Richard Wheeler Associates is a leading cleantech recruiter specialising in permanent cleantech jobs with technical skill sets.
With a keen interest in, and knowledge of, the cleantech sector, we partner with pioneering UK companies to build teams of specialist clean tech professionals.
Here at RWA we’re enthusiastic supporters of green tech and sustainability (our MD even lives in a watermill, under restoration!).
Our recruitment expertise and network of contacts means we are well placed to fill your hiring needs. We know that in addition to looking for seriously skilled people, every new hire must share your passion for clean technology.
In partnering with us, you can be 100% confident you will receive ‘right fit’ applications from candidates who have been thoroughly briefed, are keen to work with you and are interested in what you are doing.
We aim for a conversion rate of an offer per 2 CVs shortlisted.
Our focus is on quality (pure and simple).
We’re proud of our track record of successfully representing exceptional people - people with vision, experts in their field, many with PhD’s - who are looking to work on exciting new clean tech projects.
If you would like to explore your career options and have skills / experience in any of the following areas, we would like to hear from you:
Renewable Energy
Home Energy Management Systems
Green Transportation
Clean Energy
Smart Buildings
Smart Metering Systems
Environmental Technologies
Smart Cities
Typical of our clients in this field are firms such as PassivSystems with one of the most technologically advanced Home Energy Management Systems in the world; and Energy Systems Catapult, an independent, not-for-profit centre of excellence that takes a whole-systems view of the sector in order to decarbonise the energy system at lowest cost.
Richard Wheeler Associates provide us with a steady stream of high quality candidates – which means we can fill our vacancies in a timely fashion, and we don’t have to deal with any other agency!
Richard Wheeler Associates do a great job at listening and understanding your specific requirements and then delivering the top-notch services and candidates you need!
Are you surprised by the current UK technology jobs market? Advertising plus wider recruitment activities returning very few applicants?
Challenging jobs market (Spring 2021).
For those tech companies on a mission to find top software engineers, developers, data scientists or Board level executives right now, a lot of factors are in play that are making this extremely tough (to put it mildly).
What is it that motivates the top talent to choose a tech startup over a myriad of alternatives?
These are the most common reasons tech candidates give to RWA:
A new AI tool designed to support fleet electrification has been launched by fleet management software firm Teletrac Navman. The tool can advise fleet operators on how many and what type of chargers are required, as well as the cost of the chargers and where they would be lest located.
Demand is growing for candidates with advanced digital skills, with 60% of employers expecting demand to continue rising in the next 5 years.
Research by the Learning and Work Institute (LWI) found that over one in three employers say they face a skills gap within their current workforce for advanced digital skills, while 41% have struggled to recruit workers with the advanced digital skills that they need.
The LWI is an independent policy research organisation that conducted research exploring digital skills and the future of the labour market in the UK.
Energy Networks Association (ENA) is developing an in-depth digital system map of the UK’s energy system to support a pathway to net zero. Network data will be pulled from Britain’s electricity and gas network operators and integrated into the digital map.
The proof-of-concept project will allow the association to test the model it is developing for a full National Energy System Map, which is set to include network assets, generators and energy intensive users.
The recruitment process is focused on speed, using metrics such as ‘time to hire’, timed technical tests and job descriptions littered with phrases including fast-paced, fast-moving, urgent requirement and deadline for applications.