like working with an agency
| Comparison topic | Traditional agency | TechWaves |
|---|---|---|
| Who does the search | Junior resourcer running keyword searches | Sharn — every brief, every search, every conversation |
| Fee model | Contingent — paid on placement, rewards speed over fit | Flat 22% of first-year salary, billed across milestones |
| Shortlist | High volume, low signal — CV dumps to cover the bases | Maximum 3 candidates, each interviewed against role-specific deliverables |
| Sector knowledge | “Done some energy roles” alongside fintech, retail, FMCG | Exclusively clean energy and e-mobility |
| Transparency | Limited visibility into who’s been approached and why | Full visibility from search strategy to candidate feedback |
| Candidate experience | Often impersonal — candidates ghosted or briefed badly | Candidates treated as future hires for someone, even if not for you |
I never poach from clients. That's why I work across four geographies.
The clean energy industry is small. People talk. And the recruiters who quietly approach last year's placements to fill this year's vacancies don't last — and shouldn't.
I don't poach from clients I've worked with, past or present. Ever. That's why I deliberately build my network across the UK, UAE, Europe, and the U.S. — so I can keep growing without ever compromising the trust I've earned.
It's not a geography play. It's a values play. The geography is just how it shows up.
One hire today. A whole team next year. I'm built for both.
Most recruiters disappear once the placement signs. I don't.
Some of my strongest client relationships are multi-role, multi-year — where we sit down every quarter, look at what the business actually needs, and build the team to match the trajectory.
Over six months with Maeving, I worked alongside their team to align their Drive35 hires with the skills they needed to deliver against one of the UK's most significant clean transport milestones. That's not a transaction — that's a partnership.
If you're scaling a team, not just filling a chair, that's the work I'm built for.
Don’t take my word for it
Here’s what production, engineering, and operations leaders say after working with TechWaves.
Common questions
What sectors do you cover?
Clean energy and e-mobility: EV charging, battery technology, hydrogen, solar, sustainable transport, and adjacent deep-tech. I work across the UK, UAE, Europe, and the U.S. — deliberately, because I don't poach from existing clients and need geographic breadth to keep growing without compromising trust.
What types of role do you place?
Engineering, commercial, operations, and executive — from senior individual contributors to C-suite. I don’t do graduate or junior hires.
How do your fees work?
Two options, both fixed and transparent. Pre-hire consultancy is £750 for a one-hour session plus a written report within 24 hours. Permanent placement is 22% of first-year salary, billed across milestones — kick-off, shortlist delivery, and signed offer. No retainers, no hidden costs, no extras for replacement searches within the guarantee period.
What if my role brief changes mid-search?
It happens. We have a recalibration conversation, adjust the brief, and re-aim the search. No new fees unless the scope materially changes.
What’s your replacement guarantee?
If a placement leaves within an agreed window, I run a replacement search at no additional fee. Specifics are written into your contract.
Do you work with startups and early-stage companies?
Yes — a lot of my work is with pre-Series B teams hiring their first specialists. I understand equity-weighted offers and how to sell a story alongside a salary.