G.E.N. by PM: Bringing LA’s Clean Energy Community Together

The Future is Clean is back, bringing together voices from across the clean energy industry to share insight, experience and perspective on the people, careers and conversations shaping the sector. At Piper Maddox, we work closely with the people and businesses driving the energy transition forward. Through The Future is Clean, we’re continuing those conversations, speaking with industry leaders about their career journeys, the challenges facing the market, and what the future could look like for clean energy. In this episode, Myles Whaley, Senior Recruitment Consultant: Renewable Energy - Northern Europe at Piper Maddox, is joined by Hugh Gilmour, Head of Development UK at Telis Energy, for a Quick-fire Careers conversation. Together, they discuss Hugh’s route into renewable energy, how the industry has developed, the biggest challenges facing the sector right now, and his advice for anyone looking to build a career in renewables. Meet the Guest: Hugh Gilmour Hugh Gilmour is Head of Development UK at Telis Energy, a developer of large-scale renewable energy schemes. Coming from a chartered surveying background, Hugh has built his career across the renewable energy sector, working on some of the UK’s most innovative and ambitious projects. Before joining Telis Energy, he worked with businesses including EDF and Dalcour Maclaren, gaining experience across development, land, infrastructure and large-scale clean energy projects. In this episode, Hugh shares a brilliant perspective on what it takes to build a career in renewable energy, how the sector has changed, and where the industry could be heading next. We hope you enjoy this episode of The Future is Clean. Want to listen to this episode on the go? Check out the links below: 🎧 Listen on Spotify Podcasts here.🍎 Listen on Apple Podcasts here. Learn more about Telis Energy here. For career opportunities, market insight and more, visit: https://www.pipermaddox.com/jobs/ To reach out to the podcast host, contact Myles at m.whaley@pipermaddox.com.

International Women in Engineering Day is an opportunity to recognise the women helping to shape technical industries, but it is also a reminder of the work still needed to make these careers more visible, accessible and sustainable for the next generation. Across clean energy, engineering talent is playing a critical role in delivering the technologies, infrastructure and innovation needed for the energy transition. From renewable fuels and bioenergy to Carbon Capture, Utilisation and Storage (CCUS), the sector depends on people who can solve complex problems and help move emerging technologies forward. But for the industry to keep progressing, it needs a broader range of people, perspectives and leadership styles shaping its future. We spoke to Lacey Collins, Divisional Manager - Renewable Fuels, Bioenergy & CCUS at Piper Maddox, about what drew her to clean energy, the barriers women still face in technical and male-dominated fields, and why representation matters when building long-term careers in the sector. What drew you to work in clean energy, particularly in such a technical and fast-evolving part of the industry? I was drawn to working in clean energy because of the passion shared by everyone in the industry. From my very first conversations with leaders in the space, it was clear that this field is driven by passion, integrity, and hard work From your experience, what are some of the barriers women still face when entering or progressing in engineering-related fields? The main barriers we see for women in male-dominated fields are a lack of representation or role models. It’s difficult for the first woman to pave the path for those behind her. Women also have more trouble as caregivers/parents with the hours, work environments, and inflexibility. Why do you think it’s important to spotlight women working in technical or male-dominated sectors like energy and engineering? When women see others succeeding in these spaces, it helps break down stereotypes and send the message that we all belong. Spotlighting women in industry also brings visibility to the unique perspectives, leadership styles, and innovations women contribute, which are essential for the growth and diversity of thought in any industry. Highlighting these stories helps pave the way for future generations and fosters a more inclusive, balanced workforce What’s one piece of advice you’d give to a woman looking to break into a clean energy or engineering-adjacent career? Find a role model/someone that can understand your position. A role model can help show that success is possible and show the blueprint for navigating any challenges that may come up.

The Clean Energy Six, Finance Edition highlights the people working behind the financial and strategic decisions shaping the energy transition. In this series, Skye Shaffer, Associate Recruitment Consultant at Piper Maddox, speaks with professionals across the renewable energy finance ecosystem to explore their career journeys, the projects that have defined them, and the opportunities they see for the future of clean energy. In this edition, we spoke with Tamara Bordeaux, a clean energy finance professional with over nine years of experience spanning financial services and renewable energy. After beginning her career at UBS, Tamara transitioned into the energy sector to pursue work more closely aligned with her passion for combating climate change. She has since built a diverse background across community solar, utility-scale development, and M&A at AES, where she worked on complex transactions and large-scale projects across the U.S. More recently, she expanded her experience into emerging technologies at Blue Energy, where she was part of the commercial team at a nuclear-focused startup, working across origination, development, and financial modeling. Now at Greenvolt Power, Tamara continues to focus on project finance and M&A, bringing a well-rounded perspective across both established and next-generation energy solutions. 1. When did you start your career in renewable energy or clean tech, and why did you get into the industry? I started my career in renewable energy in January 2021. Before that, I was working in wealth management and financial services, but I wanted to pivot into something more aligned with my interests and passions - specifically, fighting climate change. The energy industry offered a strong intersection between finance and impact, and it felt like a space where I could apply my background while contributing to something meaningful. 2. What was a pivotal moment or project that defined your path in this industry? A pivotal moment for me was working on the Belfield project, which at the time was the largest permitted solar and storage project in the U.S., at around 2 gigawatts. AES acquired it from Avantus, and I had the opportunity to work on the transaction as an associate. It was a very large, complex, and long-running deal, and it really opened my eyes to how intricate the M&A side of the renewable energy industry can be. What stood out most was the collaborative nature of the process - working closely with counterparties to solve problems together. It was also the first time I was able to build meaningful relationships with a counterparty, and it showed me how important those relationships are in getting deals done. That combination of complexity, collaboration, and relationship-building really defined my path and interest in this space. 3. What excites you most about working in renewables or clean tech today? There is a very real and growing need for power - especially zero-carbon power - in both the U.S. and globally. Renewables are one of the fastest and most proven ways to reduce carbon emissions and fight climate change, so it’s an incredibly impactful space to be in. There’s also a significant increase in demand for power driven by technological growth, including AI. What’s unique right now is that we’re still building the physical infrastructure needed to support that demand, while also benefiting from advancements in AI and software ourselves. For example, AI is helping enhance financial modeling and improve efficiency in areas like transaction document review. It feels like we’re in a position where we get the best of both worlds - building critical infrastructure while leveraging cutting-edge tools. 4. What’s the biggest challenge you’ve faced in renewable energy and what did you learn from it? One of the biggest challenges I faced was transitioning from traditional renewables - primarily solar and storage - into nuclear, specifically the small modular reactor (SMR) space. While there were transferable skills, nuclear presents a very different set of challenges. In solar and storage, processes are well established and costs continue to come down. With nuclear, particularly new nuclear development, it’s more like rebuilding an industry from the ground up in the U.S. There are challenges around developing supply chains, advancing new technologies, and working on much longer timelines - often into the 2030s. It also requires navigating significant policy and regulatory dependencies. This experience pushed me to think more long-term, approach problems more creatively, and become comfortable working in areas with less precedent. It was both challenging and incredibly rewarding. 5. Looking 5–10 years ahead, where do you see the biggest opportunities for growth in renewable energy? One of the biggest opportunities is improving transmission infrastructure and the interconnection process in the U.S. Upgrading the grid will be critical to enabling more projects to come online efficiently. I also see strong potential in co-located solutions - bringing power generation closer to where it’s consumed, such as near data centers. As demand for energy continues to rise, proximity to load will become increasingly important. Overall, I don’t think it’s about one technology winning out - we’ll need a mix of solar, storage, wind, nuclear, and geothermal to meet demand. The real opportunity lies in how we build, connect, and optimize across all of these. 6. If someone wanted to break into renewable energy finance, what’s the one piece of advice you’d give? Be willing to take on any role to get your foot in the door - even if it means taking a step back in title or seniority. That’s what I did, and I have no regrets. Renewable energy is very much a learn-by-doing industry. While coursework and reading are helpful, the most valuable experience comes from working on real projects. I’d also emphasize the importance of networking. It’s a relatively small industry, and people are generally approachable. Building connections can go a long way in opening doors and helping you navigate your career. Tamara’s career reflects the evolving nature of the clean energy landscape - from established renewable technologies to emerging solutions like nuclear. With experience across large-scale transactions, development, and startup environments, she brings a well-rounded perspective on where the industry is today and where it’s headed. As demand for clean, reliable power continues to grow, her insights highlight both the challenges and the significant opportunities ahead.

Infocast’s Solar + Wind Finance & Investment Summit once again brought the renewable energy finance community together in Phoenix, Arizona, with conversations spanning deal activity, investment strategy, and the evolving market landscape. Across the week, our consultants Thomas Cooper, Divisional Manager, and Nolan Cridge, Manager, Renewables, connected with clients and industry professionals to understand what’s really happening in the market right now. Here’s what they heard. 1. What were the main finance or investment topics people were talking about around Infocast week this year? The bulk of our conversations with new and existing clients emphasized there is still a tremendous amount of excitement and activity surrounding the renewable space. We are seeing our clients make a very strong push to secure tax equity partnerships for their existing assets, or offload via M&A projects that are earlier stage. Lots of portfolios are growing tremendously through M&A in the solar and storage space as well. 2. From the conversations you had, what are the biggest challenges currently affecting renewable energy project financing? The largest challenge seems to be from within the united states, many foreign countries are hesitant to invest within the united states due to policy changes and an uncertain investment terrain. This year is universally considered more stable, but still gives foreign entities hesitancy to put money back into US markets. 3. What trends are you seeing in the solar, wind or storage investment landscape right now? Overall it seems to continue to be business as usual, just on an accelerated timeline. That said, we had a significant amount of conversations surrounding the integration of AI to all levels of project development, project finance, and M&A transactions. This would likely lead to a downturn in junior level hiring and allow our clients to continue to get leaner. 4. From the people you spoke with, where are investors and developers seeing the biggest opportunities in the market? We are still hearing Solar and Storage as the big winners for the next few years. There are murmurs that Geothermal and Nuclear could be the next renewable assets to be heavily invested in, but there are still a significant number of hurdles to jump through here. 5. Any interesting perspectives or insights from the meetings you had that stood out? The general sentiment around the conference was very positive about the industry as a whole and where opportunity exists. Many of the hiring managers we spoke with express that hiring this year would likely be later in the summer or Q3, and those would be sparce. This year companies seem to be continuing to stay as lean as possible and any hire that is brought on is well thought out, and an extremely high priority. Across the conversations throughout the week, one thing was clear, the renewable energy market remains highly active, with strong momentum across solar, storage, and M&A. At the same time, the landscape is becoming more considered. Investment decisions are more measured, international capital remains cautious around US policy, and businesses are continuing to prioritise lean, high-impact teams. With growing interest in AI and early conversations around geothermal and nuclear, the market is evolving, not slowing. If you’re looking to understand how these trends could impact your team or hiring strategy, get in touch with the Piper Maddox team to continue the conversation.

The Clean Energy Six, Finance Edition highlights the people working behind the financial and strategic decisions shaping the energy transition. In this series, Skye Shaffer, Associate Recruitment Consultant at Piper Maddox, speaks with professionals across the renewable energy finance ecosystem to explore their career journeys, the projects that have defined them, and the opportunities they see for the future of clean energy. Our first guest is Samuel Woo, Senior Analyst, Investment Analytics at Cypress Creek Renewables. After serving as a Marine Corps officer overseas, Sam transitioned into renewable energy in 2022. Today, he focuses on evaluating and modelling renewable energy projects, helping ensure that the infrastructure being built today is both economically viable and designed to power homes and businesses for decades to come. When did you start your career in renewable energy or clean tech, and why did you get into the industry? I started my transition to clean energy in 2022. I was a Marine Corps officer at the time and was deployed in Syria in 2021 for about eight months supporting Operation Inherent Resolve, NATO’s mission to counter ISIS in Iraq and Syria. I was operating out of a region known for a lot of oil extraction. The oil industry is a key part of that region’s economy, and seeing the fossil fuel industry up close - seeing the physical consequences of it - had a pivotal impact on me as I was figuring out my next professional steps. At the same time, the Inflation Reduction Act was heavily in the news. Seeing the impact up close and hearing about the momentum happening in clean energy kind of lined up. I wanted to take the skills I learned in the Marine Corps and apply them to energy security, which I thought was really important. Clean energy appealed to me because while every energy source has pros and cons, it wasn’t as pollutant as fossil fuels. So it was a combination of energy security and building something long-term that I felt was a net positive to the world. What was a pivotal moment or project that defined your path in this industry? One pivotal moment was driving through the region in Syria and seeing the pollution related to oil fields - waterways glistening with oil runoff, smoke in the air, fires tied to extraction. That definitely impacted me. From a more recent perspective, I helped model four projects that we bid into an RFP with a major utility, and they were shortlisted. That was exciting because it’s the closest I’ve gotten to getting projects built. Modeling those four projects and getting them close to offtake reaffirmed why I’m in the industry - building long-term sustainable infrastructure that will last decades. What excites you most about working in renewable or clean tech today? It’s knowing I get to play a part in building infrastructure that will last decades - powering homes and businesses. Every project that moves toward COD or offtake is another step toward building resilient, diverse energy systems. As energy demand increases, it’s good to know that part of our infrastructure is based on renewable, clean energy. What is the biggest challenge you’ve faced in the renewable energy space, and what did you learn from it? The biggest challenge was recommending the termination of a project for the first time. A big part of my job is evaluating project-level economics to make sure a project makes financial sense. Terminating a project was tough because we join this industry to build renewable projects - not cancel them. But I learned that we can’t build projects randomly. There has to be strategy behind it. It has to make sense for the customer and for the company. If projects don’t make economic sense, they can raise energy prices or hurt the company long-term, which limits our ability to build more projects. So I learned to understand the macro-level economics of each project and how it impacts the grid. It’s great to build, but we have to build responsibly and feasibly. Looking ahead 5–10 years, where do you see the biggest opportunities for growth in renewable energy? I think it’s finding ways to adapt and meet customer needs. Market signals show we need firm, reliable energy. One solution is long-duration energy storage, and currently battery energy storage systems (BESS). Being creative and innovative to meet market needs is exciting. Long-duration energy storage is the most exciting area for me right now. More broadly, it’s about adapting to emerging technologies and building firm, reliable energy solutions. If someone wanted to break into the space, what is the one piece of advice you would give them? Learn as much as possible about project-level economics. That includes how projects make money - PPAs, offtake contracts, revenue, expenses, capex, and opex. Also understand capital structures because they’re complex and getting more complex. That means understanding tax equity structures, debt structures, and traditional project finance. Understanding revenue drivers, cost structures, tax equity, and debt are the fundamentals of every project. Huge thank you to Sam for taking the time to share his story and perspective. From serving overseas to now working on the financial and strategic side of renewable energy projects, his path is a reminder that this industry is built by people with very different backgrounds, all working toward something long-term. Thoughtful, disciplined development is just as important as ambition in this space, and Sam brings both. We are xcited to see the projects he helps bring to life in the years ahead!

A decade of purpose, growth and impact in clean energy talent This year marks ten years of Piper Maddox, one of LHi Group’s fastest growing specialist brands, built with a clear purpose, to support the global clean energy transition and help protect the future of our planet through exceptional talent solutions.Founded in 2015 by Alex Cohen under the LHi Group, Piper Maddox was created with a belief that recruitment could be more than a commercial service, it could be a platform for positive change. From the outset, the brand committed fully to renewable energy and cleantech, stepping away from fossil fuels entirely and aligning its growth with the industries actively decarbonising the world. Over the past decade, Piper Maddox has become a trusted partner to some of the world’s most innovative clean energy organisations across the US and Europe, helping them build the teams shaping how energy is generated, stored and consumed. Its rapid growth reflects not only market demand, but the strength of its mission, culture and people, proof that purpose-led businesses scale with impact. At its core, Piper Maddox is driven by the belief that recruitment can be a force for good, contributing to a cleaner, more sustainable future, one hire, one partnership and one business at a time. From Vision to Global Brand As the energy sector began shifting towards renewables, it became clear that traditional recruitment models were struggling to keep pace with the urgency of change. The clean energy transition demanded specialist knowledge, speed and long-term thinking, not legacy approaches. Recognising this opportunity, Alex Cohen and LHi Group Founder, Tom Glanfield aligned on a shared ambition to build a recruitment brand dedicated entirely to clean energy and sustainability. Combining entrepreneurial platform, leadership and a strong cultural foundation, Piper Maddox was born as a values-led business designed to create long-term impact. From those early beginnings, the brand has expanded rapidly across Europe and North America, building leadership teams united by a shared purpose to accelerate the energy transition and support companies working to decarbonise the planet. “The success of Piper Maddox reflects what’s possible when purpose, people and platform align. It’s been incredible to watch the brand grow into a true global leader in clean energy and cleantech recruitment.” ~ Alex Cohen, US Brand Leader Specialist Expertise at Scale Today, Piper Maddox is home to more than 80 specialist consultants delivering talent solutions across: Renewable Energy Energy Storage eMobility Clean Fuels Nuclear Power Energy Trading Sustainability Energy Management and Grid Resiliency Sustainable Aviation Operating with a specialist, quality-first mindset, the brand combines deep market expertise, proactive headhunting and extensive global networks to deliver consistently high-quality outcomes for clients operating in highly competitive markets. With offices in New York, Los Angeles, Austin, Miami, London, Bristol, Berlin and Munich, Piper Maddox provides global reach supported by strong local market expertise across North America and Europe, including the UK, DACH, Benelux and Southern Europe. Evolving into a Talent Solutions Partner In line with LHi Group’s wider evolution, Piper Maddox has grown beyond traditional recruitment into a full talent solutions partner, supporting clients at every stage of scale and maturity through: Permanent and contract recruitment Executive search Subscription hiring models Embedded talent solutions Consulting services through Expert Project Solutions (XPS) This integrated approach enables clients to scale efficiently while maintaining quality, consistency and long-term workforce planning. “Over the past decade, Piper Maddox has matured into a true strategic partner for our clients. The next phase is about continuing to innovate and scaling our impact globally.” ~ Tom Clarke, UK & Europe Brand Leader Looking Ahead: Building a Lasting Legacy As Piper Maddox celebrates its ten-year anniversary, the brand continues to play a critical role in supporting the organisations building a cleaner, more resilient energy future. As one of LHi Group’s fastest growing brands, its success reflects the power of aligning commercial performance with meaningful purpose. By supporting companies whose missions centre on decarbonisation, sustainability and innovation, Piper Maddox is helping shape the legacy LHi aims to leave, protecting the future, enabling progress and proving that business can be a force for positive change. Interested in partnering with Piper Maddox?👉 Discover how their talent solutions can support your organisation’s growth by emailing info@pipermaddox.com Thinking about joining the journey?👉 Explore current opportunities across the Piper Maddox brand and become part of a business making real-world impact. Click here!

