Net Zero People

A UK-based renewable energy developer came to us with a problem we hear often: "We have just won a significant project. Our current team can't deliver it at this scale. We need people fast. And we have had bad experiences with recruiters who don't understand our world." Here's what we did: Week 1: Discovery and role scoping We ran a structured intake with their leadership team, understanding not just the technical requirements but the culture, the project timeline, and the compensation they could actually offer vs market. Week 2–3: Active headhunting We didn't post on job boards. We used our network of 1,000+ renewable energy professionals to identify passive candidates, people not actively looking but open to the right opportunity. Week 4: Offers and onboarding 4 hires made across Project Development, Civil Engineering, and Grid Connections. All placed within their target compensation band. All still with the business 12 months later. The result: Project delivery on schedule. Team built. Founder said it was 'the best recruitment experience we have had in 8 years of operating in renewables.' This is what Growth Partnership looks like in practice. #GreenRecruitment #RenewableEnergy #TalentStrategy #NetZeroPeople #GrowthPartner #ProjectTeam #Hiring

The green energy industry attracts passionate, driven people. It also attracts people who feel the weight of the problem they are trying to solve. Climate anxiety is real. So is the burnout that comes from working in a sector where the stakes feel impossibly high. We have seen it in the professionals we work with: * Candidates who haven't taken a proper break in 18 months * Engineers who have relocated multiple times for projects * Sustainability professionals who feel personally responsible for systemic failures We think this matters and it should matter to every employer in this sector. What we try to do: * Ask candidates about work-life balance in every conversation not just as a box tick * Challenge clients when their hiring timelines would create unreasonable pressure * Flag wellbeing and flexibility as genuine screening criteria when briefing roles We are not therapists. We are recruiters. But the people we place are whole people, not just CVs. If your business thinks seriously about employee wellbeing, tell us. The people we represent will want to hear it. #MentalHealth #GreenEnergy #WorkplaceWellbeing #RenewableEnergy #EnergyTransition #NetZeroPeople #Burnout #ClimateAnxiety

Here's the reality about hiring in renewable energy in 2026: The candidates you want aren't on job boards. They are already employed and they are being headhunted every week. What does this mean for your hiring strategy? 1. Job adverts alone won't find them If you post and wait, you get the people who are actively looking, which often means the people who are available because something isn't working in their current role. The top performers aren't scrolling LinkedIn jobs. 2. Speed matters more than ever Passive candidates don't wait. If you can't move from first conversation to offer in 3–4 weeks, you will lose them to a competitor who can. 3. The approach has to be right A generic InMail or a LinkedIn connection request without context doesn't work on senior passive talent. It has to be specific, relevant, and human. 4. Your employer brand has to do work upfront Before a passive candidate responds to an approach, they have looked you up. What does your company LinkedIn say? What have your engineers posted about working there? This is why we headhunt, not just advertise. And it's why the Growth Partner model is built for the way the market actually works. #Headhunting #PassiveTalent #GreenEnergy #Hiring #RenewableEnergy #TalentAcquisition #NetZeroPeople #Recruitment

The green energy industry attracts passionate, driven people. It also attracts people who feel the weight of the problem they are trying to solve. Climate anxiety is real. So is the burnout that comes from working in a sector where the stakes feel impossibly high. We have seen it in the professionals we work with: → Candidates who haven't taken a proper break in 18 months → Engineers who have relocated multiple times for projects → Sustainability professionals who feel personally responsible for systemic failures We think this matters and it should matter to every employer in this sector. What we try to do: → Ask candidates about work-life balance in every conversation, not just as a box tick → Challenge clients when their hiring timelines would create unreasonable pressure → Flag wellbeing and flexibility as genuine screening criteria when briefing roles We are not therapists. We are recruiters. But the people we place are whole people, not just CVs. If your business thinks seriously about employee wellbeing tell us. The people we represent will want to hear it. #MentalHealth #GreenEnergy #WorkplaceWellbeing #RenewableEnergy #EnergyTransition #NetZeroPeople #Burnout #ClimateAnxiety

Nobody talks about this. But it's the most expensive mistake growing green energy companies make. The research is consistent: a bad hire costs between 2x and 3x the role's annual salary. For a £70K senior engineer, that's £140,000–£210,000 in real cost. Where does that cost come from? • Months of reduced output (they are not delivering while they are underperforming) • Management time absorbed in performance management instead of projects • Colleague morale and productivity drag • Re-recruitment cost: agency fees, advertising, interview time again • Onboarding the replacement: 3–6 months to full productivity • In some cases: client relationship or project damage And in renewable energy specifically, there's another cost: Wrong technical expertise at a critical project phase can cause delays that cascade into contract penalties. The fix isn't expensive recruitment. The fix is better recruitment. That means real sector knowledge. Real candidate assessment. Real accountability beyond the placement. That's the Growth Partner model. Not cheaper, smarter. #BadHire #Recruitment #TalentStrategy #GreenEnergy #HiringCosts #RenewableEnergy #NetZeroPeople #GrowthPartner

