Talent for power infrastructure
and battery technology.
We work with organizations in power infrastructure and battery technology to solve senior hiring and capability problems.
In these markets, timelines are tight and infrastructure risk is real. The people you hire decide whether a strategy turns into a built asset.
Book a ConversationSpecialists by design.
Unadvertised reach
The strongest people in power and battery are rarely on the market. We map and approach them directly, so your shortlist includes candidates other firms never reach.
Complete confidentiality
Sensitive searches stay quiet. We approach the market discreetly, with no blanket outreach that signals your plans to competitors.
Honest market read
We tell you what a role is worth, who is realistically hireable, and when a spec needs to change. Evidence, not flattery.
Lower execution risk
Clear mandate scoping and structured evaluation cut the risk of a slow search or a wrong hire in a constrained market.
Aligned to capital reality
We match hiring strategy to your capital structure and development stage, so the people you bring on fit the build, not just the org chart.
Accountable end to end
From search strategy through offer and onboarding, one team owns the outcome, including offer negotiation and counteroffer management.
How we
help.
Most engagements start with a search. Many start before one, when the real risk is in how a role is defined, sequenced, or timed against the market.
Talent Search
Senior and critical hires across capital-intensive energy markets, run as structured mandates built around complexity and consequence.
Talent Search ↓Talent Advisory
Support before a mandate goes live, when the risk sits in role design, sequencing, or market alignment rather than the search itself.
Talent Advisory ↓Market Intelligence
Continuous analysis of capital, leadership movement, and compensation, turned into usable insight for hiring decisions.
Market Intelligence ↓Senior hires,
run as mandates.
We lead senior and critical hires across capital-intensive energy markets.
We work selectively and focus on depth over volume. This is not a high-throughput model. The work is built around complexity and consequence, and we say no to mandates that do not fit.
Mandates We Lead
- Platform-building leadership hires
- Functional heads during growth or transition
- Technical talent in constrained markets
- Commercial leaders aligned with capital strategy
- Executive succession planning
Before Outreach Begins
- Role viability in the current market
- Talent scarcity level
- Competitive landscape
- Compensation realism
- Timing constraints
Three ways to work together.
Switch tabs to compare scope, cost, and what we commit to.
Exclusive
We are your only agency on the role, paid only when a placement is made.
A percentage of first-year salary, on placement
Invoiced on offer acceptance. No engagement or subscription cost.
- Exclusive search rights on the role for 90 days
- Sourcechange as sole agency, no parallel briefs
- Direct outreach against a tiered target list
- End-to-end candidate management and scheduling
- Offer architecture and counteroffer support
- 90-day replacement guarantee
Retained
A committed, time-boxed program with shared risk, for senior or hard-to-fill roles.
A percentage of first-year salary, staggered
Split across engagement and placement. Built for searches where depth and certainty matter more than speed.
- Full market map of the talent pool
- AI-native client portal for candidate viewing
- Weekly cadence with your leadership
- Pre-tested shortlist of six to eight candidates per role
- Compensation benchmarking against the market
- 12-month replacement guarantee
Embedded
An embedded talent function for team build-outs.
Monthly or quarterly subscription + reduced per-hire fee
The monthly fee covers the embedded team and ongoing search infrastructure. The lower per-hire fee reflects the ongoing nature of the engagement.
- Embedded resourcer and account manager
- Dedicated Slack channel and weekly cadence
- Multi-role search capacity, run in parallel
- Applicant Tracking System (ATS) integration with live pipeline reporting
- Market intelligence and comp benchmarking on demand
- Dedicated Friday review with the hiring committee
The math, with your
numbers in it.
Adjust the inputs to your shape of the year. The bars update live, and the savings figure is the cash you keep by going Embedded over Exclusive.
Comparable, all-in effective rates. Final fees are confirmed in your proposal.
Strategy
before the search.
Not every hiring challenge starts with a search. Often the risk sits in role design, sequencing, or market alignment.
In power infrastructure and battery technology, a poorly defined role creates costly delays. Advisory work makes sure hiring strategy reflects capital structure, development stage, and operational reality. It often precedes a search, and it can stand on its own.
How We Support You
- Role scoping and mandate validation
- Market and compensation benchmarking
- Organizational design input
- Executive sequencing strategy
- Hiring feasibility assessments
Signals,
made usable.
Our work is informed by continuous analysis of the energy ecosystem, not a one-off market scan at the start of a search.
This is what separates us from our transactional incumbents. Our read on how these markets move shapes every mandate, and we share it with clients as a standalone service when it helps a hiring decision.
What We Track
- Capital deployment patterns
- Leadership movement
- Compensation trends
- Talent scarcity shifts
- Technology-driven hiring demand
How We Deliver It
- Talent landscape analysis
- Compensation benchmarking
- Market moves
- Competitive mapping
- Hiring strategy consultation
Flatiron Energy
From a single search to an embedded partnership.
Flatiron Energy is a private equity-backed independent power producer building utility-scale storage across the Northeast and Mid-Atlantic US. Since November 2024, we have run their hiring across executive, leadership, and mid-level roles.
Read the Flatiron Story →Start with a
strategic conversation.
If you are planning a critical hire or reviewing your team structure in power infrastructure or battery technology, the right first step is a structured discussion. We assess role viability, market timing, talent depth, compensation alignment, and competitive positioning before any mandate goes live.
Book a Conversation