Securing Leadership That Drives Business Impact The success of any organisation is shaped by its leadership. Whilst hiring the right talent is important at every level, executive appointments have a uniquely significant impact on business performance, culture, growth and long-term strategy. Whether you are hiring a CEO to lead transformation, a CFO to support expansion, or a senior leader to drive innovation, executive hiring requires a different approach from traditional recruitment. The stakes are higher, the talent pool is smaller, and the impact of getting it wrong can be substantial. Our Executive Search solution is designed to help organisations identify, engage and secure exceptional leaders who align with both immediate business needs and long-term strategic objectives. Why Executive Search Matters Executive hiring is fundamentally different from hiring at other levels within an organisation. Senior leaders are responsible for shaping company strategy, influencing culture, managing stakeholder relationships and driving business performance. Their decisions can affect every area of a business, making leadership appointments some of the most critical hiring decisions an organisation will make. At the same time, the most sought-after executives are rarely active job seekers. They are typically successful in their current roles, highly visible within their industries and selective about the opportunities they choose to explore. This means organisations cannot rely solely on job advertisements, inbound applications or traditional recruitment methods. Successfully securing executive talent requires a proactive, targeted and highly consultative approach. The Challenges of Executive Hiring Organisations often face a range of challenges when recruiting senior leadership talent: Limited access to passive executive candidates Increased competition for proven leaders Difficulty assessing long-term leadership fit Complex stakeholder requirements and decision-making processes The need for confidentiality during sensitive searches Pressure to secure leadership talent quickly without compromising quality Without a structured search strategy, businesses can struggle to access the right talent, resulting in lengthy hiring processes, missed opportunities or appointments that fail to deliver long-term impact. Our Executive Search Approach We believe successful executive hiring begins with understanding the unique challenges, ambitions and culture of each organisation. Every search starts with a detailed discovery process designed to create complete alignment around the role and the type of leadership required for success. This includes: Stakeholder interviews and leadership consultations Assessment of business objectives and growth plans Definition of role scope, responsibilities and success measures Evaluation of organisational culture and leadership style requirements Market benchmarking and talent landscape analysis This foundation allows us to build a search strategy tailored specifically to your organisation and hiring objectives. Accessing Leadership Talent Beyond Traditional Channels The strongest executive candidates are often invisible to conventional hiring methods. Our extensive leadership network enables us to engage individuals who may not be actively considering a move but are open to the right opportunity when approached thoughtfully and professionally. Through years of relationship-building across multiple industries and markets, we provide access to: C-suite executives and board-level leaders Functional leaders across finance, technology, operations, sales and human resources High-performing leaders within growth-stage and enterprise organisations Diverse leadership talent from a broad range of backgrounds and experiences This approach significantly expands the available talent pool and improves the likelihood of securing transformational leaders. A Dedicated Search Team Executive appointments deserve dedicated focus and specialist expertise. Each search engagement is supported by a team that may include: Executive Search consultants with sector-specific expertise Dedicated researchers responsible for talent mapping and market intelligence Project coordinators ensuring seamless communication and process management A single point of contact providing accountability throughout the search This collaborative approach ensures comprehensive market coverage whilst maintaining a high-quality candidate and client experience. Delivering an Exceptional Candidate Experience Executive candidates assess opportunities differently from other professionals. Compensation is only one factor. Senior leaders also evaluate organisational vision, leadership alignment, growth opportunities, governance structures and cultural fit. We therefore invest significant time in understanding your business story and communicating it effectively throughout the search process. Our approach includes: Detailed briefing and opportunity positioning Personalised candidate engagement Transparent communication throughout the process Ongoing consultation and support Effective management of stakeholder expectations By creating a positive and professional experience, we help strengthen engagement and improve offer acceptance rates. Market Intelligence and Search Transparency Executive hiring decisions require data, insight and visibility. Throughout every engagement, we provide regular reporting and market intelligence, including: Search activity and outreach reporting Candidate pipeline updates Diversity representation within talent pools Candidate motivations and feedback Compensation benchmarking and market trends Talent availability and competitor insights This transparency allows stakeholders to make informed decisions and maintain confidence throughout the search process. Building Diverse and Sustainable Leadership Teams Strong leadership teams are built on diversity of thought, experience and perspective. Our Executive Search methodology incorporates a proactive focus on identifying and engaging diverse leadership talent whilst ensuring alignment with the strategic requirements of the role. We assess candidates not only on capability and experience, but also on leadership style, cultural alignment and long-term motivation. The result is a hiring process focused on sustainable success rather than short-term placement outcomes. Beyond Search: Strategic Leadership Advisory Executive Search should deliver more than a shortlist of candidates. As a strategic talent partner, we support organisations with broader leadership and workforce initiatives, including: Executive talent mapping Succession planning support Leadership pipeline development Organisational structure consultation Market benchmarking and competitor analysis Leadership hiring strategy This broader perspective helps organisations strengthen their leadership capabilities for the future, not just fill today's vacancy. Why Partner With Us? Executive hiring requires expertise, discretion, market insight and the ability to engage leaders who are not actively seeking new opportunities. By partnering with us, you benefit from: Access to exceptional leadership talent A structured and transparent search process Dedicated Executive Search specialists Comprehensive market intelligence Strong candidate engagement and representation Diversity-focused search strategies Flexible engagement models tailored to your needs A long-term partner invested in your success Our goal is simple: to help organisations secure leaders who create lasting impact. Ready to Find Your Next Leader? Whether you are appointing a C-suite executive, building a leadership team or planning for future growth, our Executive Search specialists are ready to help. Together, we will identify and secure the leaders who will shape the future of your organisation.

Scalable Recruitment for High-Growth Hiring Needs When your organisation needs to hire at scale, traditional recruitment methods can quickly become overwhelmed. Whether you're launching a new site, expanding into new markets, building a project team, supporting seasonal demand, or delivering ambitious growth plans, our Volume Hiring Solutions provide the expertise, resources, and processes required to attract, engage, and secure talent at pace. We combine dedicated recruitment teams, proven delivery methodologies, and market insight to help organisations achieve ambitious hiring targets without compromising on quality or candidate experience. Why Choose a Volume Hiring Solution? Periods of rapid growth can create significant pressure on internal recruitment teams and hiring managers. Organisations often face challenges such as: Large numbers of vacancies within a short timeframe Increased competition for talent Pressure to reduce time-to-hire Maintaining a consistent candidate experience at scale Limited internal recruitment capacity Ensuring hiring quality whilst increasing recruitment volume Without the right strategy, resources, and processes, high-volume hiring initiatives can become costly, time-consuming, and difficult to manage. Our Volume Hiring Solutions are designed to help organisations overcome these challenges whilst delivering measurable hiring outcomes. Our Volume Hiring Approach Successful high-volume recruitment requires more than simply increasing recruiter capacity. Our approach combines strategic workforce planning, dedicated delivery teams, recruitment marketing, and process optimisation to ensure every hiring campaign is positioned for success. We work closely with your organisation to understand: Hiring volumes and timelines Workforce planning objectives Talent market conditions Candidate requirements and success profiles Employer brand positioning Recruitment process requirements This enables us to build a tailored hiring strategy aligned to your business goals. Dedicated Delivery Teams Every volume hiring project is supported by a dedicated team focused on achieving your hiring targets. Your delivery team may include: Project Managers providing oversight and accountability Recruitment Consultants managing candidate attraction and selection Talent Researchers and Sourcing Specialists Recruitment Marketing and Employer Branding specialists Coordinators supporting candidate engagement and scheduling This collaborative approach ensures efficient delivery whilst maintaining a positive candidate and hiring manager experience. Candidate Attraction at Scale Securing large volumes of talent requires a proactive and multi-channel attraction strategy. Our candidate attraction approach can include: Targeted sourcing campaigns Recruitment marketing initiatives Job board and advertising management Talent community engagement Employee referral programme support Social media recruitment campaigns Employer brand promotion By combining multiple attraction channels, we help maximise reach and improve candidate quality. Process Efficiency and Candidate Experience Volume hiring should never come at the expense of candidate experience. We design streamlined recruitment processes that enable organisations to move quickly whilst maintaining engagement and quality throughout the hiring journey. Our support includes: Recruitment process design and optimisation Interview scheduling and coordination Candidate communication and engagement Assessment and screening processes Offer management and onboarding support Recruitment reporting and performance tracking This creates a consistent experience for both candidates and hiring managers. Data, Reporting, and Market Insight High-volume hiring requires visibility, accountability, and continuous improvement. Throughout every engagement, we provide detailed reporting and market intelligence, including: Hiring progress against agreed targets Time-to-hire and recruitment performance metrics Candidate pipeline reporting Attraction channel effectiveness Market insights and talent availability Diversity reporting and workforce trends This data-driven approach helps organisations make informed decisions and optimise hiring performance. Why Partner With Us? Choosing the right volume hiring partner can have a significant impact on your ability to scale effectively. By partnering with us, you benefit from: Access to dedicated recruitment resources Scalable delivery models aligned to hiring demand Faster hiring timelines Improved recruitment efficiency Consistent candidate and hiring manager experiences Strong employer brand representation Comprehensive reporting and market intelligence A trusted partner committed to achieving your hiring goals Whether you're hiring dozens, hundreds, or thousands of employees, we provide the expertise, processes, and support required to deliver results. A Fully Managed Hiring Solution From workforce planning through to onboarding, we manage every stage of the hiring process. Our team provides: Project planning and implementation Candidate attraction and engagement Screening and assessment Interview coordination Offer management Onboarding support Ongoing reporting and stakeholder communication This end-to-end approach allows your organisation to focus on growth whilst we manage the complexities of large-scale hiring. Ready to Scale Your Hiring? Whether you're supporting rapid growth, opening new locations, launching a major project, or building a large workforce, our Volume Hiring specialists are ready to help.

Dedicated Search for Your Most Critical Hires Some hires have a greater impact than others. When you're hiring senior leaders, specialist experts, confidential replacements, or multiple business-critical roles, the quality of the hiring process can directly influence business performance, growth, and long-term success. Our Retained Search solution provides a dedicated, exclusive recruitment partnership designed to identify, engage, and secure the very best talent in the market. Through a structured and highly proactive search process, we deliver access to exceptional candidates, comprehensive market intelligence, and the confidence that every opportunity has been explored. Unlike traditional contingent recruitment, Retained Search offers complete alignment, dedicated resources, and a shared commitment to achieving a successful outcome. Why Choose Retained Search? Retained Search is designed for organisations where hiring success cannot be left to chance. Many businesses choose a retained approach when: Hiring for senior, specialist, or business-critical positions Building leadership teams or supporting organisational growth Recruiting multiple hires within a defined timeframe Accessing highly competitive or passive talent markets Requiring a confidential or targeted search process Seeking full visibility of the talent landscape before making a hiring decision When the right hire can significantly influence business performance, Retained Search provides the focus, rigour, and market reach required to secure exceptional talent. Our Retained Search Approach We believe successful hiring starts with a deep understanding of your organisation, culture, objectives, and hiring requirements. Every retained search begins with a detailed discovery process that enables us to develop a tailored search strategy aligned to your specific needs. Our approach includes: Comprehensive market mapping and talent identification Detailed analysis of the competitive talent landscape Targeted engagement of both active and passive candidates Tailored messaging to effectively position your opportunity Structured assessment and qualification processes Shortlists built around your specific requirements and objectives Our goal is simple: to ensure you meet the best talent available in the market, not just the most visible. A Dedicated Search Team Every retained project is supported by a dedicated delivery team focused on achieving a successful outcome. Your search team may include: A dedicated Project Manager serving as your primary point of contact Specialist consultants with expertise in your market and hiring requirements Research professionals responsible for talent mapping and market intelligence Recruitment delivery specialists supporting candidate engagement and process management This collaborative approach ensures accountability, consistent communication, and efficient delivery throughout the search. Market Intelligence and Search Transparency Retained Search provides far more than candidate introductions. Throughout every engagement, we provide detailed reporting and market insight to support informed decision-making. This includes: Comprehensive market mapping and talent landscape analysis Salary benchmarking and compensation insights Hiring trends and competitor intelligence Weekly progress reports and search activity updates Candidate feedback, motivations, and market perceptions Diversity insights across talent pools and target markets This level of transparency provides stakeholders with confidence and visibility at every stage of the search process. Accessing Talent Beyond Traditional Recruitment Channels The strongest candidates are often not actively searching for new opportunities. Our proactive search methodology enables us to engage individuals who may never apply to an advertised role but are open to the right opportunity when approached strategically. Through extensive networks, market expertise, and targeted outreach, we help organisations access talent that would otherwise remain unavailable through traditional recruitment methods. This significantly expands the talent pool and increases the likelihood of securing high-performing professionals. A Structured and Thorough Selection Process We invest time in understanding exactly what success looks like for your organisation. Every candidate is assessed against technical requirements, experience, cultural fit, leadership capability, and long-term potential. Our process includes: In-depth candidate interviews and assessment Skills and experience evaluation Motivation and career aspiration analysis Cultural and organisational fit assessment Comprehensive shortlisting and presentation This ensures that only the most relevant and qualified candidates are presented for consideration. Why Partner With Us? Choosing the right search partner can have a significant impact on the success of your hiring strategy. By partnering with us, you benefit from: Exclusive access to exceptional talentA dedicated team focused solely on your hiring objectivesFull market coverage and proactive talent engagementGreater transparency throughout the hiring processEnhanced candidate engagement and conversion ratesComprehensive market intelligence and reportingA structured and highly professional search experienceFixed and transparent commercial agreements Our focus is on delivering quality, certainty, and long-term hiring success. A Fully Managed Search Process From initial briefing through to offer acceptance and onboarding, we manage every stage of the hiring journey. Our team provides: Clearly defined search processes and timelines Ongoing communication and stakeholder management Interview coordination and candidate engagement Offer management and negotiation support Flexibility to adapt as hiring requirements evolve By managing the process end-to-end, we allow your team to focus on making the right hiring decision while we manage the search. Ready to Secure Exceptional Talent? Whether you're hiring a senior leader, building a specialist team, or filling a business-critical position, our Retained Search specialists are ready to help.

Flexible talent solutions for a changing business landscape When business priorities shift, projects accelerate, or critical skills gaps emerge, securing the right talent quickly can be the difference between success and stagnation. Our Contract & Interim Recruitment solutions provide immediate access to highly skilled professionals, interim leaders, and project teams who can deliver value from day one. Whether you require specialist expertise for a short-term project, leadership during a period of transformation, or additional resources to support business growth, we help you access the talent you need, exactly when you need it. Why choose a Contract & Interim Recruitment solution? Today's organisations face constant change. Market demands evolve, projects require specialist expertise, and hiring plans can shift quickly. Contract and interim professionals provide the agility businesses need to respond with confidence. Many organisations use contract and interim talent to: Deliver critical projects on time and within budget Access niche skills and expertise not available internally Support periods of growth, transformation, or restructuring Provide cover for key leadership or specialist positions Increase team capacity during periods of high demand Reduce hiring risk by evaluating talent before making a permanent hire By leveraging flexible talent solutions, businesses can remain agile while maintaining productivity and performance. Our Contract & Interim Recruitment approach We understand that speed is important, but finding the right person is essential. Our specialist recruitment teams combine deep market knowledge with extensive talent networks to identify professionals who possess both the technical expertise and cultural fit required to succeed within your organisation. Our service includes: Rapid access to pre-qualified contract and interim professionals Specialist talent across highly skilled and niche markets Interim managers and executive-level leadership solutions Full project team build-outs and scalable workforce solutions Market intelligence, benchmarking, and hiring advice Flexible engagement models tailored to your business needs Every search is delivered with a focus on quality, speed, and long-term success. Flexible Commercial Solutions No two organisations face the same hiring challenges, which is why we offer flexible engagement models designed around your specific requirements. Whether you require a single contractor, an interim leader, or an entire project team, we work with you to create a solution that aligns with your objectives, timelines, and budget. Our commercial models offer: Transparent and competitive market-aligned pricing All-inclusive hourly or daily rate options Flexible engagement structures Scalable workforce solutions for project-based hiring Our goal is simple: to provide access to exceptional talent while delivering maximum value for your investment. Fully managed Payroll Services For organisations unable to engage contractors directly, we offer a fully managed payroll solution that removes administrative complexity and ensures a seamless onboarding experience. Through our payroll service, we can: Employ contractors on your behalf Manage onboarding, payroll, and compliance requirements Support temporary and interim hiring needs Provide a straightforward pathway to permanent employment where required This solution allows businesses to access specialist talent quickly while maintaining compliance and minimising internal administration. Ongoing support throughout every engagement Our partnership doesn't end once a contractor starts. We provide ongoing support throughout the entire engagement to ensure both clients and contractors are positioned for success. Our support includes: Contract administration and compliance management Contractor onboarding and payroll support Regular performance and engagement reviews Dedicated consultant support throughout the assignment Rapid issue resolution and workforce management assistance Flexible contract extensions, conversions, and project scaling By actively managing every stage of the engagement, we help ensure a positive experience and successful outcomes for all parties involved. Why partner with us? Choosing the right recruitment partner can have a significant impact on the success of your hiring strategy. By partnering with us, you gain: Access to highly skilled contract and interim professionals Faster hiring times through established talent networks Specialist market expertise and recruitment insight Flexible workforce solutions that adapt to changing business needs Dedicated support from experienced recruitment consultants A trusted partner committed to delivering results Whether you're looking to secure a specialist contractor, appoint an interim leader, or build an entire project team, we provide the expertise, network, and support needed to help your business succeed. Ready to secure the talent you need? From urgent contract requirements to large-scale project delivery, our Contract & Interim Recruitment specialists are ready to help.

