EV charging hires, before mobilization stalls
Operations, sales, engineering and executive hires for US EV charging: the DC fast-charging people generalist recruiters never surface.
The institutions entrusted with capital, and with us.
One consultant on your brief, from first call to signed offer.
EV charging only
Your remote site role has sat open for months because generalist recruiters can't read the technical brief. We know the DC fast-charging market by name: charge point operators, EVSE OEMs, installers.
Hardware and software in one hire
We map the live EV charging candidate landscape before a brief is signed off — so a stalled senior search doesn't sit open for months.
Field technician to C-suite
We pre-qualify against the technical and cultural brief before submission — the discipline that drives our interview rate to 66%.
We work around how you work, and deliver the people you actually need.
Aym Recruitment maps the live EV charging landscape before a brief is even signed off. We pre-qualify against technical and cultural fit, which is why 66% of the people we send reach interview and 89% of offers get accepted.
Where the searches are run.
What EV charging firms ask first.
Straight answers on how we hire for EV charging operations teams in the US. Anything not covered here, send the brief and ask.
What happens when a generalist recruiter can't fill a remote EV site role?
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The role sits open for months because the brief is technical and the network isn't. We map charge point operators, EVSE OEMs and installers before the brief is signed, then approach the people who already do the job. Not a job board repost.
How are you different from a general engineering recruiter?
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Eight years in this market, one consultant owning your search end to end. We know why engineers leave for utilities and automotive OEMs, and what it takes to backfill with equivalent experience. Not a wall of resumes against a fee race.
Can you find engineers who hold both DC fast-charging and software skills?
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Yes. That combined profile rarely surfaces on job boards, so we go direct to passive candidates who hold it. We pre-qualify against the technical brief and company culture before submission, which drives our interview rate to 66%.
What is your typical timeline to a shortlist?
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We map the live candidate landscape in the first fortnight and bring a qualified, referenced shortlist inside the first month for most operations briefs. We tighten your interview and offer stages so the process doesn't lose people, holding offer acceptance at 89%.
Do you help after the offer goes out?
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Yes. We tighten your interview and offer stages to stop drop-off, which keeps offer acceptance at 89%. A signed shortlist means nothing if the candidate walks at offer.