The policy environment for green energy in the UK is moving fast. Whether it's grid infrastructure investment, hydrogen funding rounds, or planning reform for renewable projects every announcement creates downstream talent demand. Our read on the current landscape: 1. Grid investment = Grid Engineer demand Every £1 of National Grid infrastructure investment creates multiple engineering and project management roles. The current grid upgrade programme is the largest in a generation. 2. Planning reform = Developer and Consultant hiring Faster planning decisions mean faster project pipelines, which means the development and construction phases arrive sooner. Companies that hire ahead of this win. 3. Green Finance growth = ESG and investment talent The Sustainable Finance market in the UK continues to grow. Demand for ESG analysts, green bond structurers, and climate risk professionals is at an all-time high. Our point: Talent strategy needs to be connected to policy reality. The companies that are hiring today, not waiting, will be the ones deploying projects tomorrow. We watch this market full-time. If you want a read on what this means for your team, DM us. #UKEnergy #NetZero #GreenPolicy #EnergyTransition #GreenJobs #Hiring #RenewableEnergy #NetZeroPeople

Green hydrogen is going to be huge. The talent pipeline? Not quite there yet. Here's what we are seeing in the UK hydrogen market: The demand side: * £240M+ in UK government hydrogen funding announced in 2024 * 10GW electrolysis target by 2030 * Dozens of new projects reaching the talent acquisition stage The supply problem: * True hydrogen specialists are vanishingly rare * Most experienced professionals come from adjacent sectors (chemical engineering, fuel cell tech, oil & gas) * Employers are competing globally for the same 1,000 or so individuals who genuinely know this space What smart companies are doing right now: * Upskilling adjacent talent (chemical engineers, process engineers) rather than waiting for ready-made hydrogen specialists * Building university relationships and offering grad programmes * Working with specialists (like us) who know where this talent actually hides Hydrogen isn't a future problem. The hiring challenge is happening right now. We work across the full hydrogen value chain. If you are scaling a hydrogen project or team, let's talk. #GreenHydrogen #HydrogenJobs #HydrogenPower #EnergyTransition #GreenJobs #NetZeroPeople #CleanEnergy #Electrolysis

The interview is where most hiring decisions are made or broken. But most interview processes in green energy look identical: technical screen, competency questions, culture fit. The problem? Everybody else is running the same process. Here are 5 questions that actually reveal whether a candidate is right for a green energy role and whether your company is right for them. 1. What part of the energy transition do you think is most under-resourced and why? Reveals sector knowledge, intellectual curiosity, and whether they are thinking beyond their own role. 2. Tell me about a time you had to make a decision with incomplete data on a live project. Green energy projects are complex and fast-moving. You need people who act with good judgment, not just compliance. 3. How do you stay current in this sector? What have you read or attended in the last 3 months? Top candidates invest in their own knowledge. This separates them from candidates who coast. 4. What would you want to know about our company's pipeline and growth plans? A great candidate is interviewing you too. This reveals ambition and forward thinking. 5. What would make you leave this role in 18 months? Controversial but revealing. The honest answer tells you more about alignment than any competency question. Great interviews find great people. Poor interviews waste them. #InterviewTips #Hiring #GreenEnergy #RenewableEnergy #TalentAcquisition #HRTips #NetZeroPeople #RecruitmentAdvice

We run this question every quarter because the answer changes, and it helps us understand what's really keeping green energy teams up at night. Vote below. And if it's something else entirely, drop it in the comments. We read every reply.

We get asked about our tagline a lot. 'Empowering Growth, Energising Tomorrow', what does it actually mean? Here's what it means to us: EMPOWERING GROWTH Not just filling roles. Building the teams that allow green energy companies to grow, to win more projects, expand into new markets, and compete with the big players. Our Growth Partner model was built around this. We are invested in our clients' growth, not just their next hire. ENERGISING TOMORROW The work we do has a real downstream effect. Every engineer we place on an offshore wind project. Every sustainability director who joins a company and moves its ESG programme forward. Every hydrogen specialist who helps commercialise a technology that didn't exist five years ago. That's what we are part of. We are a small team. We are not the biggest agency in this space. But we believe that the people we place are directly contributing to the energy transition. And that matters to us every single day. #NetZeroPeople #GreenEnergy #EnergyTransition #PurposeDriven #Sustainability #NetZero #GrowthPartner #Empowering