Delivering Expertise, Driving Transformation, Developing Leaders Business success depends on more than hiring the right people. It requires the ability to deliver critical projects, access specialist expertise, solve complex challenges, and develop the leaders who will drive future growth. Our Project Delivery & Leadership Development solutions help organisations accelerate transformation, access expert knowledge, and build high-performing leadership capability. Whether you need specialist project delivery, strategic consulting support, or leadership development programmes, we provide the expertise, insight, and guidance needed to achieve lasting results. Expertise Across Specialist Markets: Technology, Sustainability, Life Sciences, and Critical Infrastructure Project Delivery Successful projects require specialist expertise, clear direction, and reliable delivery. Our Project Delivery services provide organisations with access to experienced consultants and delivery teams who can execute critical initiatives efficiently and effectively. Whether you're delivering transformation programmes, implementing new technologies, scaling operations, or addressing capability gaps, we build solutions around your objectives. Our Project Delivery support includes: Specialist project and programme delivery Transformation and change initiatives Technical and operational expertise Flexible project-based delivery models Outcome-focused consulting support We work as an extension of your team, helping you deliver projects with confidence while minimising risk and disruption. Consulting & Advisory When challenges become more complex, access to the right expertise can make all the difference. Our Consulting & Advisory services provide organisations with strategic insight, industry expertise, and practical guidance to support informed decision-making and long-term success. We help organisations: Define project scope and objectives Optimise business processes Evaluate technology and operational strategies Navigate transformation programmes Develop growth and market strategies Build future-ready organisations By combining market knowledge with practical experience, we help businesses make better decisions and achieve stronger outcomes. Leadership Development Great organisations are built by great leaders. Our Leadership Development solutions are designed to unlock leadership potential, strengthen capability, and prepare individuals for future success. We provide a range of development opportunities tailored to different leadership levels and business needs. Leadership Workshops Interactive workshops designed to provide practical tools, actionable insights, and real-world leadership strategies. Participants gain skills that can be immediately applied within their teams and organisations. Executive & Leadership Coaching Personalised one-to-one coaching designed to support leaders in overcoming challenges, enhancing performance, and achieving professional goals. Our coaching programmes help leaders build confidence, improve decision-making, and maximise their impact. Industry Mentorship Programmes Our mentorship programmes connect emerging leaders with experienced industry professionals who provide guidance, perspective, and support. These relationships accelerate development, broaden networks, and help future leaders navigate the next stage of their careers. Why Partner With Us? Organisations choose us because we combine specialist expertise, practical delivery experience, and a commitment to long-term success. By partnering with us, you gain: Access to industry-leading expertise Flexible delivery and consulting solutions Strategic advice and market insight Proven project delivery capability Leadership development programmes tailored to your needs A trusted partner focused on delivering measurable outcomes Our goal is simple: to help organisations deliver critical initiatives, solve complex challenges, and develop the leaders who will shape the future. Ready to Drive Growth and Transformation? Whether you're delivering a major project, seeking expert guidance, or investing in leadership development, our specialists are ready to help.

Scalable Hiring Support Built Around Your Business Hiring demand rarely remains constant. Whether you're experiencing rapid growth, entering new markets, launching strategic initiatives, or navigating periods of change, maintaining the right Talent Acquisition capability can be a challenge. Our Embedded Talent Solutions provide a flexible, scalable extension of your business, giving you access to dedicated recruitment expertise exactly when and where you need it. Acting as a seamless extension of your team, we help you attract, engage, and hire the talent required to achieve your business objectives. Rather than continually scaling internal recruitment resources up and down, our solution provides the agility and consistency needed to support sustainable growth. Why Choose an Embedded Talent Solution? Many organisations face ongoing hiring challenges that place pressure on internal Talent Acquisition teams. Common challenges include: Fluctuating hiring demand that exceeds internal capacity Difficulty scaling recruitment resources quickly and efficiently Inconsistent candidate and hiring manager experiences Limited time to focus on strategic talent initiatives Rising recruitment costs and operational complexity Pressure to improve hiring outcomes while controlling overheads Traditional hiring models often struggle to adapt to changing business needs. Embedded Talent Solutions provide a flexible alternative, enabling organisations to scale recruitment support in line with demand. Our Embedded Talent Approach We integrate experienced Talent Acquisition professionals directly into your organisation, operating as a natural extension of your team. Depending on your requirements, our embedded specialists can: Support and enhance your existing Talent Acquisition function Manage hiring for a specific business unit, region, or project Deliver recruitment during periods of growth or transformation Take ownership of your entire Talent Acquisition operation You maintain full visibility and control while benefiting from a scalable recruitment solution that evolves alongside your business. How We Deliver Our Embedded Talent Solutions are designed to integrate seamlessly within your organisation, culture, and hiring processes. Our service includes: Dedicated recruiters aligned to your industry, market, and hiring requirements Full integration with your teams, systems, and processes Flexible engagement models that can scale up, down, or pause as required Consistent employer brand representation throughout the hiring process Optional Employer of Record (EOR) support to simplify onboarding and compliance Our teams become an extension of your business, delivering results while strengthening your internal capability. What Success Looks Like Our focus extends beyond filling vacancies. We help organisations build sustainable hiring capability that supports long-term growth. Success can include: Achievement of hiring goals and workforce planning objectives Reduced time-to-hire and improved recruitment efficiency Enhanced candidate and hiring manager experiences Stronger employer brand representation in the market Increased recruitment scalability and flexibility A more strategic and effective Talent Acquisition function Every engagement is designed around measurable outcomes that support your business objectives. Strategic Talent Advisory and Optimisation Beyond hiring delivery, we help organisations strengthen and optimise their Talent Acquisition capability. Our expertise includes: Talent Acquisition strategy development Recruitment process design and optimisation Applicant Tracking System (ATS) implementation and enhancement Employer Value Proposition (EVP) development and messaging Talent analytics, reporting, and workforce insights Hiring manager training and stakeholder alignment By combining delivery with strategic advisory support, we help create a stronger, more efficient recruitment function. Why Partner With Us? Choosing the right talent partner can have a significant impact on your organisation's ability to attract and retain top talent. By partnering with us, you gain: Flexible, on-demand Talent Acquisition expertise A scalable solution aligned to hiring demand Reduced pressure on internal recruitment teams Faster, more efficient hiring processes Consistent employer branding and candidate engagement Access to specialist recruitment knowledge and market insight A dedicated partner committed to your long-term success Whether you need additional recruitment capacity, support for a major growth initiative, or a fully embedded Talent Acquisition team, we provide the expertise, flexibility, and support needed to help your business succeed. Ready to Scale Your Hiring Function? Whether you're looking to strengthen your existing Talent Acquisition team or implement a fully embedded recruitment solution, our specialists are ready to help.

Last week, some of our Piper Maddox team had the honor of speaking at the WRISE Women in Leadership Breakfast in San Francisco - an event that brings together industry leaders and innovators from across the renewable energy and clean tech sectors. In this conversation, Imogen Simpkin, Ella Slinn, Megan Drake, and Charlotte Fagan reflect on their experience, share insights from their talk, and discuss the evolving role of women in the industry, the importance of collaboration, and how initiatives like Piper Maddox’s iAM Program are helping to empower the next generation of female leaders in energy and sustainability. 1.What was it like speaking at the WRISE Women in Leadership Breakfast in San Francisco? It was an absolute honor to speak at the event and share insights on the emerging trends shaping the Renewable Energy and Clean Tech sectors. Engaging in meaningful discussions with such accomplished and inspiring women across the industry made the experience truly rewarding. 2. What message did you hope to share with attendees during your talk? My goal was to emphasize that while the industry is undergoing significant change, with change comes opportunity. I wanted to provide a transparent perspective on the current market landscape, particularly around new roles and hiring trends within the Renewable Energy and Clean Tech sectors. 3. From your perspective, how have you seen the role of women evolve within the renewable energy and sustainability sectors? Over the past several years, I’ve seen the role of women in the renewable energy and sustainability sectors evolve from being underrepresented voices to becoming key decision-makers and innovators shaping the direction of the industry. There’s been a noticeable increase in women stepping into leadership, technical, and policy roles, driving both inclusion and impact. While there’s still progress to be made, the growing visibility and influence of women are helping to redefine what leadership looks like across the clean energy landscape. 4. What advice would you give to organisations looking to attract and retain more female leaders in the energy space? Attracting and retaining female leaders starts with creating a culture where diverse perspectives are genuinely valued. Organizations should prioritize equitable hiring practices, transparent career pathways, and flexible work models that support balance. Just as importantly, investing in mentorship, leadership development, and visible role models helps women see a long-term future in the industry. Inclusion shouldn’t be an initiative, it should be built into the company’s DNA. This is one of the reasons we launched the iAM Program to provide not only development but also retention opportunities across the board. 5. How does collaboration across the industry, between companies, networks, and individuals, help accelerate progress for women in leadership? Collaboration is essential to creating lasting change. When companies, networks, and individuals share knowledge, opportunities, and best practices, it amplifies visibility and access for women across the sector. Industry-wide partnerships and mentorship networks help break down silos, build confidence, and open doors to leadership pathways that might not exist within a single organization. Collective action is what turns progress into momentum. 6. Why do you think events like the WRISE breakfast are important for empowering women and building community within the sector? Events like the WRISE Breakfast create a valuable space for women to connect, share experiences, and engage in conversations that might not always happen within their own organizations. These opportunities for networking and collaboration foster personal and professional growth, ultimately strengthening both individual careers and the broader clean energy community. 7. What advice would you give to women at earlier stages of their careers who aspire to leadership roles in sustainability and energy? Be curious, build your network, and don’t be afraid to take risks and ask questions. Seek mentors who inspire you and advocate for your growth, but also invest in mentoring others along the way. The energy and sustainability sectors are evolving rapidly—so embrace learning, stay adaptable, and trust that your perspective adds real value. Leadership isn’t a destination; it’s built through consistency, confidence, and connection. 8. Looking ahead, what excites you most about the future of women’s leadership and the role Piper Maddox can play in supporting that? I’m inspired by the growing visibility and influence of women across the energy and sustainability sectors. The pace of industry change is creating new opportunities for leadership at all levels, and I'm excited to see the role that Piper Maddox can play by connecting talent, fostering development, and championing diverse voices. Supporting women to step into these roles through the iAM Program, not only strengthens the industry but also helps shape a more inclusive and innovative future. At Piper Maddox, we’re proud to be part of the conversation driving equity and empowerment in clean energy. Through initiatives like the iAM Program and partnerships with networks such as WRISE, we remain committed to building a future where diverse leadership thrives and innovation knows no boundaries.

At Piper Maddox, we believe building a cleaner energy future goes hand in hand with protecting the environment around us. Recruitment may be our business, but our responsibility extends further, to the communities we live in and the planet we all share. That’s why World Cleanup Day is so important to us. Taking place on Saturday, it’s a global movement that unites millions of volunteers, governments, and organisations across 190+ countries in a single mission: to clean up litter, restore nature, and protect our environment. It proves that small actions, when multiplied across communities, can have a global impact. World Cleanup Day 2025: Tackling Textile and Fashion Waste This year, the focus is on textile and fashion waste, one of the fastest-growing environmental challenges. According to UN-Habitat, every second a garbage truck full of clothes is dumped in a landfill or burned. The fashion industry generates 92 million tonnes of textile waste each year, overwhelming waste systems, polluting waterways, and fuelling the climate crisis. World Cleanup Day 2025 highlights the urgent need to raise awareness, change consumption habits, strengthen waste management systems, and build policies and partnerships that advance circularity and urban resilience. A global effort, and how you can be part of it Beyond clearing waste from rivers, coastlines, city streets, and green spaces, World Cleanup Day sparks vital conversations about overconsumption, fast fashion, and the systemic changes needed to build more sustainable economies. For us at Piper Maddox, it’s a reminder that sustainability is also about protecting ecosystems, reducing waste, and rethinking how industries, like fashion, can shift toward cleaner futures. Whether you join an organised cleanup, repurpose or recycle clothing, or simply make more conscious fashion choices, every action counts. Together, we can reduce the strain on ecosystems, support biodiversity, and move toward a world where sustainability is woven into every industry. Learn more about World Cleanup Day and how you can get involved here: www.worldcleanupday.org

World EV Day, held each year on 9 September, is a global celebration of electric mobility, raising awareness of the benefits of EVs and the progress being made towards a cleaner transport future. This year, the conversation is louder than ever. In 2025, electric vehicles (EVs) have reached a tipping point, making up one in five cars sold worldwide, a milestone worth celebrating, but also a moment to pause and ask a critical question: as adoption accelerates, can infrastructure keep up? To explore this, we spoke with Alisha Michaels, Principal Consultant with a focus on E-Mobility, who partners with companies and talent across the EV ecosystem every day. The acceleration of EV adoption According to the International Energy Agency (IEA), global EV sales passed 14 million in 2023, a 35% increase year-on-year that underlined the pace of change across the transport sector. That momentum has continued, with EVs expected to reach over 20% of new car sales worldwide in 2025, firmly establishing electric mobility as a mainstream choice rather than a niche alternative. This growth, however, is uneven across regions. According to the IEA, China continues to dominate, accounting for more than 60% of global EV sales, supported by strong domestic manufacturing and government incentives. Europe remains a major force, with almost one in four new cars now electric, while in the United States, adoption has doubled since 2021, with EVs making up around 10% of sales today. Together, these regions are reshaping the automotive landscape and accelerating the global transition to clean mobility. But as adoption accelerates, the pressure on infrastructure is becoming impossible to ignore. By the end of 2023, there were just over 3 million public charging points worldwide, a figure that the IEA warns must quadruple by 2035 if it is to keep pace with consumer demand. What was once framed as “range anxiety”, concerns about how far an EV could travel on a single charge, has now evolved into “charging anxiety”, where drivers worry less about battery life and more about whether charging points will be available when they are needed. As Alisha observes, “range anxiety is still a real thing, with a barrier to convenient and reliable charging infrastructure, especially in more rural areas. L3 chargers are being deployed more rapidly, but integration with the grid is still a challenge.” Innovation needs people to power it Solutions are already emerging. Smarter charging networks are balancing demand, vehicle-to-grid (V2G) technology is showing how EVs can double up as mobile batteries, and new methods are making charging faster and easier than ever. These innovations prove that EVs are changing how we generate, store, and use energy. But delivering these systems depends on people, and the right skills are in high demand. As Alisha explains: “On the engineering side, anyone who has a combination of software, hardware and grid integration experience, plus exposure to AI. For sales folks, Account Managers with strong L2 and L3 backgrounds that can sell into utilities. There’s also been a massive uptake in construction-centric roles with hardware developers and charging network operators.” Looking ahead World EV Day 2025 is a moment to celebrate progress while keeping sight of the challenges still ahead. EVs are no longer a future technology, they’re here and they’re growing fast. The real test now lies in whether the infrastructure can scale quickly enough to keep momentum. For companies building that infrastructure, Alisha emphasises that customer experience must come first: “Convenience and reliability are factors that either make or break a company in the EV infrastructure space. Customers want app integration, real-time availability updates and an easy payment experience. Infrastructure also needs to be scalable and future-proof, with higher voltage charging, V2G capabilities and smart grid integration built in from the start.” The next chapter of this transition won’t be defined by vehicles alone, but by the systems that power them, and the people who make those systems a reality. At Piper Maddox, we’re proud to connect world-changing companies with the talent they need, helping close the gap between adoption and infrastructure and moving the world closer to a cleaner, more sustainable future.

Last week, we hosted a roundtable at Piper Maddox as part of the Clean Energy Exchange event series, focused on grid flexibility. With Michael Lee moderating, we had folks from Tesla, Leap, Olivine, Enersponse, Shadowpower, and others who know this space inside out. The feeling in the (virtual) room? We’re at a real tipping point. Virtual Power Plants aren’t just “emergency response” tools anymore, they’re critical infrastructure, and the market conditions are lining up perfectly for them to step up. Capacity prices are through the roof, wholesale markets are volatile, and demand is growing in ways the old models can’t handle. This is exactly when VPPs should be at the forefront of conversations: fast to deploy, low-cost, and able to deliver flexibility exactly where it’s needed. 1. The market design problem The problem is the market design hasn’t caught up. We’re still stuck with siloed programs that box in assets instead of letting them work where they have the most impact. We need models that open up multiple revenue streams and recognise that not all VPP resources are the same – an HVAC system doesn’t behave like an EV fleet or a battery, and they shouldn’t be valued like they do. One point that landed hard in the discussion was around local value. The way we price flexibility right now is far too broad. A single neighbourhood with a cluster of flexible assets can fix a local constraint far more cheaply than building more infrastructure – but you’d never know that from today’s pricing zones. We need distribution-level nodal pricing that actually reflects the hyper-local impact these assets can have. 2. Balancing grid and customer needs Then there’s the customer side. Batteries are the classic example – the grid wants certainty, customers want backup. If programs can’t balance those needs, participation will always be limited. With over 3,500 utilities in the US, capability is all over the place. Some are ready to play, others are decades behind. Meeting them where they are, or going around them when we have to – will be key. That means understanding the realities of each market, working with what’s already in place, and finding ways to connect customers and utilities without overcomplicating the participation process. 3. The missing industry voice The final piece is advocacy. Right now, there’s no unified industry voice pushing for fair valuation or smarter market rules. Imagine what we could do with a coalition of VPP providers, utilities, generators, and even data centres speaking with one voice. The narrative on grid reliability needs a rewrite – and the proof these assets deliver is already there from recent heatwaves and grid events. If we want VPPs to fulfil their potential, we need to align as an industry, decide what we’re pushing for, and make sure the message is loud enough to cut through. Bottom line: VPPs aren’t the future – they’re here. But without changes to market design, pricing, and the way we advocate for them, they’ll stay underused. Get it right, and they can become the backbone of a more flexible, reliable, and cost-effective grid.

