Permanent and contract recruitment for Power T&D – from first brief to their first day, and everything in between. No corners cut. No time wasted.
The best candidates aren't on job boards or LinkedIn – they're on site, delivering substation upgrades, cable replacements and new connections.
The market's the busiest it's been in decades, and they hear from recruiters every week – the same work, same clients, just a different hat.
And their current employer is pulling out all the stops to ensure they stay.
We understand the brief before the search begins. Every candidate we present has been spoken to, assessed, and confirmed. You see shortlists that fit the role – not piles of CVs that didn’t.
Sam came from the client side of these markets and built this part of the business to change the experience he’d had from the other side of the table.
| MODEL | HOW IT WORKS | BEST FOR |
|---|---|---|
| HIRE | Contingent recruitment – you only pay when someone starts. | Single roles where you want specialist support without committing to a retainer. |
| PARTNER | Retained search – priority search for critical hires. | Senior, niche or urgent roles. A small upfront retainer secures dedicated search time and an 8-week service guarantee. |
| CONTRACT | Ready to mobilise specialists – contracts, payroll and compliance handled by us, with the IR35 position clear before anyone starts. | On-demand interim resource during project peaks, commissioning and cover. |
Contingent recruitment – you only pay when someone starts.
Single roles where you want specialist support without committing to a retainer.
Retained search – priority search for critical hires.
Senior, niche or urgent roles.
A small upfront retainer secures dedicated search time and an 8-week service guarantee.
Ready to mobilise specialists – contracts, payroll and compliance handled by us, with the IR35 position clear before anyone starts.
On-demand interim resource during project peaks, commissioning and cover.
The same people, process and standards – regardless of the model you choose.
A small team, one point of contact – you deal with Sam, not a rotating cast of consultants.
People we know, not CVs we've found – every candidate is interviewed before you see them.
Honest, real-time market advice – on salary, timing and availability, even when it's not what you want to hear.
Updates without chasing – you'll know where things stand without having to ask.
We say no when we should – if we can't fill it, we'll tell you upfront.
Discreet by default – confidential searches stay confidential.
I spent 15 years in energy and utility infrastructure, across DNO, IDNO, ICP and multi-utility connections, before launching Marsh RPF in 2022.
With direct experience of what it takes to build a team in these markets, I lead the client side – understanding what hiring managers need, how to brief a search properly, and what a decent shortlist looks like.
Written for the people building teams in Power Transmission & Distribution.
How AI is used from advert to onboarding, where it saves time and where a person should decide
Why keyword screening misses good T&D candidates, and what UK data rules say about automated decisions
How to plan hires around your programme, outages and the time it takes to authorise people, and when to grow, hire or contract
How to set a budget that holds up, and how to use our Hiring Planner to check pay, hiring pressure and cost for 55 roles
A day rate looks expensive and a salary looks cheap, until you count everything.
This guide sets out the full cost of each route, from on-costs and fees to what it means for delivery, knowledge and your standing with clients. Then run your own numbers in our calculator.
The upfront costs side by side
The longer-term costs a budget line misses
A link to our Pay Calculators
Send us the basics and we'll set up a call to talk through the role, sense-check the job spec and agree how we'll take it to market.
NEED MORE TIME?
TRY OUR HIRING PLANNER
Covering roles and disciplines across Power T&D – pay by region, hiring constraints, and must-haves you can copy straight into your spec.
Role briefs add an example spec, the qualification to ask for, and the interview questions that get to the root of things.
