Permanent Hire
Search Type
Permanent
Coverage
UK wide
Typical Timeline
1-3 weeks
The wrong permanent hire doesn’t just cost money. It costs momentum.
In energy infrastructure, a permanent engineer, technical lead or project manager shapes how work gets delivered for months or years.
Most energy firms aren’t short of CVs. They’re short of engineers who actually know the kit. We only work in electric, heat pump, EV, smart metering and solar. So when we say someone’s qualified, we mean qualified for this work, not just the nearest transferable skill.
Get it right and they strengthen the whole team, improve delivery and protect your reputation with clients.
Get it wrong and you’re stuck with slow progress, frustrated sites and another expensive search on your hands.
If you take anything away from reading this, realise that momentum in hiring is everything.
The realities permanent energy recruitment actually involves.
Permanent roles in this sector carry real weight. Compliance responsibility, client-facing pressure, and the kind of day-to-day realities that quickly separate people who look good on paper from the ones who actually deliver.
Long notice periods, counter-offers and a limited pool of active candidates make this a slow, delicate process when handled badly. Done well, it’s precise, discreet and far cheaper than the cost of a bad hire followed by a second search.
We don't start with a database. We start with a conversation.
We start by digging deep.
We speak directly to the people the new hire will work with and report to. We want to understand the real dynamics of the team, the pressures on the contract, the client expectations and what success actually looks like in practice not just what the job description says. That is simply not good enough. We owe it to you and our candidates to understand.
From there we go straight into our own network. Because we only work in energy, we usually already know who’s performing well on similar projects and who’s ready for the next step. We have targeted conversations with the right people.
Every candidate we put forward has been spoken to properly, briefed honestly about the role and assessed against what the job genuinely demands on your sites.