Our parent company, LHi Group, has today announced a significant leadership transition as Jim Denning steps down from his role as CEO. In a bold move rarely seen in recruitment, the Board has appointed Mike Bott and Ben Richardson as co-CEOs to lead the business into its next chapter. Following five impactful years at the helm, Denning will be taking on a new position within the Group as Executive Director, where he’ll focus on developing future leadership talent – reinforcing LHi’s long-term commitment to investing in its people. “I’ve loved my time as LHi CEO,” said Denning. “I’m incredibly proud of the culture we've built together and I’m hopeful that I have left behind a legacy with the LHi Vision and our internal philosophies – stuff which I believe will outlive us all! I’m very excited to now be doing something that I have been passionate about for a long time, chasing my ‘future you’ by stepping into a new role that allows me to focus on the next generation of leaders who, I believe, will take LHi to even greater heights. I am incredibly proud to hand the reigns over to Ben and Mike, great humans who own two of the best stories of what’s possible in recruitment. I am certain they will take us to a level that I couldn’t even dream of!” The co-CEO structure isn’t a common move within the recruitment industry but was a decision that the Board felt was unequivocally right for LHi’s future growth plans. Speaking on the new leadership structure, Chairman, James Ash said “We know that in the right circumstances and with the right leaders, the co-CEO model works incredibly well. This model allows us to achieve so much more, to focus equally on building and innovating; to better navigate the complexities of the market and a fast-changing industry; and to more effectively operate on a global scale, from Germany to California. In Ben and Mike, we have two people who are willing to be selfless, put their egos aside, and care more about the success of the business than themselves. From joining as consultants to now becoming co-CEOs, I think you’d be hard pushed to find two people more committed to LHi and our vision.” Both Mike Bott and Ben Richardson are longstanding leaders at LHi, having both started their recruitment careers within the Group. Over the years, they’ve held a range of senior positions and played instrumental roles in launching and scaling operations across the UK, Europe and US, including opening and leading multiple international offices. Mike Bott, formerly Chief Commercial Officer, was one of LHi’s first consultants, joining the company over 17 years ago. He said “We’ve always been a business that bets on it’s people. I’ve had an incredible 17 and a half years of adventures with LHi and I’m extremely proud to now be leading the company alongside Ben. Our partnership works because we challenge each other, have total trust in each other, complement each other, and always put what the business needs before anything else. We are ready for the next adventure and the exciting times ahead.” Ben Richardson, formerly Chief Operating Officer, added “This is more than a title change, it’s a continuation of a shared journey. Mike and I have grown through every level of LHi, and we’re aligned on the vision and values that will take us into the next chapter. We're focused on building an agile, forward-thinking organisation that remains fiercely people-led.” The co-CEO model is becoming increasingly recognised for its effectiveness. A recent Harvard Business Review study of 87 companies with co-CEOs found they delivered an average annual shareholder return of 9.5%, compared to 6.9% for single-CEO firms. Nearly 60% of co-CEO-led companies outperformed their benchmarks, indicating the model’s power to enhance value through shared leadership. Not forgetting Netflix's co-CEO model which appears to be hugely successful, and largely credited to the complementary skill sets of Ted Sarandos and Greg Peters. It’s former CEO Reed Hastings said of Peters and Sarandos “Twice the heart, double the ability to please members and accelerate growth.” With Mike Bott based in the UK and Ben Richardson in the US, the duo will bring a global perspective and round-the-clock leadership coverage. Their complementary strengths, strategic commercial growth, and operational excellence create a leadership balance that reflects LHi’s commitment to innovation, diversity of thought, and employee wellbeing. Bott and Richardson are set to lead in a time when many recruitment firms are facing headwinds in the post-2022 landscape, however, LHi Group has recorded a positive year so far. On the three-year anniversary of launching its Employee Ownership Trust (EOT), LHi Group announced the successful completion of a capital raise, repaying 80% of capital owed to loan note holders well ahead of industry benchmarks - marking a significant financial and cultural milestone for the business. With the investment in to leadership training, continued plans for international growth and a new offering from their consultancy brand XPS launched this month, LHi Group’s 25-26 plans look to be an exciting start for the new co-CEOs. About LHi Group LHi Group is the parent company of five specialist, non-competing recruitment brands operating across the UK, Europe and USA.

The clean energy sector thrives on innovation and progress. Every breakthrough in renewables, storage, and sustainable infrastructure depends on those willing to challenge the status quo. As engineers lead the charge toward a net-zero future, it’s critical to recognise the women helping to shape that future, solving complex problems, designing smarter systems, and accelerating real-world change. This International Women in Engineering Day, we’re celebrating the women building the energy transition from the ground up, and highlighting why diverse talent is essential to engineering a better tomorrow. Why Gender Diversity in Engineering Matters A truly sustainable energy system is one designed for everyone, and that starts with the people designing it. Gender-diverse teams bring broader perspectives, improve problem-solving, and help create systems that are more inclusive, resilient, and effective. Still, women remain underrepresented in engineering. Globally, they make up just 16.9% of the UK’s engineering workforce. Leadership roles are even more imbalanced. Closing this gap is vital, as more inclusion means greater innovation. Breaking Barriers: Spotlight on Lacey Collins To mark International Women in Engineering Day, we spoke with Lacey Collins, Divisional Manager of Renewable Fuels, Bioenergy & CCUS at Piper Maddox in New York, to gain her perspective on the barriers women face in technical sectors, and why visibility is essential for progress. Lacey highlights the ongoing barriers women encounter in technical and male-dominated sectors. “The main barriers we see are a lack of representation or role models,” she explains. “It’s difficult for the first woman to pave the path for those behind her.” She also notes that caregiving responsibilities often create added pressures, especially in roles with long hours, inflexible work environments, or limited support systems. For Lacey, spotlighting women in energy and engineering is essential to breaking those barriers. “When women see others succeeding in these spaces, it breaks down stereotypes and shows that we all belong,” she says. She believes visibility isn’t just about recognition, it’s about making space for new perspectives and leadership styles that are vital to a more inclusive, balanced workforce. Supporting Women in Clean Energy and Engineering Careers At Piper Maddox, we’re proud to work alongside the women who are engineering the future of clean energy. From renewable fuels to grid infrastructure and beyond, progress depends on diverse talent, equitable opportunities, and inclusive workplace cultures. We’re committed to connecting forward-thinking organisations with the professionals driving that change.

Every second, we lose a piece of our planet’s oldest and most vital ecosystems. Rainforests, home to more than half of the world’s terrestrial species and critical to regulating the Earth’s climate, are disappearing faster than we can replace them. This World Rainforest Day, we’re not just celebrating their beauty. We’re recognising their power. Rainforests aren’t separate from the sustainability mission, they’re central to it. If we hope to build a net-zero future, we need to protect the ecosystems that have been storing carbon and sustaining life for millions of years. Why rainforest protection belongs in every climate strategy Rainforests act as natural carbon-capture machines. These ecosystems absorb billions of tonnes of CO₂ every year, helping offset the emissions we’re still working to eliminate. Their role is quiet but powerful, storing carbon, filtering air, and keeping global temperatures in check. But when we cut them down, they don’t just stop helping, they start hurting. Degraded rainforests release carbon back into the atmosphere, turning from climate stabilisers into sources of emissions. In other words, we can’t build a net-zero future if we’re destroying the ecosystems that have been supporting the climate all along. The skills needed for a sustainable energy future As the climate sector grows, so do the expectations. It’s no longer just about technical skills, it’s about understanding the full picture. The best teams today are made up of people who can think holistically, work cross-functionally, and prioritise long-term impact over short-term wins. That’s where we come in. At Piper Maddox, we help companies find forward-thinking talent, people who bring both expertise and environmental awareness. Whether you're hiring for growth or impact, we’ll connect you with the talent who understand the pace, purpose, and potential of the energy transition.

Every year on Global Wind Day, the world comes together to celebrate the power of wind, not just as a renewable resource, but as a catalyst for economic and environmental progress. This year’s theme, “The power of wind: building a clean and secure energy future,” is a timely reminder that the global energy transition depends on more than just infrastructure. With nearly 4 million wind energy jobs projected by 2030, the future of the industry rests on its ability to attract and develop the right talent. Where wind energy jobs are coming from As the world moves toward a low-carbon future, wind power is playing a leading role in reshaping global energy systems, and creating jobs in the process. According to the International Energy Agency (IEA), offshore wind is set to become the largest source of electricity in the European Union by 2040. This rapid expansion is being driven by large-scale investments in both onshore and offshore wind projects, which in turn are fuelling demand across a wide range of roles. Careers in wind turbine installation, operations and maintenance, project planning, environmental compliance, and grid integration are all seeing strong growth. With wind power capacity expected to keep rising over the next decade, the industry is offering more opportunities than ever, especially for those looking to pursue a long-term career in renewable energy. The skills gap threatening wind power growth Despite the momentum, the wind energy industry faces a significant obstacle: a growing skills gap. The number of people entering the sector isn’t keeping pace with demand, especially in technical areas like offshore wind, electrical systems, and marine engineering. The Global Wind Energy Council (GWEC) estimates that wind power could support nearly 4 million jobs by 2030, but this projection depends on whether the workforce is ready. Many employers are already struggling to fill critical roles, and as the sector grows, so does the pressure to invest in workforce development, reskilling, and inclusive hiring practices. If the world is serious about building a secure, sustainable energy future, closing the talent gap must be part of the plan. Investing in talent, securing the future With nearly 4 million wind energy jobs expected by 2030, the opportunity to build a cleaner, more secure energy future is within reach. But turning that potential into progress means investing in people, attracting new talent, supporting those already in the sector, and building the skills needed to sustain long-term growth. At Piper Maddox, we work alongside the companies and individuals driving this change, helping connect the right people to the right opportunities, and shaping the teams that will power the future of wind energy.

Plastic pollution is one of the most pressing environmental challenges of our time, impacting our oceans, wildlife, and human health. Despite growing awareness, plastic remains deeply embedded in our daily lives. This World Environment Day, the United Nations is calling for urgent action to end plastic pollution. Achieving this goal requires rethinking how plastic is produced, used, and managed across society. The Broader Impact of Plastic Pollution According to the United Nations Environment Programme (UNEP), more than 430 million tonnes of plastic are produced each year, much of it intended for single use. Most of this plastic is never recycled. Instead, it ends up in landfills, rivers, and oceans, where it can persist for centuries. The damage extends far beyond waste. Plastic pollution harms biodiversity, disrupts food chains, and threatens the health of both terrestrial and marine environments. It even ends up in our food systems, with microplastics now found in everything from fish to bottled water. What’s more, the environmental cost of plastic begins before it even becomes waste. Most plastic is made from fossil fuels, and both its production and disposal generate significant greenhouse gas emissions. This means the more plastic we produce, the harder it becomes to meet climate targets, even as we invest in clean energy solutions. What We Can Do: Everyday Changes That Make a Difference Addressing plastic pollution doesn’t have to mean changing your entire lifestyle overnight. In fact, real impact often starts with small, intentional shifts in behaviour. Here are a few practical ways to cut down on plastic use in your daily routine: Choose reusables over single-use plastics: Carry a reusable water bottle, coffee cup, or shopping bag. It’s a simple swap that significantly reduces the volume of plastic you consume without even thinking. Shop more consciously: Look for products with minimal or recyclable packaging. Buy in bulk when possible and support brands using recycled or compostable materials. Repair, don’t replace: According to the U.S. Environmental Protection Agency (EPA), maintaining and repairing plastic products, rather than replacing them, helps reduce overall plastic waste. A cracked storage container, for example, may be fixable rather than disposable. Understand your local recycling rules: Not all plastics are recyclable, and guidelines vary by region. Knowing what can and can't go in the bin makes your recycling efforts more effective and prevents contamination. These might seem like minor changes, but when multiplied across communities and countries, they send a powerful message: we’re moving away from a throwaway culture and towards one grounded in responsibility and long-term thinking. What This Means for Us at Piper Maddox At Piper Maddox, sustainability is the core of what we do. From helping build the teams driving the clean energy transition to making conscious choices in how we work, we’re deeply committed to shaping a future that respects the planet and the generations to come. Recently, members of our team spent time at Brixton Orchard in London, volunteering to support biodiversity in the city. From planting for pollinators to clearing overgrown paths, it was hands-on work that reminded us of our duty to protect the world. Inside our offices, we’ve introduced dedicated recycling bins to help reduce waste and make more conscious decisions part of our routine. Across our global teams, we also marked Earth Day with our “Battle of the Plants”, a small step that brought more greenery into our workspaces and served as a visible reminder of our commitment to care for our environment. These actions are supported and driven by our internal SEE (Social, Environmental, and Ethical) community, a community where people across the business come together to lead meaningful change, champion sustainable practices, and hold ourselves accountable to the values we stand for. The path to a more sustainable future isn’t easy, and it won’t happen overnight. But through the choices we make, as individuals, as businesses, and as a global community, we can begin to turn the tide. At Piper Maddox, we remain committed to being part of that change, every step of the way.

Despite Miami’s booming renewable energy sector, it quickly became clear that professionals lacked a dedicated platform to connect and collaborate. “Outside of recruitment, I feel it’s important to build relationships and grow the wider energy community in the local area,” says Tom Cooper, who leads recruitment across renewables finance and investments for Piper Maddox Miami. “This happy hour gives us the opportunity to bring people together, spark insightful conversations, and hopefully make this a regular event.” And so, The Clean Energy Exchange was born; a relaxed happy hour event for clean energy experts and professionals across South Florida to meet, mingle, and build connections. Why networking matters in Clean Energy For many working in renewables in Miami, in-person networking isn’t something that happens regularly. Kylie Leberman, Principal Consultant at Piper Maddox Miami, knows how rare it can be to meet your network face-to-face. “Having a renewable energy happy hour lets us bring together like-minded professionals in a relaxed setting,” Kylie explains. “It’s a chance to build new connections and spark fresh ideas that can only come from in-person conversations.” Kylie moved to Miami from New York last year to help grow Piper Maddox’s footprint in the Southeast and now leads the Development & Origination function. She’s excited about creating real-world opportunities for the clean energy community to thrive. What to expect from The Clean Energy Exchange Happy Hour The event is open to all clean energy professionals, not just industry leaders, and aims to be a welcoming space where anyone working in renewables can network and share ideas. Piper Maddox Miami is excited to welcome you to what we hope will become a regular, must-attend event in the clean energy calendar. A growing hub of renewable energy Miami’s clean energy sector is booming. More businesses and leaders are relocating here, creating a vibrant, fast-growing market. James Borner, Senior Consultant leading EPC & Operations recruitment for Piper Maddox Miami, says the city is missing a regular event for clean energy professionals to come together. “This happy hour gives everyone, from Miami locals to newcomers, the chance to connect with others in the field,” James says. “It’s a chance to build a stronger, more connected local industry.” Save the Date If you work in clean energy in Miami or South Florida, don’t miss out on this great opportunity to meet fellow experts and grow your network. The Clean Energy Exchange – Happy Hour Networking Event📅 Thursday, 26th June⏰ 5-7pm PDT📍 Brickell, Miami

Artificial intelligence is reshaping the world, but at what cost to the planet? As Earth Day 2025 calls on us to triple global renewable energy by 2030, the theme “Our Power, Our Planet” reminds us that progress must come with responsibility. While world leaders and industries push for greener solutions, we also need to examine the digital tools driving that change. AI is one of the most powerful innovations of our time, but its environmental footprint is growing just as fast as its influence. Understanding AI’s Environmental Impact AI tools like ChatGPT may seem effortless to use, operating through a few simple keystrokes, but each interaction depends on an energy-intensive infrastructure. According to Earth.Org, training a large language model like ChatGPT can generate more than 500 tonnes of carbon dioxide, the equivalent of five roundtrip flights between New York and San Francisco for over 500 passengers! And that’s just the training. Once operational, these models run on powerful servers housed in data centres that require constant electricity and water for cooling. As the United Nations Environment Programme (UNEP) explains, these centres often rely on non-renewable energy sources and use significant amounts of fresh water, contributing to resource depletion. The hardware powering these centres relies on rare earth minerals, which are often extracted through mining processes that cause serious ecological harm. A single request made through ChatGPT uses 10 times more electricity than a typical Google search, as reported by the International Energy Agency (IEA). While global data is still emerging, the IEA also estimates that in Ireland, a key tech hub, data centres could consume nearly 35 per cent of the country’s total electricity by 2026. According to a report by BGR, even the simple act of saying "please" and "thank you" to ChatGPT contributes to higher usage costs, an efficiency issue that’s costing OpenAI tens of millions of dollars, highlighting how even seemingly harmless habits can carry a hidden environmental price. As AI becomes more widely adopted across industries and everyday life, so too does its demand for energy and resources. The ease and speed of generating an AI response masks the significant environmental toll behind the screen. A Tool for Climate Solutions Despite its environmental impact, AI also has the potential to support climate action, if used wisely. It can help optimise smart grids, boost the efficiency of wind and solar power, and model the effects of environmental policies. For researchers and scientists, AI speeds up climate modelling, biodiversity tracking, and pollution monitoring. AI is also becoming a valuable tool for environmental education. Platforms like ChatGPT make sustainability information easier to access and understand, helping more people engage with the issues and take action. As UNEP notes, the challenge isn’t the existence of AI, it’s how we design, power, and deploy it. A shift toward “green AI” is not just possible; it’s essential. This includes prioritising energy efficiency in model design, powering data centres with renewables, and ensuring hardware is ethically and sustainably sourced. Building a Responsible Digital Future Earth Day 2025 is a reminder that we all have a role in shaping a more sustainable world, including how we develop and apply technology. As AI becomes more embedded in our daily lives, it needs to be part of the climate conversation. Its impact, positive or negative, depends entirely on the choices we make: how we design, power, and regulate these tools. At Piper Maddox, we’re committed to building a future powered by clean, conscious innovation. This Earth Day, we’re asking: how can we use technology to drive real climate progress, not just convenience?

