Some interesting insight & thoughts into the “remote” power utility market...

Some interesting insight & thoughts into the “remote” power utility market:

So far this year…

⚡ 90% of my placements have been offered some sort of remote/hybrid set up

⚡ 60% work remotely from a neighboring state/time zone

⚡ 40% work remotely or hybrid but have local accessibility to an office

⚡ 6 of the top utilities I supported across the US have remote set ups (YES - utilities are capable of remote capacity too)

Feedback I’ve gotten from Hiring Managers who have allowed remote hires and/or applicants (including those originally wary requiring 100% on-site)...

💡 Much stronger & higher volume of candidate/applicant pool to consider

💡 Noticeable quality improvements - more candidates with PE Licenses, more relevant technical experience to the posting, better work tenure, years of experience, etc...

💡 Cost effective – saved them money in relocation fees, etc.

💡 Time saving – were able to fill their urgent mandates faster

Now I’m certainly not discrediting or saying that employers who require employees to be on-site are “wrong” or “behind the times” - I do believe in the power of face time. As someone who was offered an 100% remote position to accommodate relocating to a new city/state last year, I learned a little later on that I felt a lot happier having access to a local office despite not having my team there (S/O to our parent company for the hospitality when I do pop in!)

My point is, especially in the craziest market we’ve seen thus far for finding the same senior level talent – I’d highly encourage employers to consider the above insights – especially if you find that “urgency” and “quality” having been your two main pain points in hiring. You’d be surprised by the number of senior level engineers out there who are open to making a change but limited because of relocating.

#remoteutilitymarket #substationengineers #transmissionengineering #powerdelivery #hiring