Retained Search & Selection
Placing the Talent of the Future
Executive and Specialist Recruitment, Delivered with Precision and Discretion.
When hiring for senior, commercially sensitive or business-critical roles, a higher level of care, confidentiality, and market intelligence is required. LSP Renewables offers retained search and selection services for leadership and niche technical appointments across the global renewable energy sector.
We deliver discreet, consultative recruitment support — ensuring the highest calibre professionals are identified, engaged and secured through a structured, targeted approach.
Read more
What We Offer
Executive & C-Suite Search
From Managing Directors and CFOs to Heads of Engineering, LSP has successfully placed senior executives across wind, solar, green hydrogen, finance and infrastructure.
Specialist Technical Search
We support clients in identifying top-tier technical talent for high-impact roles, including grid specialists, battery storage experts, subsea engineers, and energy transition advisors.
Full Market Mapping & Engagement
Our retained model gives you access to our full network, proactive outreach, competitor mapping and rigorous shortlisting — giving you market confidence, not just candidates.
Why Choose Retained Search?
-
Confidential Approach: Protect business plans, internal structures and sensitive information.
-
Deeper Market Insight: Gain access to talent not active in the open job market.
-
Priority Service: Retained roles are handled by our senior consultants with a dedicated delivery team.
-
Guaranteed Results: Structured milestones and success-based outcomes ensure accountability.
Our Process
-
Brief & Strategy – We define the ideal profile, project scope and timelines.
-
Market Mapping – Targeted research across global markets, competitors and adjacent sectors.
-
Outreach & Engagement – Discreet contact and qualification of potential candidates.
-
Assessment & Shortlist – In-depth interviews and reporting on shortlisted talent.
-
Interview Support – Coordination, feedback, and offer management.
-
Placement & Follow-Up – Post-placement care and retention check-ins.
“We understand that retained search is about more than filling a vacancy — it's about building future leadership.”
FAQs
Q: What roles are best suited for retained search?
A: Typically senior, sensitive, or specialist positions — such as C-suite leaders, technical directors, or rare skillset roles — where quality, discretion and market coverage are critical.
Q: How does retained search differ from contingent recruitment?
A: Retained search involves an upfront commitment, enabling full market engagement, competitor mapping and deeper candidate research. It’s a more strategic, relationship-driven process.
Q: What regions do you cover for retained assignments?
A: We operate globally across the UK, Europe, North America, APAC and the Middle East — delivering retained hires in over 30 countries.
Q: What sectors do you cover?
A: We specialise in offshore wind, onshore wind, solar, grid connection, green hydrogen, EV infrastructure, and green finance.
Benefits Of Retained Search
When there isn't a race against other agencies, more time can be taken to focus and find the highest quality candidates. From a Client perspective it also means one single point of contact rather than dealing with multiple recruiters all vying for attention.
Often the right person for your role is the one who is already happy in their existing position. LSP will approach the whole of the market leaving no stone un-turned, confidentially for your business to free up the perfect candidate
Clients can go into a high level of detail which are often very unique and be confident that a recruiter will go above and beyond to find the ideal applicant
Dedicated search team who focus 100% of their time on the assignment
A market map is generated of all relevant professionals working in similar companies and roles in the industry
All candidates that have been approached initially will be vetted by a Senior Recruiter. Interested parties are then interviewed by a Principle Consultant or Director
A handful of candidates who fit skill, culture and any other niche requirements will be submitted to Clients so that the best fit can be chosen
Retained Search VS Contingency Search
| Retained | Contingency | |
|---|---|---|
| Role advertised on LSP Website & Company LinkedIn Page | ||
| Client Branded Campaign Pag Built & Hosted on LSP Website | ||
| Full LSP Database Search of 40,000+ Renewable Energy professionals | ||
| Full brief given to candidates registered on our database to ascertain their interest | ||
| LSP Search team assigned (2-3 persons) Dedicated team focus 100% if their time on the assigment during the search phase (Approx 2-3 weeks) | ||
| Interested and relevant candidates sent to hiring company with full details of their current expected remuneration along with their availability | ||
| Additional Adverting placed in relevant trade press | ||
| Full market map generated of all relevant professionals working in similar companies and roles in the industry | ||
| Longlist compiled and professional proactive approaches made to whole of market | ||
| Weekly progress meetings carried out between hiring company and LSP Director / Principal | ||
| Interested parties are interviewed by Principal Consultant or Director to ascertain suitability for the position including screening and details video interview | ||
| Psychometric assessments conducted | ||
| Shortlist compiled of best suited candidates | ||
| Longlist and Shortlist shared with hiring company along with detailed profiles of best suited candidates | ||
| Candidates and hiring company supported through selection process and onboarding |
Our infographic above compares Retained Search versus Contingency Search and can help you to discover which option would suit your requirements best.
What Our Clients Say
For specialist Renewable Energy industry advice or for an informal confidential chat please call our specialist teams on