Water is essential for life, ecosystems, and economies, yet it is increasingly under threat. On World Water Day 2025, the focus is on glacier preservation, recognising the critical role glaciers play in our planet’s water systems and the urgent need to protect them. The United Nations has also declared 2025 as the International Year of Glaciers’ Preservation, marking 21 March 2025 as the first-ever World Day for Glaciers. Glaciers store nearly 69% of the world’s freshwater, gradually releasing it into rivers and lakes. This process sustains drinking water supplies, agriculture, and hydroelectric power generation. However, climate change is accelerating glacial melt, leading to unpredictable water cycles, increased floods and droughts, and rising sea levels. Without urgent action, these changes will have severe consequences for people, industries, and the environment. How can we better protect our water sources to ensure health and survival for all? Water is a basic human necessity, yet one in three people worldwide lack access to safe drinking water. Clean water is crucial for sanitation, hygiene, and disease prevention, making it an essential pillar of public health. Without it, communities face higher risks of waterborne diseases and poor living conditions. The decline of glaciers exacerbates water scarcity, particularly in regions where glacial meltwater is a primary source of drinking and irrigation water. As these ice reserves shrink, millions of people may experience water shortages, affecting food security and overall well-being. What is the impact of Glacier loss on Agriculture and food security? Agriculture depends heavily on stable and predictable water supplies, much of which originates from glacial melt. In many parts of the world, seasonal glacial runoff is crucial for irrigation, ensuring crops receive the water they need to grow. As glaciers shrink, farmers face reduced water availability, leading to lower crop yields, rising food prices, and increased reliance on unsustainable groundwater extraction. This puts vulnerable regions at a greater risk of famine and food insecurity. Without glacial-fed water sources, entire agricultural systems could be disrupted, threatening global food production and economic stability. Glacial Melt and Rising Sea Levels Glacial melting contributes significantly to rising sea levels, which threatens coastal cities, infrastructure, and ecosystems. As sea levels rise, millions of people living in low-lying areas risk displacement, and extreme weather events such as hurricanes and flooding become more frequent.The destabilisation of glaciers also increases the risk of natural disasters, such as sudden glacial lake outburst floods and landslides caused by weakened permafrost. Urgent action is needed to slow glacial melt and protect vulnerable communities. These environmental risks demand urgent global action to slow glacial melt and protect coastal and mountainous communities. What can we do? Protecting water resources requires collective action. Governments and businesses must invest in sustainable water solutions, such as conservation policies and renewable energy alternatives. Preserving natural water sources like rivers, wetlands, and forests helps maintain the Earth’s water cycle, while reducing waste, through water-efficient practices and responsible consumption—ensures long-term availability. Raising awareness and advocating for smarter water management can drive meaningful change on both local and global levels. Building a workforce for a sustainable future At Piper Maddox, we are dedicated to building the future of clean energy and sustainable infrastructure by connecting top talent with the companies driving global change. From renewable energy and grid modernisation to sustainable water solutions, we help businesses find the experts they need to create a more resilient and sustainable world.

Solar power is one of the most sustainable and abundant energy sources available today. As the world moves towards sustainability, solar energy is playing a crucial role in reducing carbon emissions, lowering energy costs, and ensuring a greener future. According to the United Nations, cheap electricity from renewable sources could provide 65 percent of the world’s total electricity supply by 2030 , highlighting the growing impact of solar power in the global energy transition. Solar Appreciation Day is an opportunity to recognise the impact of solar power and the progress being made in renewable energy. At Piper Maddox, we are committed to supporting this transition by connecting the best talent with the companies driving solar innovation. Why Solar Energy Matters The sun provides an unlimited source of clean energy, yet the world has long relied on fossil fuels that pollute and deplete natural resources. According to the United Nations, fossil fuels such as coal, oil, and gas are the largest contributors to global climate change, accounting for over 75% of global greenhouse gas emissions and nearly 90% of all carbon dioxide emissions. With advancing technology and decreasing costs, solar energy is now a practical and affordable solution for businesses, governments, and homeowners. One of the biggest advantages of solar power is its environmental impact. Unlike fossil fuels, solar power produces no greenhouse gas emissions and significantly reduces air pollution. It also requires very little water to operate, making it essential in the fight against climate change. As the cost of solar panels continues to drop, businesses and governments are cutting energy expenses while creating jobs and driving economic growth. With the industry expanding rapidly, demand for skilled professionals has never been higher. New Developments in Solar Power The solar industry's rapid growth is driven by technological advancements that make solar power more efficient and versatile. One major innovation is floating solar farms, which generate clean energy on reservoirs and lakes while reducing water evaporation: an ideal solution for regions facing land and water shortages. At the same time, solar technology is being seamlessly integrated into everyday life. Photovoltaic windows and solar roofing materials now enable buildings to generate electricity without traditional panels, embedding solar power directly into urban infrastructure. Reliability has long been a challenge for renewable energy, but recent improvements in energy storage technology are solving this issue. New battery systems are making it possible to store excess solar energy during the day and use it at night, ensuring a stable power supply even when the sun isn’t shining. Driving the Future of Clean Energy Solar power is no longer a niche industry, it is now a key driver of the global energy transition. With governments setting ambitious renewable energy targets and businesses turning to solar to reduce costs and emissions, the industry is expanding at an unprecedented rate. Beyond economics, solar energy is also creating a more resilient power grid. As extreme weather events become more common, decentralised solar installations - such as rooftop solar and microgrids are helping communities maintain access to electricity even during power outages. With demand for solar energy accelerating, the industry is facing a major challenge: finding the right talent to support its rapid expansion. At Piper Maddox, we partner with businesses across the entire solar value chain, ensuring they have the right people to drive innovation and growth. If you’re ready to take the next step in your solar energy career or are looking to build a team that can drive real impact, we can help! Let’s power the future, together.

At Piper Maddox, we are proud to be part of LHi Group, a global specialist in talent solutions, and even prouder to share that our parent company has just released its first-ever Impact & Sustainability Report, an exciting milestone that reflects our collective commitment to a more sustainable future. A Year of Progress: Sustainability and Social Responsibility in 2024 For those of us working in clean energy and clean tech recruitment, sustainability is more than just a corporate initiative, it’s at the heart of everything we do. That’s why LHi’s 2024 Impact & Sustainability Report is particularly meaningful. It showcases the group’s outstanding achievements across environmental, social, and governance (ESG) commitments, diversity and inclusion efforts, and responsible business growth. Key highlights from the report include: Record-breaking fundraising efforts: LHi Group raised an incredible £26,894 for charitable causes, reinforcing our culture of giving back and driving social impact. Strengthening diversity & inclusion: LHi-IN, our dedicated DEI initiative, expanded to include eight thriving communities, providing a platform for employees to engage, learn, and drive meaningful change. A focus on sustainability: LHi continues to integrate ESG into business decisions, from internal policies to industry partnerships, ensuring we contribute to a cleaner, greener future. Empowering women in leadership: The launch of the Women’s Sales Board marked a major step toward achieving 50/50 gender representation in leadership within five years. Technology-driven impact: AI-powered recruitment solutions enhance our ability to connect top talent with organisations making a difference in clean energy and beyond. What this means for Clean Energy talent solutions For us at Piper Maddox, this report reaffirms our mission: To power the clean energy transition by connecting the best talent with the companies leading the charge. With LHi doubling down on ESG commitments and sustainable recruitment, we are better positioned than ever to support clients and candidates who share our passion for a net-zero future. As we step into 2025, we are excited to align with LHi’s key strategic goals: Expanding sustainable recruitment practices to ensure we place candidates in roles that drive real environmental impact. Enhancing AI-driven hiring solutions to streamline the recruitment process and deliver even greater value to clients and candidates. Growing our presence in high-demand clean energy and clean tech markets, particularly in North America, where investment in renewables and grid transformation is accelerating. Looking Ahead The release of LHi Group’s Impact Report is more than just a reflection on the past, it’s a commitment to the future. At Piper Maddox, we are proud to be part of an organisation that prioritises sustainability, DEI, and responsible business practices. We invite our clients, candidates, and industry partners to explore the full LHi Group Impact & Sustainability Report.

The clean energy sector thrives on innovation and progress. Every breakthrough in renewable energy, electric vehicles, and sustainable infrastructure comes from those who push boundaries. Yet, despite the critical role women play in shaping the industry, gender disparities persist. This International Women’s Day, we’re celebrating the women accelerating action, driving change, and leading the way in clean energy. Why Gender Diversity in Renewable Energy and Sustainability Matters A sustainable future depends on diverse perspectives, inclusive leadership, and equitable opportunities. Women bring fresh approaches to problem-solving, drive meaningful change, and foster more comprehensive, long-term solutions in the energy sector. Yet, challenges persist as women represent only 32% of the global renewable energy workforce, and leadership positions remain largely male-dominated. By accelerating action toward gender diversity, the industry can unlock new ideas, stronger policies, and greater innovation, ensuring the future of energy is powered by the best talent, regardless of gender. Women Driving Change at Piper Maddox To mark International Women’s Day, we spoke with several inspiring women at Piper Maddox, each making a significant impact in clean energy recruitment and industry leadership: What led you to pursue a career in clean energy recruitment? For Lucy Henry, Divisional Manager at Piper Maddox in London, the journey into clean energy recruitment was fueled by a desire to contribute to a meaningful industry. Having started her career in compliance and financial crime within financial services, she wanted to transition into a field where she could make a tangible difference. "Clean energy felt like the right place both in terms of my personal purpose and the opportunity to drive meaningful impact in the team," she explains. The presence of strong female leaders within the space further solidified her decision. Similarly, Kylie Leberman, Team Lead (Solar & Energy Storage) of Piper Maddox in Miami, found herself drawn to recruitment after working in product and software sales. "During the pandemic, pushing products onto small businesses that were barely staying afloat didn’t sit well with me," she recalls. Transitioning to recruitment allowed her to build meaningful relationships while contributing to a more sustainable future. Despite challenges in a traditionally male-dominated sector, she sees ample opportunities for women to reshape the industry through networking and leadership. How have you seen the role of women in clean energy evolve over the years, and what excites you most about the future? Kylie Leberman has witnessed a significant shift in gender representation since she first entered the industry. "When I started, there were fewer women in leadership roles, and the sector often felt male-dominated," she says. Over the past four years, however, she has seen progress, not just in the number of women entering the field but also in their growing presence at the executive level. "What excites me most is that we’re moving from just talking about diversity to actively implementing policies and programs that support it. More women in leadership means a more inclusive, innovative, and resilient industry.” What skills or qualities do you believe are essential for the next generation of female professionals in this field, and how can they develop them to succeed? For Caitlin McCarley, Divisional Manager of Piper Maddox (UK & Ireland Onshore Renewables) in Bristol, passion is key. "I think the most essential quality for the next generation of women in clean energy is passion for the space. It's such an interesting field that having a drive for a sustainable future and a passion for the technology is crucial for success," she notes. Alongside passion, adaptability and strong communication skills are also vital. "For developing these skills, it's crucial that we lean on each other and provide support across the industry." Who has been an inspiration or mentor in your career, and how has their influence helped shape your path? Having strong female mentors has been instrumental in Kylie Leberman’s career. "I’ve been fortunate to have been surrounded by some exceptional female leaders both from the clean energy industry and outside of it," she shares. "Two strong female leaders from within our business that have really guided me in this career thus far have been Samantha Keay and Carmon Lamolda. Both are incredible leaders who are always willing to support you and teach you but also have paved the way for women in this business like me to take on different and exciting roles that had previously been more male-heavy." What’s one piece of career advice you’ve received that has helped you succeed? "One of the best pieces of advice (life or career) I’ve received is: 'Stay focused on what you can control,'" says Lucy Henry. "Rather than getting stuck on external challenges, I’ve learned to take ownership of my actions and look for ways to continuously improve. Every experience, whether it be success or failure, is an opportunity to learn and grow. By adopting this mindset, I’ve been able to navigate challenges with as much resilience and confidence as I can." Empowering the Next Generation of Women in Renewable Energy Progress depends on removing barriers, creating opportunities, and supporting the women driving change. A future shaped by diverse talent is a future of limitless potential. At Piper Maddox, we are committed to championing diversity, connecting top professionals with organisations that share our vision, and accelerating action toward a more inclusive, innovative, and sustainable world. Whether you're looking to advance your career or attract top talent in clean energy, Piper Maddox is ready to help. Contact us today and take action!

The battery industry experienced a groundbreaking year in 2024, marked by significant advancements in energy storage technology. Efforts to improve efficiency and reduce costs saw investments in gigafactories accelerate production, while breakthroughs in lithium-sulphur and flow batteries pointed to a safer, longer-lasting future for energy storage. As we head into 2025, the industry’s focus will shift toward scaling the battery industry and addressing workforce challenges to meet the growing demand. Alex Cohen, Senior Director at Piper Maddox, and Elliot Knox, VP of Client Development and Commercial Strategy, highlighted these pivotal moments in their recent webinar with the Volta Foundation. They explored the trends that defined 2024, including the rise of domestic battery recycling, the evolution of battery chemistry, and the increasing demand for clean energy recruitment to sustain industry expansion. The discussion highlighted the U.S. battery market's role in clean energy innovation and explored global trends, emphasising the importance of workforce development to meet growing industry needs. As Alex Cohen shared during the webinar, the employment market will continue to evolve. Companies must not only attract but retain talent by creating environments where professionals can thrive. With the growing demand for battery engineers, manufacturers must focus on upskilling talent and developing long-term hiring strategies to support production goals. The talent shortage remains a significant hurdle, particularly in battery R&D and gigafactory manufacturing, with some facilities requiring thousands of skilled professionals to meet production targets. The discussion also highlighted that visa policies could become a challenge for hiring international specialists in the future, though the impact remains uncertain. This uncertainty reinforces the need for companies to prioritise attracting and securing domestic talent, ensuring the energy storage market growth continues without disruptions caused by labour shortages. By connecting exceptional talent with forward-thinking companies, Piper Maddox is driving innovation and sustainability in the battery industry. As we celebrate National Battery Day, let’s acknowledge the critical role batteries play in building a cleaner, greener future and the workforce that powers this transition.

As the world rapidly transitions towards a more sustainable and environmentally friendly future, the rise of electric vehicles (EVs) and clean transport solutions is playing a central role in this shift. This Monday marks World EV Day, a day dedicated to celebrating the progress and innovation in electric mobility and the industries driving it forward globally. At Piper Maddox, we are specialists in recruiting top talent for the clean energy and clean tech sectors, with eMobility being one of our core focus areas. From electric vehicles and charging infrastructure to sustainable aviation, our team is deeply involved in supporting the growth of this exciting industry. Whether you're looking for experts in the EV space or seeking your next role in eMobility, Piper Maddox is here to help you shape the future of transportation. The eMobility Revolution The electric mobility (eMobility) revolution is transforming the way we move, with electric vehicles rapidly becoming the standard for both personal and commercial transport. However, the eMobility ecosystem extends far beyond just the vehicles themselves. It includes charging infrastructure, battery development, grid integration, and even the innovation taking place in sustainable aviation. As demand for clean transport solutions increases, so does the need for highly skilled professionals to drive this transformation. Piper Maddox is proud to be a key player in this space, working with companies to recruit the exceptional talent required to advance the eMobility revolution. Our Expertise in eMobility Recruitment From building the charging infrastructure that powers electric vehicles to designing revolutionary electric aircraft, Piper Maddox is embedded in every corner of the eMobility landscape. EVs & Charging Infrastructure: The rapid rise in electric vehicles has led to an unprecedented demand for specialist talent across a variety of sectors. We work closely with automotive companies, charging network providers, and technology firms to recruit experts in areas such as automotive engineering, battery technology, charging infrastructure, and software development. Our mission is to ensure the right skills are in place to support ongoing innovation. Sustainable Aviation: As the aviation industry seeks to reduce its carbon footprint, the development of electric and hybrid aircraft is gaining momentum. At Piper Maddox, we partner with pioneering companies to find professionals with expertise in aerospace engineering, energy storage, and propulsion systems, helping to pave the way for a future where air travel is cleaner and greener. Why Piper Maddox? Our recruitment specialists are deeply immersed in the eMobility sector, understanding the unique challenges and opportunities the industry presents. We are committed to finding not only the most talented individuals but those who are passionate about driving forward the clean transportation revolution. Our eMobility recruitment expertise spans across: Electric Vehicle Engineering & Design Battery Development & Energy Storage EV Charging Infrastructure Smart Grid & Energy Management Sustainable Aviation Technologies We are dedicated to connecting the brightest minds with the most innovative companies, ensuring that the right talent is in place to accelerate the transition towards net-zero emissions. Whether you're looking to grow your team or are seeking your next career opportunity, Piper Maddox is your trusted recruitment partner in the eMobility space. Explore the Latest eMobility Roles As we celebrate World EV Day, we encourage you to explore the exciting career opportunities available within the eMobility sector. From electric vehicles to sustainable aviation, Piper Maddox is actively recruiting for a range of positions across the industry. Whether you're an engineer, project manager, or technical specialist, we have a variety of roles perfect for professionals looking to make a meaningful impact in clean transportation. Together, let’s drive the change towards a cleaner, greener future of mobility.

