Hiring great leaders & critical talent for the Renewable Energy sector in Asia is tough.

That’s a fact. But there is a solution.

Here are just a few of the hiring challenges:

China

85% of employers struggle with overcoming the skill gap

Singapore

75% of business leaders expect negative business impact due to the talent shortage

Japan

#1 most difficult country in which to hire

India

#1 in job change frequency, workforce instability

China

85% of employers struggle with overcoming the skill gap

Singapore

75% of business leaders expect negative business impact due to the talent shortage

Japan

#1 most difficult country in which to hire

India

#1 in job change frequency, workforce instability

And it gets harder if you’re looking for multilingual, internationally-minded leaders who can make a difference in your organization.

Our data-driven search process guarantees results

SCALED RESEARCH BANDWIDTH

Greatly expand your talent pool with more candidates. We activate even passive ones.

REAL-TIME MARKET DATA

Make decisions you won’t regret with comprehensive insights into your target talent pool.

Seamless Regional Coverage

Benefit from our pan-Asia search expertise through one simple point of contact.

DOMAIN & REGIONAL EXPERTISE

Work with experts in your particular market and region who can understand and deliver what you need.

Granular Reporting

Enjoy full visibility and control throughout your search thanks to weekly reports and real-time data.

Employer Brand

Allow us to strengthen and represent your employer brand across the region.

Process Steps

1

Engage & Understand (Consultant)

Understand needs thoroughly. Decide timeline and benchmarks.

2

Research (Boyd & Moore Intelligence Center, BMIC))

Research market and conduct outreach.

3

Identify & Assess (Consultant + BMIC)

Grade, reference, and report.

4

Present & Manage Process (Consultant)

Create candidate shortlist and present results.

5

Integrate (Consultant)

Conduct reference checks and support the onboarding.

6

Follow up (Consultant)

Stay in touch with candidate and client to ensure happiness beyond closing.

1

Engage & Understand (Consultant)

Understand needs thoroughly. Decide timeline and benchmarks.

2

Research (Boyd & Moore Intelligence Center, BMIC)

Research market and conduct outreach.

3

Identify & Assess (Consultant + BMIC)

Grade, reference, and report.

4

Present & Manage Process (Consultant)

Create candidate shortlist and present results.

5

Integrate (Consultant)

Conduct reference checks and support the onboarding.

6

Follow up (Consultant)

Stay in touch with candidate and client to ensure happiness beyond closing.

Learn more about our Search Process & Intelligence Center

Positions we cover

Regional Leaders | Country Heads | Business Unit Leaders | Department Heads: Sales, R&D, Service Group | Plant Manager | Niche Technical Specialists

A Few of Our Clients

Client Voices

BMES provided us not only with the right candidate they were also involved in developing the JD, identifying key strengths of the role and managing the offer and reference process. I was very happy with their consultative approach that allowed us to thoroughly screen several types of candidates before finally deciding on the right profile.

– Head of Human Capital Planning and Strategic Sourcing (Dow)

BMES has showed extensive knowledge about our Industry, conducted a thorough search of the market and introduced well screened, qualified candidates. Overall they provided a very professional service and the search was conducted in a timely manner.

– Director Finance, HR & Administration (Lubrizol)

BMES’ sourcing capabilities helped us close even difficult roles that had been open for a long time. They do a great job in mapping the market around particular skill requirements as well as building a large network that we can leverage if necessary.

– APAC Staffing Head (Henkel)

Get in touch

Enjoy the luxury of hassle-free hiring with success guaranteed.

Success Story

The Client

A Swedish geothermal project development company was looking for a country manager in Japan. The client had previously been operating in Japan through a sister company. Now, after having received significant investment funds they were ready to build out their own local entity and make their first executive hire.

 

The Challenge

High expectations: The ideal candidate would have a renewable energy background with strong experience in project development coming either from the equipment or the banking side, native Japanese and fluent English skills as well as experience with team building and management. In short, the client was looking for a renewable energy star.

Difficult negotiations: The qualified candidate would need to be willing to work as a contractor for at least the first year of operations – a mindset hard to find in Japan were employees prize stability.

 

Our Solution

To start we communicated in great detail regulations surrounding the legal status and responsibilities of a representative director in Japan, especially one hired as a contractor not a permanent employee. We also educated the client as to what would be required to pull in a viable candidate on a contractor basis.

A project team of 1 lead consultant and 2 senior researchers developed a comprehensive map of the renewable energy market to show the client what could be expected in terms of available talent and benchmarking salary data for the market.

Over 2 months of focused research we built a longlist of 270 potential candidates. Of those we shortlisted 6 each of whom went to interviews. Eventually, the client selected a candidate who not only worked in the renewable energy sector for many years, but had experience in both banking AND equipment. An excellent communicator, he had a great deal of negotiation experience as well as successful team building and management.

Based on our market research and knowledge the client was able to put together a compensation package that addressed the job security concerns of the candidate. This included guaranteeing the length of the contract and ensuring the compensation was attractive enough to offset the various benefits of his existing full-time employment position.

dedicated researchers mapping the market

potential candidates identified

highly qualified candidates vetted and interviewed

preferred candidate onboarded after only 2 months

Boyd & Moore Executive Search – Search Excellence

A better way to win the war for talent

Talent shortage, skill gaps, mis-hires. Finding the right people who can make a difference in your organization has never been harder. We combine real-time market data with deep expertise to help you identify, attract and retain the talent you need.

business leaders placed (in 5 years)

%

completion rate

days average completion time

%

stick rate of candidates placed

Get in touch!

Enjoy the luxury of hassle-free hiring with success guaranteed.