energy recruitment agency and energy transition headhunters
your next hire in energy, in good hands.
We combine our data, our sector experts and our AI algorithms to identify the headhunter most relevant to your role, from project engineer to R&D director.
- no setup fees, pay on hire
- guaranteed replacement
they hire with muzzo in energy
how do you hire in energy through a recruitment agency?
Muzzo hires for renewables, grids, energy supply and energy efficiency: project engineers, project developers, HSE engineers, salespeople, site managers. Each role goes to the headhunters who know that field, and they check which projects the profile saw through to the end. Fee of 5 to 30%, paid on hire. Leaves within 3 months: we restart the search free.
the figures
energy hiring in figures
source: Apec, private-sector managerial pay in 111 job families, 2025 edition, p. 27 (business engineering) (opens a new window), 2025 data
source: Apec, private-sector managerial pay in 111 job families, 2025 edition, p. 103 (health, safety and environment) (opens a new window), 2025 data
source: France Travail, BMO 2026 survey, electrical and telecoms network installers (opens a new window), 2026 data
how it works
you only pay if you hire
01
you describe the role
Using the form above: the role, your company, your project. The rest is scoped in your first conversation with the Muzzo team.
02
the right headhunters get started
Those who have already recruited for this role, from project development to operations.
03
you meet the profiles
Already approached and qualified. You choose who you meet.
04
you hire, then you pay
Not before. If your new hire leaves within 3 months, we restart the search at no cost.
they hired with muzzo
Muzzo's strength is the diversity of its recruiters: there is always someone listening to our needs.
With Muzzo, I get the reactivity of a marketplace and the quality of a search firm.
let's talk about your role
Antoine and the Muzzo team help you scope your role and choose the right headhunters. Describe your role in the form: we'll call you back to discuss it.
Antoine GigomasCEO and co-founder of Muzzo
one last question?
You set the fee for each role, between 5 and 30%, and you only pay it on hire. No deposit, no fixed fees. A maintenance technician and a wind project developer who knows the local officials in their region don't take the same effort: the fee follows how rare the profile is, and the Muzzo team helps you set it.
You have a double guarantee. If your new hire leaves within 3 months, for example because the project moved to its next stage sooner than planned, we restart the search at no cost. If we find no replacement within 4 months, we refund 50% of the fees. On average, 94% of Muzzo hires are still in post after 3 months.
our energy headhunters are ready to start
A hire signed in under 26 days. You only pay when you hire.
the reality
in energy, a good profile is judged by the projects they delivered
good profiles are tied up in long projects
A project manager or project engineer often follows a project from development to commissioning. They don't leave halfway for a job ad. An energy headhunter knows when to approach them.
one job title, different jobs
A project engineer at a solar installer, at an energy supplier or at a design office doesn't sell the same thing. The headhunter starts from your field and your project cycle.
skills often come from elsewhere
Oil and gas, construction, manufacturing, automotive: many energy transition profiles learned their trade elsewhere. The headhunter knows which skills transfer.
the roles
the energy profiles our headhunters go after for you
From developing a wind or solar farm to running it, each role goes to a headhunter who knows the field.
project engineer and technical sales engineer
They price, sell and follow installation or maintenance projects, from quote to handover. A role at the border between technical work and sales.
already hired via muzzo
energy salesperson and technical salesperson
They sell wind or solar projects, equipment or energy contracts to companies and local authorities.
already hired via muzzo
renewable project developer
They find the land, meet local officials and landowners, and carry the project through to permits. A field job that takes patience.
cartographer and study engineer
They map a site's constraints and prepare the technical data for a wind or solar project.
already hired via muzzo
solar and wind construction project manager
They run the site, the subcontractors and the grid connection, through to commissioning. They often come from construction or manufacturing.
QHSE manager and HSE engineer
They own site safety, compliance and audits. In nuclear, safety becomes a job in its own right.
already hired via muzzo
R&D engineer and R&D director
Hydrogen, storage, new processes: they lead research projects through to prototype and industrialisation.
already hired via muzzo
site and operations manager
They run a production site or a branch day to day: teams, safety, availability of the installations.
already hired via muzzo
the method
an energy headhunter, not an agency that does everything
Developing a farm, building it and running it are three different jobs. So the method starts from the stage your project is at.
we place the role in the project's life
Development, construction, operations or energy sales: the brief sets out the field, the stage and the role's stakeholders (local officials, subcontractors, customers, grid operator).
one headhunter per field
From more than 2,500 selected headhunters, your role goes to those who place the most people in that job: renewables, grids, energy supply or energy efficiency.
projects checked before the interview
The headhunter asks which projects the profile saw through to the end, with which permits and which teams, then cross-checks with references.
hiring in energy: what you need to know
why use an energy recruitment agency?