Each year on June 15th, Global Wind Day is celebrated across the world. It is a day for recognising wind energy, its power, and the possibilities it holds to reshape our energy systems, decarbonise our economies, and boost jobs and growth. This year, as we mark Global Wind Day 2024, we reflect on the advancements in wind technology, the growing importance of renewable energy, and the exciting opportunities in the clean energy sector. The Power of Wind: Driving a Sustainable Future Wind energy has emerged as one of the most efficient and sustainable sources of renewable energy. According to windenergy.org, wind power is the largest source of renewable electricity generation in the United States, providing 9.8% of the country’s electricity and growing. (1) Harnessing the natural power of wind through turbines, this clean energy source generates electricity without emitting greenhouse gases or other harmful pollutants. As we face the urgent challenges of climate change, wind energy emerges as a promising solution, providing a practical way to reduce our carbon footprint and transition to a low-carbon economy. In fact, wind power helps avoid 346 million metric tons of CO2 emissions annually—equivalent to the emissions of 76 million cars in the US. (2) In 2024, the global wind energy capacity continues to soar, with significant investments in wind farms, offshore wind projects, and innovative technologies. These advancements are not only helping to meet the growing energy demands but are also creating a multitude of job opportunities in the clean energy sector, with the role of wind turbine technician being the fastest-growing job in the US, increasing by 44% over the next decade. (3) Opportunities in the Wind Energy Sector As a clean energy recruitment brand, we are excited about the diverse career opportunities available in the wind energy sector. Spanning engineering and project management to research and development, the wind industry is brimming with possibilities for professionals eager to make an impact. Here are some key areas where the demand for talent is increasing: Engineering and Technical Roles: With the continuous innovation in turbine technology, there is a growing need for skilled engineers and technicians to design, install, and maintain wind turbines. Mechanical, electrical, and civil engineers are particularly in demand to ensure the efficiency and reliability of wind energy systems. Project Management: Developing and managing wind farms requires adept project managers who can oversee the entire lifecycle of wind projects, from planning and permitting to construction and operation. These roles are crucial for ensuring projects are completed on time, within budget, and to high safety standards. Research and Development: As the wind energy sector evolves, there is a constant need for research and development to improve turbine efficiency, reduce costs, and enhance grid integration. Scientists and researchers play a pivotal role in driving innovations that make wind energy more competitive and sustainable. Environmental and Regulatory Compliance: Ensuring that wind projects comply with environmental regulations and standards is essential. Environmental scientists and compliance officers work to assess and mitigate the impacts of wind farms on local ecosystems and communities. Sales and Marketing: As the wind energy market expands, professionals in sales and marketing are needed to promote wind projects, secure investments, and educate the public and stakeholders about the benefits of wind energy. Looking Ahead As we look to the future, the importance of wind energy will only continue to grow. The transition to a sustainable energy system is essential, and wind power will be at the forefront of this transformation. By embracing the opportunities in the wind energy sector, we can drive innovation, create jobs, and build a cleaner, greener world for future generations. At Piper Maddox, we are committed to connecting passionate individuals with leading companies in the clean energy sector. Our mission is to support the growth of renewable energy by ensuring that the industry has access to the best talent. Whether you are an experienced professional or just starting your career, there is a place for you in the wind energy sector.

Celebrated every year on April 22nd, Earth Day is a reminder of the importance of environmental conservation and sustainability, encouraging us to come together and take action for a healthier planet and brighter future to raise awareness, inspire change, and foster a deeper connection with nature. Today, as we celebrate Earth Day in 2024, it's important to reflect on the steps made in sustainable technology and their role in shaping a more environmentally conscious future. From renewable energy breakthroughs to innovative solutions, these four groundbreaking technologies are at the forefront of shaping the future of sustainability. Next-generation solar panels: Traditional solar panels have long been recognised as a clean energy solution, but advancements in photovoltaic technology are making solar power even more accessible and efficient for powering homes, cars, boats, you name it! We need to ensure that we can continue to revolutinise the way we harness the sun's energy, as currently nearly all solar panels are made from silicon, which boast an efficiency of 22%. This means silicon panels can only convert about one-fifth of the sun's energy into electricity, because the material absorbs only a limited proportion of sunlight's wavelengths. Producing silicon is also expensive and energy-intensive. Scientists have been testing perovskite solar cells by stacking them on top of traditional silicon cells to make tandem cells. Layering the two materials, each absorbing a different part of the sun's spectrum, can potentially increase the panels' efficiency by over 50%. (1) Carbon capture and utilisation (CCU): Addressing the challenge of carbon emissions is crucial in the fight against climate change. CCUS involves the capture of CO2, generally from large point sources like power generation or industrial facilities that use either fossil fuels or biomass as fuel. CCUS facilities currently capture more than 45 Mt CO2 annually. (2) Since January 2022, project developers have announced ambitions for over 50 new capture facilities to be operating by 2030, capturing around 125 Mt CO2 per year. By doing this, it will help to tackle emissions in hard-to-abate sectors, particularly heavy industries like cement, steel or chemicals, and remove CO2 from the air to balance emissions that are unavoidable or technically difficult to abate. Vertical farming and controlled environment agriculture (CEA): With the world's population continuing to grow, sustainable agriculture techniques are essential for ensuring food security while minimising environmental impact. Vertical farming and CEA methods utilise indoor farming systems equipped with LED lighting, hydroponics, and advanced climate control technologies to optimise crop production in urban environments. CEA allows us to produce crops with 70% to 95% less water than required for normal cultivation (3), and therefore by reducing water usage, eliminating the need for chemical pesticides, and minimising land use, these innovative farming practices are revolutionising the way we grow food. Electric and autonomous vehicles: There is no doubt that transportation is a significant contributor to greenhouse gas emissions, especially with the increase of cars per household, but electric and autonomous vehicles (AVs) offer a cleaner and more efficient alternative. The widespread adoption of electric vehicles (EVs), coupled with advancements in AV technology, promises to revolutionise the way we travel, reducing carbon emissions, easing traffic congestion, and enhancing road safety. In fact, under an appropriate pricing strategy, SAV deployment could reduce PM2.5 emission and energy consumption by 56–64% and 53–61%, respectively (4). As we look ahead to a more sustainable future, these four groundbreaking technologies are paving the way for transformative change. Through innovation and collaboration, we can create a world where economic wellbeing aligns with environmental care, securing a healthier planet for future generations. This Earth Day, let's celebrate these technological advancements and pledge to advance sustainability even further.

Piper Maddox, a leading Cleantech recruitment partner in the UK and US is pleased to announce its recent membership with Volta Foundation. This collaboration marks a significant step forward for Piper Maddox as it joins forces with an esteemed non-profit organization dedicated to advancing the global battery industry. With a network of over 50,000 battery professionals, Volta Foundation is committed to fostering a dynamic and sustainable battery ecosystem. Through its initiatives such as monthly events like Battery Brunch, publications including Battery Bits, industry reports like Battery Report, and open communication channels on Battery Street, Volta Foundation plays a pivotal role in promoting collaboration, innovation, and knowledge-sharing within the battery industry. "We are thrilled to join forces with Volta Foundation and contribute to their mission of driving progress within the battery industry," said Alex Cohen, Senior Director, North America at Piper Maddox. "As a member company, we are eager to engage with fellow industry leaders, participate in valuable events and initiatives, and collectively work towards a more sustainable energy future." Piper Maddox's decision to join Volta Foundation underscores its dedication to remaining at the forefront of the rapidly evolving battery industry. By collaborating with Volta Foundation and tapping into its diverse network of professionals, Piper Maddox aims to leverage its expertise and resources to address key challenges, foster innovation, and accelerate the transition to sustainable energy solutions.

S2 E3: Powering Progress: The Public-Private Partnership with Jen Daloisio Welcome to the third episode of the second season of the ‘Clean Fuels Podcast’ hosted by Alex Horne of Piper Maddox. In this series, we will explore the dynamic CleanTech sector, where we are joined by industry leaders to delve deep into the evolving landscape across North America. Specifically, we focus on Clean Fuels, Hydrogen, and Sustainability markets. Our discussions center on the latest technologies, trends, and the visionary individuals driving change, with a particular emphasis on hiring trends and the influential figures shaping the future of our planet. In this episode, we are thrilled to have Jen Daloisio, SVP of Corporate Operations with FirstLight Energy. This episode, Jen delves into the various types of organizations and environments within renewables/cleantech, highlighting how entities across the spectrum—public, private, non-profit—play pivotal roles in achieving the planet’s decarbonization goals. Jen also explores the diverse skillsets that thrive in different organizational contexts and discusses the challenges newcomers may face. ABOUT JEN DALOISIO: Jen Daloisio currently serves as the SVP of Corporate Operations at FirstLight Energy, following an extensive tenure at The Massachusetts Clean Energy Center as CFO and CEO. With a career spanning consulting, the public sector, and renewable energy development, Jen offers valuable insights into the skills and qualities essential for success in various professional settings. She has also made significant contributions through board work and volunteering with organizations such as Greentown Labs, NECEC Institute, and the MA STEM Advisory Council, focusing on workforce development in the climate space, establishing herself as a pioneering force for sustainability in the industry. You can also listen to the Clean Fuels podcast on the below platforms:Spotify > https://open.spotify.com/show/69TS4ekYNMyYh32JmGxwPV Apple > https://podcasts.apple.com/us/podcast/clean-fuels-podcast/id1649553222 Youtube > https://youtu.be/IwsrrIfnv0k?si=zH2GROeVadhewMQ0

S2 E2: The CleanTech Career Ladder We are back with episode 2 of the second season of the ‘Clean Fuels Podcast’ hosted by Alex Horne of Piper Maddox. In this series, we will explore the dynamic CleanTech sector, where we are joined by industry leaders to delve deep into the evolving landscape across North America. Specifically, we focus on Clean Fuels, Hydrogen, and Sustainability markets. This episode is a deep dive into the different steps of someone’s potential career in the CleanTech space. Claire Broido Johnson, Co-Founder and Operating Advisor and Board Member at Sunrock Distributed Generation gives terrific insight into ways to best stand out as a junior person, and what intangibles she and other leaders most look for – and delves into the best resources and tips for executives and potential founders in the space. We give some color into what the sentiment is in the market, and how to best stand out on a resume and interview as well.. ABOUT CLAIRE: Claire is career Leader, Founder, and Advisor in the Renewable Energy and CleanTech industry, currently serving on several boards and supporting dozens of startups in the space with how own consultancy CBJ Energy. She is the founder of SunEdison, who at one point was the largest solar energy services provider in North America; at its height, the company had an asset value of over $10 billion and more than 7,000 employees. She’s also spent time with the Department of Energy, as an advisor to their energy efficiency vertical. Claire has dedicated much of her career now to helping others in the Climate space grow their careers and reach their potential. USEFUL RESOURCES: https://careers.powerhouse.fund/companieshttps://wrisenergy.org/https://www.womeninrenewables.org/https://newiee.org/ To get in touch with Alex, get in touch at a.horne@pipermaddox.com. You can also listen to the Clean Fuels podcast on the below platforms:Spotify > https://open.spotify.com/show/69TS4ekYNMyYh32JmGxwPV Apple > https://podcasts.apple.com/us/podcast/clean-fuels-podcast/id1649553222 Youtube > https://youtu.be/a0pSDK3inEA?si=bAxwCnoufYvt8qnq

S2 E1: The Green Shift; Fueling the future Welcome to the first episode of the second season of the ‘Clean Fuels Podcast’ hosted by Alex Horne of Piper Maddox. In this series, we will explore the dynamic CleanTech sector, where we are joined by industry leaders to delve deep into the evolving landscape across North America. Specifically, we focus on Clean Fuels, Hydrogen, and Sustainability markets. Our discussions center on the latest technologies, trends, and the visionary individuals driving change, with a particular emphasis on hiring trends and the influential figures shaping the future of our planet. In this episode, we are thrilled to have Eric Planey, the CEO at SolaBlock, joining us. Together, we delve into the anticipated trends across the CleanTech industry in 2024, particularly from an investment and growth perspective, focusing on hiring and talent trends. Eric provides an incredible perspective on ways to transition into the CleanTech space from other sectors – and what soft skills are most in need when growing your career in the space. We talk through expectations and hopes for the year, and provide some resources for people looking to kickstart their career in the space. Eric is a career finance and commercial leader – who made the transition to CleanTech to head up SolaBlock; a startup creating solar capturing building blocks and materials. A cross section between CleanTech and the ConstructionTech space, he’s had a unique journey in building relationships in the space. From the Rust Belt of Ohio, he’s been passionate about creating a more sustainable future for our planet, and has hosted a podcast in the past about topics in the space. Check it out! “Pirates of CleanTech” You can also listen to the Clean Fuels podcast on the below platforms:Spotify > https://open.spotify.com/show/69TS4ekYNMyYh32JmGxwPV Apple > https://podcasts.apple.com/us/podcast/clean-fuels-podcast/id1649553222 Youtube > https://youtube.com/playlist?list=PL6AFhp_PmPf_FBMqW0F3GGJ-5HjJk4tfO&si=TLnsS7MNXFdQRKk9

Why was 2022 an important year for renewable energy? There is no doubt that 2022 was an important year for renewable energy. Despite delayed supply chain turbulences and skyrocketing raw material costs caused by the lingering coronavirus pandemic, the renewable energy industry maintained its upward growth trajectory over the past year, with the global renewable net capacity increasing by a groundbreaking 295 Gigawatts [1]. We can attribute these positive trends primarily to the largest global power players – notably China, the United States, the European Union, and India – and their commitment to market reforms and new renewable energy policy implementations. The most influential of these policies; China’s “Five-Year Plan” and Europe’s “REPowerEU”, have played an integral role in marking this year as the beginning of the green transition [2],[3]. On the American side of things, no law has been more integral to Biden’s presidency and contributed more to clean energy investment than the ‘Inflation Reduction Act of 2022’. In addition to combatting the national inflation crisis and reducing prescription drug prices, the US IRA aims to inject 369 billion dollars into the renewable energy industry, “lower overall energy costs, increase cleaner production, and reduce carbon emissions by roughly 40 percent by 2030” [4]. What markets are likely to benefit most from IRA? Being only a few months into IRA, it is challenging at this stage to discern IRA’s direct impacts on the industry and how successful it will be in the long term. That said, its presence has certainly created quite a buzz in several renewable energy markets. Assuming the IRA forecasts are correct, and this past decade’s growth trend is maintained, the markets that are likely to benefit the most from IRA lie in solar. This, of course, is probably not very shocking to most industry leaders; although hydropower and wind remain the largest source of global renewable energy capacity, solar PV has contributed to over 60% of capacity growth in 2021 and is expected to be “the most installed power capacity worldwide by 2027, surpassing coal, natural gas, and hydropower” [2]. As it currently stands, the solar cell market continues to be dominated by crystalline silicon - the leading material in photovoltaic energy harvesting technology. This has been the case since 1954, when Bell Labs modeled the first silicon cell to have an energy efficiency of over 6 percent [5]. 70 years later, most of the solar panels available for commercial use have an efficiency that fluctuates between 15 - 22 percent [6]. Although this progress is substantial, silicon-based solar projects are still relatively inefficient for how much they cost to manufacture and upkeep. Some even argue that the processes and materials involved in the production of solar panels are not environmentally friendly, casting even more uncertainty on solar as a potential long-term renewable energy source. What will most likely increase scientific research? The good news? Laws like the Inflation Reduction Act will most certainly increase scientific research in solar efficiency, both in silicon technology and in other materials whose efficiency potentials have yet to be fully recorded. Perovskite technology has been on the radar for many researchers and industry leaders, primarily due to its remarkable efficiency levels, low production costs, and commercial viability. We must note however, that a lot of work needs to be done before we can expect to see perovskite cells take over our suburbs. Its primary limitation is its durability; perovskite cells have continuously demonstrated short life lengths and a tendency to decompose when interacting with moisture and oxygen (two things that are somewhat common on this planet) [7]. That said, compared to silicon, progress in perovskite solar cell technology has been much faster; efficiency levels that were first reported at 3% back in 2009 are now standing at 25% today, making its durability issue slightly less concerning [7]. In addition to its competitive power conversion efficiencies (PCE), perovskite technology has received a lot of attention for its small size and low production time, cost, and complexity. As such, it seems that from both a business and scientific perspective, its commercial viability is not a matter of if, but a matter of when.