An energy recruitment agency finds the profiles who develop, build, operate and sell energy: renewable power producers, suppliers, grid, hydrogen and energy efficiency players, oil and gas. Electrical installation jobs (certifications, high and low voltage, automation) have their own electrical page.
With Muzzo, your role is not posted as just another job ad. It goes to the headhunters who place the most people in that exact job. The one who places wind project developers is not the one who places an energy supplier's salespeople.
development, construction, operations: who should you hire at each project stage?
At development stage, you need field profiles: project developers, study engineers, cartographers, who find the sites and put together the permit applications. At construction stage, project managers and project engineers who run the site, the subcontractors and the grid connection.
In operations, site managers, maintenance technicians and QHSE managers who keep the installations available and safe. These three stages don't hire in the same networks or at the same time: the brief must say where your project stands.
how do you hire someone from another sector into energy?
Many energy transition jobs are learned elsewhere. A construction project manager can run a solar site, an oil and gas engineer knows the processes and safety of large sites, an automotive engineer can move to hydrogen. You still need to know what transfers.
The headhunter checks this before the interview: size of the projects delivered, safety rules known, usual stakeholders. They also tell you what the profile will need to learn with you, so onboarding is planned from the offer.
grids, refrigeration, maintenance: where are technical jobs hardest to fill?
Technical jobs in grids and refrigeration are among the hardest to fill. France Travail rates close to three quarters of planned hires of electrical network installers as hard to fill, and more than four in five for refrigeration and air conditioning technicians (81.2% of 3,130 planned hires in 2026).
These figures count all levels, not just managers. They say something simple: for these jobs, a job ad is not enough. Headhunters approach technicians and team supervisors who are already in post, at installers, grid operators and maintenance firms.
what salary should you offer in energy in 2026?
According to Apec's 2025 pay study, a managerial project engineer in the energy and water sector earns around €55k gross a year at the median. Across all sectors, 67% of these managers receive variable pay, with a median of €6,600: a point to prepare before the first interview.
Managers in health, safety and environment, a family that includes HSE engineers and nuclear safety engineers, sit at a €56k median in the same sector, with a high top of the range. Compare these benchmarks with your pay grid before starting the search: too wide a gap shows up in the headhunter's first calls.
how do our headhunters run an energy search?
A good energy profile is in post, often in the middle of a project. Headhunters approach them directly at producers, installers, design offices and suppliers. They check the projects actually delivered and introduce you to few profiles, all qualified.
Your searches stay confidential: opening a subsidiary, entering a new market or the departure of a project director is never announced. On an urgent role, several headhunters can search at the same time, each in their own network.
your questions about hiring in energy
Yes. Our headhunters have already hired in wind (sales, cartography) and in hydrogen (R&D leadership). Each role goes to the headhunter who knows the field: you don't look for a solar project developer in the same networks as a hydrogen engineer.
According to Apec, managerial business engineering roles in the energy and water sector earn a median of €55k gross a year, with 80% between €42k and €69k (2025 edition). Across all sectors, the median for this job is also €55k, but the top of the range rises to €80k.
According to Apec, HSE managers in the energy and water sector earn a median of €56k gross a year, with 80% between €42k and €88k (2025 edition). The family covers HSE engineers, HSE managers, QHSE directors and nuclear safety engineers. Across all sectors, 48% of these managers receive variable pay.
Yes. According to France Travail's 2026 BMO survey, 73.3% of the 1,350 planned hires of electrical and telecoms network installers are rated hard to fill, against 43.8% across all jobs. For these roles, headhunters approach teams already in post rather than waiting for replies to a job ad.
Yes, through our electrical page, dedicated to electrical installation jobs: certifications, high and low voltage, automation. This page covers the jobs that develop, build, operate and sell energy. Either way, the role goes to the headhunter who knows that job.