The last time I wrote a post about moving offices was back in September 2020 (three years ago to the day). At that time, with the support of LHi, I made the decision to move from our New York office to Austin to establish our Piper Maddox division. This week, I find myself reflecting on the past three years as our LHi Austin office makes the transition from our shared workspace to our brand-new office in downtown Austin. This new space has the capacity for up to 60 consultants. The saying "blink, and you'll miss it" couldn't be more relevant in this situation. These past three years have been some of the best of my life, but they've flown by. There have been plenty of exhilarating highs and a few rough patches to navigate. All in all, I wouldn't change a thing. When I first moved to Austin, I had a small team of two, and we faced the enormous task of building a market and client base from scratch. The Relocation. My move coincided with the midst of the COVID-19 pandemic, making things even more challenging. I'm a determined person, but this experience pushed me far outside my comfort zone and truly tested my resilience. After many long days (and nights), we managed to grow our pipeline of clients and began expanding our team. As things stand now, we have an Energy Storage division led by Lauren Fotta, a Business Development/Delivery team led by Lauren Jones, a Solar team (currently in the process of hiring a manager for this unit), and a Hydrogen/Clean Fuels division led by Oliver Buck. I'm incredibly proud of this team and how far we've come together. I can't wait to see us scale from 12 to 24 people! Piper Maddox experienced impressive growth, with a 53% year-on-year increase in 2022, and we've had an outstanding start to 2023, achieving over 162% of our target. We have strong plans to finish the year on a high note. What I'm even prouder of is what Austin represents within LHi Group across our leadership group and anyone who has visited the office and spent time with us. The feedback has always been that Austin feels like a real family, where everyone cares about each other's successes and offers support during tougher times. Jack Eldridge (our fearless leader), Ross Lewis (Head of Lawrence Harvey), Michael Tobin (Head of Harper Harrison), and I have worked incredibly hard to hire individuals who embody our LHi philosophy of 'family,' and you can genuinely feel it when you spend time here. Our office values. Our office values are incredibly important to us: Empowering, World Class Basics, Passionate, And genuine. We all believe in the simple principle of being good people, working incredibly hard with great customers, going above and beyond to help solve problems, and providing exceptional service. We've also implemented a minimum two-dog policy in the office, which means we have furry friends roaming around at all times. We even have a fish named Piper as a new addition to the family. We plan to add Maddox shortly, but Jack got two male Betta fish, which apparently have a tendency to fight. On a personal note, my life has undergone significant changes in the last three years. I convinced my boyfriend, Anthony, to move from New York to Austin and even pursue a career in recruitment (though not with Piper Maddox, unfortunately). I even managed to teach his English Bulldog to swim, which is no small feat but necessary for survival in the Austin heat. Honestly, I could go on, but I think you get the idea! If the next three years are anything like the last, we are in for one hell of a ride, and I can't wait to see what challenges are thrown at me. I intend to stay outside of my comfort zone. Bring it on.

Piper Maddox, a leading recruitment brand in the clean energy industry, is thrilled to announce the opening of its new office location in Miami, Florida coming soon in October 2023. This expansion marks an exciting milestone for the company as it extends its reach into a thriving market and positions itself for significant growth in the region. Miami, with its proactive approach to renewable energy and a strong commitment to sustainability, presents a prime opportunity for Piper Maddox to further its mission of connecting top talent with leading organizations at the forefront of the clean energy industry. By establishing a physical presence in Miami, Piper Maddox is ready to tap into the incredible opportunities the market has to offer. The company is committed to making a meaningful impact, acting as a catalyst for sustainable change, and driving economic growth. The new office will be more than just a place to find extraordinary talent; it'll be a vibrant hub where we shape partnerships with clean energy companies, governmental organizations, and educational establishments. Together, we aim to drive the clean energy sector to new heights and provide tailored solutions to meet the evolving demands of clients and candidates alike. “Florida is among the top three states in the country for solar power generation and home to over 450 solar companies,” said Alex Cohen, Senior Director at Piper Maddox “It’s also the perfect regional hub to build an even deeper footprint across the entire Southeast, where more and more solar, electric vehicles and battery companies are investing billions in building out R&D and manufacturing facilities in what many are now calling the ‘Battery Belt’”. Cohen adds “Miami is also a vibrant, diverse, and growing city where we feel confident, we can build an amazing team of wonderful humans to help support our clients that are changing the world and have fun while doing it.” Piper Maddox prides itself on its ability to identify and attract top talent, placing highly skilled individuals in key positions within the clean energy industry. With its expansion to Miami, this marks a significant milestone in Piper Maddox's ongoing commitment to expanding its global footprint. With existing offices in several major cities across the globe, this expansion reaffirms the company's dedication to driving positive change on a regional and global scale, supporting the transition to a greener, more sustainable future.

Piper Maddox is excited to announce the release of the Battery Storage Salary Survey. This is the initial year that Piper Maddox has conducted a salary survey for the battery storage community across the USA. The release of our battery storage salary survey marks a significant milestone in understanding the compensation trends and career growth opportunities within this dynamic industry. We invite you to download the survey report today and unlock the valuable insights that will shape the future of your career or organization in battery storage. How did Piper Maddox conduct the Salary Survey? Battery storage leaders were asked to share their views across a wide range of areas including, but not limited to, what attracts battery storage professionals to their organizations, what are the most difficult skill sets to recruit for, and the challenges of recruiting in the battery storage space. This information led Piper Maddox to create a survey focusing on the North American battery storage market where over 350 battery storage professionals located across the USA were surveyed and sourced from Piper Maddox’s professional network. As well as analyzing compensation trends, the research uncovers trends in areas such as, background and working preferences for candidates, insight into organizations' battery storage programs, and some of the key hiring challenges for organizations. 76% of people list an increase in compensation as a major motivator for seeking new opportunities and over 65% of individuals are looking for new job opportunities in 2023. Download our Battery Storage Salary Survey here.

As education has not yet caught up to the speed at which energy technology is advancing, recruiting niche talent in the energy industries can be very challenging, and a high-octane, proactive approach is required. These are rapidly growing fields with a high demand for skilled professionals and the competition for skilled talent is fierce. Recruitment methods need to evolve. Companies need to be strategic in their approach to attracting and hiring the best candidates in the industry. In this blog post, we'll explore some key points for talent attraction, talent development, and successful talent acquisition in this candidate-controlled market. Invest in Employee Development. The best employees in the energy industries are often highly motivated by opportunities for professional development and openings for career advancement. Companies can use this to their advantage by investing in employee development programs, such as training, internships, and financial support programs for higher education. This not only attracts top talent, but also helps to retain employees over the long-term. For example, internship programs that provide industry experience in tandem with academic coursework, expose young professionals to real world experiences early in their career. As they continue to develop and then (hopefully) convert to a full-time position post-graduation, you will not only have an individual trained on what needs to be done, but someone who appreciates what your company has offered them so far, and someone who wants to do good work for you. Often, there’s been times when we’ve seen former interns that are two to three years into their professional career in various energy companies provide just as much value as someone with five to six years’ experience. Networking and Employee Referral Programs. Networking is a crucial aspect of talent acquisition in the energy industries. Companies should encourage their employees to network and attend industry events, as this can be an effective way to build relationships with potential candidates. Companies can also host their own events like company sponsored after hour events (weekend brunches, happy hours, etc.). Additionally, companies should consider offering employee referral programs, which incentivize employees to refer their friends and colleagues to the company. These programs can prove to be a very effective source of great talent, as these referrals often come with personal in-house recommendations and can be a great cultural fit. Culture. Many think unlimited PTO, flexible hours, dog-friendly offices and remote setups are the answer to this, but these are rapidly becoming industry standard. Investing heavily in people, taking D&I initiatives very seriously, and hiring mission-driven people aligned to your company’s goal is the way to get ahead of your competition. Think of a company that has such a specific purpose in which those who join are completely motivated by the mission. Your employees will talk to their network putting the message of “how great it is to work here” out there, and by word of mouth, you will eventually see an influx of individuals looking to work for you. It is very difficult to architect a culture that is truthfully mission driven, but the companies who do it successfully will have great employees for a very long time. Speed of the Interview Process. Time is of the essence in the recruitment process, and quick action often makes the difference in securing top talent. Companies should aim to move quickly from the initial resume screening to in-person or virtual interviews, and to make a job offer as soon as possible. Candidates in these industries are often highly sought after, and it's important to move quickly to avoid losing them to another company. At the onset of opening a position, the hiring team should meet to define exactly what the interview process is. An interview process that lasts more than three rounds frequently causes candidates to lose interest due to disorganization and gives candidates more time to see what else is out there. Incorporating panel interviews to cut additional stages out of the process is a very effective means of ensuring your company does not lose out on candidates solely due to timing. Compensation and Offer Negotiations. Attracting the best talent in the energy industries requires a competitive compensation package. The saying “you get what you pay for” certainly applies, so for the sake of efficiency, early salary discussions about what candidates are targeting are crucial in making sure both the company and the candidate are on the same page. The candidate should understand the total compensation package, including equity, bonus, benefits, salary, PTO, etc. It is never wise to offer a candidate under their ask at the tail end of a process, especially in such tight talent market conditions where they are likely evaluating several offers at once. Companies should consider offering competitive salaries, as well as benefits and other incentives, such as stock options, short/long term incentive plans (STIP/LTIP) or flexible work arrangements. It's important to understand the candidate's priorities, such as work-life balance, opportunities for professional development, cash compensation versus equity, PTO, etc. After considering this information, companies will be in a position to understand what factors have the most weight, which ultimately positions the company to make the best offer possible per each candidate’s individual priorities. Utilizing Specialist Agencies. Recruitment agencies can be a valuable resource in the search for niche talent, as they have access to a wider pool of candidates, and through the power of their brand and network, are able to source candidates that may not be accessible through traditional mediums. Agencies often solely network in one industry, which provides a deep understanding of market conditions, relevant compensation, and a genuine understanding of where to find qualified candidates. Collectively, this gives agencies a unique advantage in being able to source high caliber talent faster than traditional internal methods. Although there is a fee involved with such service, companies need to evaluate the cost of hiring a great candidate quicker versus the cost of leaving this position unfilled for several months while waiting for the right candidate to come across their desk. Furthermore, for companies that have other priorities and can’t commit several hours per day to sourcing candidates and dealing with process logistics, agencies can keep the entire process organized through one point of contact saving countless administrative hours. What does this mean for recruiting within the energy efficiency industries? Recruiting niche talent in the energy efficiency industries requires a strategic and proactive approach. Companies should consider partnering with recruitment agencies with niche networks, developing talent and network development programs, enhancing interview process efficiency, and should treat offer negotiations as an open discussion. By following these strategies, companies can differentiate themselves from their recruitment competition and will have a competitive advantage when it comes to hiring the best talent the industry has to offer.

S1 Ep4: Decarbonizing Aviation Welcome to the Clean Fuels Podcast hosted by Ben Greenfield of Piper Maddox, the aim of this four-part series is to shed light on the ever-evolving landscape of sustainable and low-carbon alternative fuel sources. We’ll be exploring innovations in Hydrogen, BioFuels, Novel Nuclear technologies, and other potential forms of alternative energy and storage. We’ll be speaking with in-industry experts to discuss their various applications, benefits, and potential challenges in bringing these products to market. In Episode 4 of the Clean Fuels Podcast, we’re thrilled to sit down with Tim Cesarek, Executive Vice President & Chief Commercial Officer at Gevo to discuss low-carbon fuels and decarbonizing aviation. We break down the current state of the Sustainable Aviation Fuels market, and a wide variety of topics including demand drivers, government incentives, and market challenges. Tim Cesarek is the Executive Vice President & Chief Commercial Officer at Gevo – a next-generation low-carbon fuels company focused on the development and commercialization of renewable fuels. Prior to his current 5-year tenure at Gevo, he worked for notable businesses such as Enerkem as Vice President of Business Development, Waste Management, and Koch Industries as Managing Director. You can also listen to the Clean Fuels podcast on the below platforms:Apple > https://podcasts.apple.com/us/podcast/clean-fuels-podcast/id1649553222Spotify > https://open.spotify.com/show/69TS4ekYNMyYh32JmGxwPVAnchor > https://anchor.fm/piper-maddox

A microgrid is a group of distributed energy resources and interconnected loads that act as a self-sufficient energy system. Microgrids operate autonomously and can connect and disconnect from the main grid; they provide resilience to grid disturbances and promote energy efficiency. Microgrids have been proven to promote infrastructure reliably in real-world situations. What is a microgrid? A microgrid is a group of interconnected loads and DERs (distributed energy resources) that behaves as an autonomous system. Individually, microgrids can power houses, hospitals, facilities, universities, etc. However, individual microgrids can be linked together to power larger regions. (1) The U.S. Office of Electricity defines a microgrid as “… localized grids that can disconnect from the traditional grid to operate autonomously. Because they are able to operate while the main grid is down, microgrids can strengthen grid resilience and help mitigate grid disturbances as well as function as a grid resource for faster system response and recovery. Microgrids support a flexible and efficient electric grid by enabling the integration of growing deployments of distributed energy resources such as renewables like solar. In addition, the use of local sources of energy to serve local loads helps reduce energy losses in transmission and distribution, further increasing the efficiency of the electric delivery system.”(2) Some examples of DERs that comprise these grids are generators, wind, storage, and solar. Since microgrids are not a new concept, they have historically been run using 'dirty energy'. However, in the movement towards a clean future, microgrids that run primarily on renewable energy can provide a beneficial alternative. Currently, microgrids are important to critical services such as hospitals, wastewater treatment plants, and communication towers. However, climate change will pose a major threat to the main grid. Extreme temperature anomalies (cold or heat) and natural disasters can cause the grid to malfunction – both predicted facets of a warmer world. In the present time, blackouts are growing more and more frequent.(3) Microgrids will play a big role in allowing the world to stay on during major extreme weather events. How do they promote energy efficiency and clean energy? In order to understand how microgrids promote energy efficiency, we need to understand the qualms of the main power grid. Currently, electricity production in the main power system is responsible for 25% of greenhouse gas emissions.(4) Along with fossil fuel production, there are some other major environmental risks that the traditional grid produces: Vegetation and natural habitat loss from power lines Downstream water and land pollution by-products Over-consumption of water from cooling/steam methods Solid waste production Microgrids could be the clean answer to distributing energy more efficiently. For starters, it is important to note that 5-6% of energy is lost through transmission lines in the U.S. Since microgrids produce energy near where it is consumed, there would be little to no energy lost in the system and there would be less energy produced for the same energy needed. The use of transmission lines also can destroy vegetation and natural habitats. Thus, the use of fewer transmission lines in this system could encourage the regeneration of biodiversity. Furthermore, when electricity is generated, it produces heat. In a microgrid scenario, this heat would be unused. However, microgrids can utilize this heat energy in a variety of ways. For example, the heat can be used to power homes or warm up water. (5) When microgrids disconnect from the main grid (islanding), they can provide resilience to end users during natural disasters or extreme weather events. Microgrids can also help “reboot” the main grid in the event of outages or malfunctions. (6) One of the main ways a microgrid can promote clean energy to users is by utilizing methods of renewable energy production. A microgrid can deploy a large range of clean energy production technologies such as wind, solar, and hydrogen fuel. Coupled with traditional energy production, a microgrid can switch between various energy production methods to be the most efficient. Smart microgrids can be programmed to hit different carbon emission and energy efficiency goals. When have the capabilities of microgrids been tested in real-world scenarios? There have been numerous examples of microgrids saving communities from blackouts to natural disasters. The most recent example was during the Rio Dell, California earthquake that occurred on December 24th, 2022. This 6.4 magnitude earthquake created massive havoc with 72,000 businesses and homes estimated to have lost power. During the incident, the Blue Lake Rancheria – a Native American reservation – remained an emergency resource service due to its microgrid. During the outage, the microgrid served 8% of the region’s population and provided aid to 10,000 people. (7) The microgrid was powered by solar panels and batteries. This is not the first time that the Blue Lake Rancheria has been credited with aiding the community during a grid outage. In 2019, California was taken over by wildfires and many residents were faced with extended outages and a lack of medical equipment. The microgrid at the rancheria remained fully functioning and around 10,000 people were served with medical and electrical needs. It is estimated that four lives were saved by the microgrid and the assistance from the native people.(8) The Blue Lake Rancheria is not the only microgrid that has withstood natural disasters. Some other notable examples include the numerous microgrids in Puerto Rico that helped the community stay on the grid during Hurricane Fiona, a solar microgrid in Malawi that helps children receive life-changing education, and the solar and natural gas microgrid at Pittsburgh International Airport that saved $1 million dollars in energy costs.

The battery storage industry has gained significant momentum in recent years, driven by the increasing demand for renewable energy and the transition towards a more sustainable future. As this sector expands, it is natural to wonder about the salary prospects within the battery storage industry. While salaries can vary depending on several factors, including job role, experience, and geographical location, this article will delve into the trends and factors behind these variations to provide a better understanding of salary and compensation expectations in this dynamic field. We will also offer exclusive insight into up-to-date data from our extensive 2023 Battery Storage Salary Survey. Experience and Expertise Experience plays a crucial role in determining salary levels. Professionals with several years of relevant experience in the battery storage industry are likely to earn higher salaries compared to entry-level candidates, which is a noteworthy trend that we observed in our 2023 Battery Storage Salary Survey. In our analysis, we broadened our examination to include not only base salary, but also bonuses, which are a crucial component of overall compensation, and found that in particular, C-Suite bonuses were nearly double those of VP-level candidates, whilst salaries exhibited a steady upward trajectory as titles grew more senior. Furthermore, individuals with expertise in emerging technologies, such as advanced battery chemistries or grid-scale energy storage, may enjoy greater demand and better compensation. When analyzing compensation data based on years of experience in the US battery industry, it comes as no surprise that there is a steady upward trend. However, what is interesting to note is the widening delta between low and high cash compensation as experience increases. Our data indicates that after the 11-15-year mark, there is a significant increase in average annual bonuses, doubling for those in the 16+ years category. Geographical Location Salaries in the battery storage industry can vary significantly based on the location of the job. Factors such as cost of living, local market conditions, and government incentives can influence salary ranges significantly. For example, regions with a strong focus on renewable energy, such as California in the United States, may offer higher average salaries compared to other areas. We have analyzed the compensation data across the United States, focusing on the three major states with a significant concentration of battery talent, including California, Michigan, and Massachusetts, and compared them to the average compensation rates across the rest of the country. Our findings reveal that California’s cost of living is 42.2% above the national average, Massachusetts is 35% above the average, and Michigan is approximately 9% below the average. To gain more insight into these figures, click here to download our 2023 Battery Storage Salary Survey. Future Outlook As the battery storage industry gains increasing momentum, our observations from battery storage leaders shed light on the challenges they face, particularly in recruiting within this sector. However, it is important to note that these challenges are expected to gradually resolve over time. Currently, managers face a formidable challenge when it comes to team growth: sourcing suitable candidates is the foremost obstacle, primarily due to a scarcity of qualified individuals especially, compared to sectors that have had the advantage of extensive development over the years. Nevertheless, the battery storage industry is expected to continue its rapid growth as renewable energy integration and grid reliability becomes increasingly important. As technology matures and economies of scale are realized, it is likely that salaries in the industry will continue to rise. Moreover, advancements in energy storage technologies and the potential for widespread adoption will create new job opportunities and potentially drive higher salaries. Gain more insight. To gain a further understanding of the compensation trends and career growth opportunities within this dynamic industry, download here the 2023 Battery Storage Salary Survey report today and unlock the valuable insights that will shape the future of your career or organization in battery storage. The battery storage industry offers a promising career path for individuals interested in renewable energy and sustainable solutions. To find out more contact Matt at M.Anders@pipermaddox.com

After the past few years of not being able to attend in-person events, some of our US Piper Maddox team enjoyed attending the largest and most comprehensive event in North America for the clean energy industry. The event; RE+ brings together the modern energy industry to embrace a cleaner future for all. RE+ reflects an ongoing entrepreneurial approach to renewing best practices across the clean energy landscape as the marketplace evolves. It is comprised of Solar Power International, Energy Storage International, RE+ Power (including wind, and hydrogen and fuel cells), and RE+ Infrastructure (electric vehicles and microgrids). With some of our US consultants attending the RE+ event, it offered them the chance to have various networking opportunities whilst bringing them together with a vast alliance of renewable energy leaders. Lauren Jones; Senior Client Partnerships Manager at Piper Maddox comments: “After not seeing people face-to-face for so long, it was great to see the industry get together and get to rekindle those in-person relationships. Seeing how many people were in attendance just shows how big of an impact the renewable space is making! I had the best time seeing new technologies, meeting new/old faces and learning about all the projects in the works. Cheers to this next year, it’s sure to be an exciting one!” As a brand, we see it as an ideal opportunity to attend events such as RE+ as it brings together the best minds and technology under one roof to both transform the biggest energy, environmental, and economic challenges into opportunities that will ensure a prosperous, clean, and productive future, and gives the opportunity to access resources for growing our brand further in line with industry changes. Our consultants enjoyed every minute at the RE+ Event and look forward to continuing to grow our brand and network, and they are excited for the next year to come!

Piper Maddox are proud to announce its partnership with TSG UK (part of TSG Group) to help the growth of its TSG Charge, DRB and UCP Choice divisions. Established in 2016, TSG Group is a global energy and retail solutions provider that has grown to employ over 3,500 employees, spanning over 30 different countries, while continuing to reach new heights at rapid rates. With the remarkable €650million worth of annual sales in 2020, the Group was able to retain its market position as world-leading equipment & services provider, leading the group to now invest heavily in renewables to build a more sustainable world. Where does our brand; Piper Maddox come in? Piper Maddox are playing an influential role in the positive change in the way we power the world. And so, TSG UK has partnered with Piper Maddox exclusively for their recruitment needs in their TSG Charge, DRB and UCP brands. TSG Charge provides multi-technology EV charge solutions, enabling its customers to better manage and maintain their networks. DRB represents over 40 years of experience in the installation of electrical products and services. UCP Choice is a leading national provider of high-voltage connections, helping to accelerate the move to electric vehicles and renewable energy. These divisions are rapidly growing and are looking for the best talented individuals to join their respective teams. Piper Maddox are Renewable Energy recruitment specialists covering the E-Mobility, Energy Storage, Sustainability, Solar, Grid Edge, Wind, Energy Efficiency, and Hydrogen markets. Founded In 2015, Piper Maddox now has five offices spread across the USA and Europe, dedicated to supporting companies that will be the biggest disruptors in the future state of our planet, through the sourcing and introduction of talent.

Founded in 2014, NIO have quickly positioned themselves as a market leader within the new automotive era by designing not only the latest in premium electric vehicles, but also redesigning the market for how those vehicles are charged with the rollout of their Battery Swap Stations. This is where Piper Maddox come in – at the start of 2022 NIO approached Piper Maddox we agreed to a partnership with NIO to build their Power Teams across Europe. These are the teams who will design, build and operate their battery swap stations, making sure the necessary charging infrastructure is in place ready for the rollout of NIO’s EV’s across Europe. All the roles can be found on our website and cover everything from Construction design and project rollout right through to helping NIO devise and execute their rollout strategy across Europe. By the end of 2022 they aim to have 1000 stations built across the Netherlands, Germany and the Nordics – if you would like to play a part in helping them achieve these goals, and everything they have planned for after, reach out to the team here at Piper Maddox via email, phone or application on our website to discuss which role suits you best.

S1 Ep 3: Decarbonizing heavy industry & manufacturing using clean fuels Welcome to the Clean Fuels Podcast hosted by Ben Greenfield of Piper Maddox, the aim of this four-part series is to shed light on the ever-evolving landscape of sustainable and low-carbon alternative fuel sources. We’ll be exploring innovations in Hydrogen, BioFuels, Novel Nuclear technologies and other potential forms of alternative energy and storage. We’ll be speaking with in-industry experts to discuss their various applications, benefits and potential challenges in bringing these products to market. In Episode 3 of the Clean Fuels Podcast we sit down with our guest Chris Shugart to discuss the topic of decarbonizing heavy industry & manufacturing by using green hydrogen and clean fuels. We break down the reasons hydrogen can be a major solution to decarbonizing heavy industry, collaboration and competition in the hydrogen and clean fuels market, and a holistic overview of the clean fuels & hydrogen market. Chris Shugart serves as Senior Vice President of Operations, and Interim Head of Development at Ambient Fuels. Over the years he has also worked for big industry names such as Rev Renewables and Pattern Energy where he served most recently as Senior Vice President of Operations & Construction. You can also listen to the Clean Fuels podcast on the below platforms:Apple > https://podcasts.apple.com/us/podcast/clean-fuels-podcast/id1649553222Spotify > https://open.spotify.com/show/69TS4ekYNMyYh32JmGxwPVAnchor > https://anchor.fm/piper-maddox

S1 Ep2: The ways we can use clean fuels & hydrogen to decarbonize the grid Welcome to the first episode of the Clean Fuels Podcast hosted by Ben Greenfield of Piper Maddox, the aim of this four-part series is to shed light on the ever-evolving landscape of sustainable and low-carbon alternative fuel sources. We’ll be exploring innovations in Hydrogen, BioFuels, Novel Nuclear technologies and other potential forms of alternative energy and storage. We’ll be speaking with in-industry experts to discuss their various applications, benefits and potential challenges in bringing these products to market. In Episode 2 of the Clean Fuels Podcast we sit down with our guest Mary Usovicz to discuss the applications and ways we can use clean fuels & hydrogen to decarbonize the grid. We break down the history of the hydrogen market, the reasons it has gained traction of the past few years, and the challenges we will face with fostering a cleaner, more sustainable grid. Mary Usovicz is an independent consultant with a primary focus on the hydrogen and fuels markets. She’s worked with a number of high profile clients such as Avangrid, and First Light Power- she also serves as the Director of Business Development for the UMASS Lowell Emerging Energy Institute. She formerly served as Senior Vice President of Business Development for TRC Companies, and Vice President of External Affairs for Repsol. She is passionate about clean energy, and also hosts her own Podcast with a focus on green hydrogen. You can also listen to the Clean Fuels podcast on the below platforms:Apple > https://podcasts.apple.com/us/podcast/clean-fuels-podcast/id1649553222Spotify > https://open.spotify.com/show/69TS4ekYNMyYh32JmGxwPVAnchor > https://anchor.fm/piper-maddox

S1 Ep1: Exploring the true scope of the clean fuels economy Welcome to the first episode of the Clean Fuels Podcast hosted by Ben Greenfield of Piper Maddox, the aim of this four-part series is to shed light on the ever-evolving landscape of sustainable and low-carbon alternative fuel sources. We’ll be exploring innovations in Hydrogen, BioFuels, Novel Nuclear technologies and other potential forms of alternative energy and storage. We’ll be speaking with in-industry experts to discuss their various applications, benefits and potential challenges in bringing these products to market. In our inaugural episode, we sit down with our guest Naomi Boness, PhD to discuss a holistic overview of the Clean Fuels & Hydrogen markets. We break down the reasons for the current push for clean fuels, the industry applications, as well as the challenges to deploy clean fuels en mass. Naomi Boness, PhD currently serves as Co-Managing Director for the Stanford Hydrogen Initiative at Stanford University and is an advisor, and board member for various Hydrogen, and Clean Fuels businesses. She has a PhD in Geophysics from Stanford University, a Masters of Science in Geological Sciences from Indiana University, and a Bachelors of Science in Geophysics and Seismology from the University of Leeds. She is passionate about clean energy, and her work at Stanford is aimed to foster new tech innovations in the clean fuels and hydrogen spaces. You can also listen to the Clean Fuels podcast on the below platforms:Apple > https://podcasts.apple.com/us/podcast/clean-fuels-podcast/id1649553222Spotify > https://open.spotify.com/show/69TS4ekYNMyYh32JmGxwPVAnchor > https://anchor.fm/piper-maddox

Last year, I was finishing up my undergrad degree getting ready to graduate, having decided I didn’t want to get my Masters but instead wanted to hop right into the workforce and pursue my dreams of living and working in New York City. I was applying to a lot of jobs, therefore doing quite a few phone interviews. Back then, my idea of interview prep was simply scanning the website for 5 minutes. Fast forward a year and I have secured a job at Piper Maddox as a Renewable Energy Recruitment Consultant, and already supported many people through the interview process that ended in a new job - I now realize what a disservice I did myself when preparing for an interview. Today, interview preparation is one my favorite parts of my job as I see it as something that truly has a huge impact when trying to secure your next role. Here I’m going to walk you through what I usually discuss with people, and why it’s important: The key questions to think about before the interview. With each of these questions it’s important to remember you’ll learn much more about the company, and your fit, throughout the process, but it’s so important to make sure you are as well-armed as possible prior to the call. What do you know about the Company? Before I give any advice, I ask what they’ve done to prepare for the interview. The typical response I get is “I took a look at the website and read the job description”. This is good, but we live in a world where we’ve got access to a ton of knowledge right at our finger tips, so we should be using it to secure our dream jobs! Other sources I suggest using are Google News and LinkedIn, each of these sources pull up information that may not be easily accessible or even on the website. This is important for a few reasons, the first being that for an employer it’s a good gauge of commitment. Having someone that walks into an interview already having a good bit of knowledge on the company is appealing to an interviewer as it shows interest. For the interviewee it’s important as it’s one of the first steps in figuring out if a company matches what they want in a culture and if it would be a place they’d like to work. It's also worth noting that an interview can essentially be boiled down to two key questions: Why would you be a good fit for this role? This part of the interview prep takes a good chunk of time, as I find there are a lot of small reminders that don’t necessarily come to the forefront of people’s mind. The tips I usually recommend range from having your resume in front of you (only if it’s a phone interview), being more specific and highlighting key projects. For most people this is the self-explanatory portion of the interview - of course it's important as companies want well qualified people to work for them that can walk in and do the job, but it goes beyond this. It’s important that we’re able to articulate our workplace successes and failures as it shows capacity to learn and grow on the job. We have a habit of shying away from our failures, but by highlighting them and explaining how you learned from it can set you apart from other interviewees. Being specific is hugely important because it highlights exactly what you did in situations. Why are you interested? There is a big misconception that being a good technical fit for the role is the be all end all for an interview. This is one of the most important parts of the interview. I work with a lot of passive candidates that aren’t necessarily scouring LinkedIn for their next job, but are open to opportunities that present more growth and allow them to take the next step in their career. It’s SO important to convey why you’re interested and how this makes sense as the next step in your career. I think playing your cards too close to your chests is one of the biggest mistakes you could make, as employers want to hire people who are motivated to accept and succeed in the role. Ask questions. Perhaps the most obvious one - when going through an interview process it’s so important to ask questions throughout. For a lot of people they think an interview is a one-way street where the candidate gets peppered with questions and then the company decides if they’re a fit. This isn’t the case - it’s as much about you feeling it is a fit for you, so ask questions that will help you make a well-informed decision about whether this role and company are where you want to work. You’re often judged as much by the questions you ask as the answers you give. I recommend questions be in a few key areas as well as the ones that are important to you. I’d say it helps to categorize your questions into three areas: The Company: These questions help you understand the longevity of the business and the plans for an advancement. What are the company’s plans for growth? How does this business unit play into those plans? The Role: Questions in this area can help give more of an insight into the breadth of the role and possible career growth in the business. What do the first 6 months of this role look like versus the long term? What is the long-term growth trajectory for a person in this position? Your Interviewer: These questions serve a purpose when it comes to building rapport with your interviewer. Why did you join this business? What’s the most challenging part of your job/ what’s your favorite part of your job? Enjoy. Interviewing can be a stressful time for many people and it shouldn’t be. This is an exciting moment and a possible new journey for you, so it’s important to take a deep breath and enjoy it, as it could be the next adventure in your career!

My colleague and I were invited to the WRISE event celebrating Women’s Leadership in Renewables, Energy Efficiency, and Energy Storage held in Bloomberg’s building in Manhattan and I felt it important to share my thoughts on a, perhaps incorrectly, highly politicized subject. Before I go ahead, at this stage, I think it’s important to tell you that a) I am a man and b) I am a feminist. What does being a feminist mean to me? It means equality without question. That women and men, in education and the workplace, deserve equal rights, equal opportunity and should be treated with equal amounts of respect. As a leader of Piper Maddox, a recruitment business that focuses exclusively in placing professionals in one of the most progressive industries out there – Renewable Energy & Cleantech, it was important for me to learn about equality and inequality in the workplace in our industry. Perhaps more importantly, I wanted to learn how we could help the businesses in our sector to improve their diversity and why they should be putting this at the forefront of their hiring strategies. This is why I was honored to have been invited to this event and have the opportunity to learn from impactful women such as Kristen Graf, Executive Director of WRISE. Here were some of the key takeaways I gained from Kristen Graf’s presentation: The renewable energy industry is projected to employ 24 million people globally by 2030, up from 9.8 million today – we’re going to need to mobilize a diverse workforce! According to a major MIT study, group decision-making was improved by 3 major factors, with the 3rd being the proportion of women in the group. Where there are 3 or more women on the board, they outperformed businesses with zero women on the board by 84% for ROS (return on sales), by 60% for ROIC (return on investment capital) and by 46% for ROE (return on equity) in four of five years where data was recorded. Although it did increase year on year, by 2013 the Energy industry was behind most major industries in the percentage of women on boards of businesses, with just less than 10%. In a famous study, where identical resumes were assigned 4 different names “Jamal”, “Greg”, “Jennifer” and “John” there were some interesting results: “Jamal” needed 8 additional years’ experience to be considered as qualified as “Greg”; “Jennifer” was offered $4,000 less in starting salary than “John”. There is inherent unconscious bias built into the interview process of most companies that make it more difficult for women (and minorities) to succeed. There is also bias built into most other areas of talent engagement including how adverts are written. During the networking event, we also discussed some of the solutions to increase the diversity of the workforce in Renewable Energy. What is clear is that we need to: Increase the recruitment of women into our sector and the businesses within it. We need to develop the women in our businesses, through training and mentoring programs. We need to retain the women in our businesses and in our industry. We need to promote the women in our businesses and give them tools to progress. Speaking to the different attendees, and even members of the Board of WRISE, some trends became clear that I noticed. Firstly, all of these women are passionate about Renewable Energy and they have been for a long time. So, it’s disheartening to hear how most of the people I spoke to had felt like a minority in their business and felt marginalized both socially and professionally. Some of the people went so far as to admit they considered leaving their businesses and the industry itself because of the “boys club”. It was interesting and heartening to hear about how mentoring from both men and women had played an important role in their careers, and also how this offered a support network that they otherwise wouldn’t have had. There were great stories of progression in the industry, the different female advocacy groups that have since sprung up, and the strides some businesses have made – for example; we talked about how BP has appointed their first black female CEO! Great to hear about positive change. What was really exciting was talking to the different members of WRISE and sharing how, Piper Maddox, as a recruitment partner can help educate and facilitate diversity in the workplace. We’ve experienced such positive reactions from the market and our clients about the different diversity initiatives that we can run. I have sparked an internal debate about how best to formalize these programs and aggressively take them to the market to offer the options that our clients want to see. While we’re discussing this internally, I’d greatly appreciate any input, either privately or in the comments section to hear your challenges around diversity, possible solutions or anything else regarding hiring in the Cleantech sector. I look forward to keeping you updated on our progress! Finally, I wanted to send a big thank you to WRISE – it was an honor to be invited, we had a great time and look forward to the next event!

Elon Musk hit the stage at SXSW this week to talk Mars, Tesla and Artificial Intelligence. I don't know about you, but the informative interview left me with way more questions than answers, particularity when it comes to the subject of AI. The Government commissioned an independent review into the development of AI in the UK last year. The findings were that AI shouldn't be subject to direct regulation, but an AI council should oversea the industry. Are the suggestions of Wendy Hall and BenevolentTech CEO Jérôme Pesenti enough to keep us safe? Should we not demand regulation and controls over the development of AI? As Elon says, you wouldn't let just anyone build a nuke! (Cheery stuff ay?!!!). According to Elon, it is inevitable the world will slip into a dark age... he should try being a Spurs fan, like me! Here are the recommendations following the Government review, which to me feels insufficient. What do you think? Read the original article here.