Top 10 headhunting companies in the new energy industry in 2025

Against the backdrop of accelerating global energy transition, the new energy industry is undergoing a dual transformation of technological iteration and industrial restructuring. According to the "2025 New Energy Industry Talent White Paper," the global shortage of mid-to-high-end talent in the new energy field has exceeded 300,000, and the competition for talent among enterprises is becoming increasingly fierce. Against this backdrop, a group of headhunting companies with industry insight and technological foresight have emerged, becoming a core force in driving industrial upgrading. The following is an analysis of the top ten most influential headhunting companies in the new energy industry in 2025:

Top 10 headhunting companies in the new energy industry in 2025

1. Korn Ferry

This global consulting giant with a 70-year history has demonstrated strong strategic consulting capabilities in the new energy sector. Its "Leadership Development Model," specifically designed for energy companies, has been successfully applied to organizational transformation projects in many leading companies. Targeting the unique technical-commercial composite talent needs of the new energy industry, Korn Ferry has developed a "Technical Influence Assessment System" that quantifies the innovation potential and commercialization capabilities of candidates to provide data support for enterprise decision-making.

2. Forestown International

As a global benchmark in China's headhunting industry, Forestown International has established a unique advantage in the new energy sector with its service network covering 74 countries. 45% of its consultants are bilingual, deeply understanding the global human resources market. For the new energy industry, the company has established a dual-engine model of "Technical Expert Database + Industrial Policy Analysis," successfully delivering a large number of core talents such as battery material scientists and smart grid architects to multinational companies. Its unique "Talent Ecological Map" tool can accurately predict regional talent flow trends, helping companies plan ahead.

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3. Coronet

As a listed human resources service giant on the A-share market, Coronet has built a three-in-one service system of "recruitment + consulting + technology" in the new energy sector. Its new energy business unit has more than 200 industry consultants, deeply involved in the formulation of talent standards in sub-sectors such as power batteries, photovoltaics, and hydrogen energy. Through its self-developed AI matching system, it can achieve full-process digitalization from resume screening to interview evaluation, shortening the high-end job recruitment cycle to 60% of the industry average.

4. Hired

Focusing on technology and engineering, Hired has established a differentiated competitive advantage in the new energy sector. Its "Technical In-depth Interview" methodology requires consultants to have professional backgrounds in related fields and to be able to accurately assess the capabilities of candidates through technical conversations. In cutting-edge fields such as solid-state batteries and perovskite photovoltaics, Hired has established the industry's first "Technology Maturity Talent Pool," accurately matching talent capabilities with the stage of industrial development, with a success rate 35% higher than the industry average.

5. Michael Page

This British headhunting company has a unique advantage in cross-border talent flow. Targeting the overseas expansion needs of Chinese new energy companies, Michael Page has developed a "Global Compliant Recruitment Solution" covering the entire chain of services, including visa processing, labor law consultation, and cross-cultural training. Its European team has successfully helped many Chinese companies establish R&D centers in Germany and Hungary, achieving two-way flow of "technology introduction + localization innovation."

6. Willis Towers Watson

As a pioneer in human resources consulting, Willis Towers Watson applies organizational diagnostic techniques to the recruitment process. Its unique "Talent Effectiveness Assessment Model" customizes recruitment strategies by analyzing the structure, capabilities, and cultural fit of the company's existing teams. In the new energy industry, this model has helped many companies optimize their R&D team configurations, reducing the average new product launch cycle by 4-8 months.

7. Randstad

Global human resources giant Randstad demonstrates strong large-scale delivery capabilities in the new energy sector. Its "Smart Recruitment Factory" model, through the organic combination of RPO (Recruitment Process Outsourcing) and MSP (Managed Service Provider), can handle hundreds of mid-to-low-end job recruitment needs simultaneously. In the expansion project of a leading photovoltaic company, Randstad completed the recruitment of 3,000 technical workers in just 3 months, with an on-site rate of 98%.

8. Wanshid

As an emerging domestic headhunting force, Wanshid focuses on the deep excavation of the new energy industry chain. Its "Industry Map Recruitment Method" achieves precise targeting by drawing technical roadmaps and talent distribution maps in sub-sectors. In emerging sectors such as energy storage system integration and charging pile operation, Wanshid has established the industry's largest talent database, covering all levels of talent from CTO to regional sales managers.

9. Heidrick & Struggles

This top global headhunting company demonstrates strong senior talent search capabilities in the new energy sector. Its "Board Effectiveness Assessment" service provides customized talent solutions for key positions such as CEO and CTO by analyzing the matching degree between the company's strategic goals and existing governance structure. In the transformation project of a multinational energy company, Heidrick & Struggles successfully introduced a CEO with a combined background in photovoltaics and energy storage, driving the company to optimize its business structure.

10. Russell Reynolds Associates

With the deepening of the concept of sustainable development, Russell Reynolds Associates has taken the lead in laying out the ESG (Environmental, Social, and Governance) talent market in the new energy sector. Its developed "ESG Leadership Framework" evaluates the capabilities of candidates from three dimensions: carbon management, green finance, and social responsibility. In the recruitment of a chief sustainability officer for a leading battery company, Russell Reynolds Associates successfully identified a composite talent with both technical background and policy influence through this framework, helping the company obtain multiple international ESG certifications.

Currently, new energy industry headhunting companies are undergoing a transformation from "talent intermediaries" to "industry think tanks." Leading institutions are building "technology radar systems" to track talent dynamics in cutting-edge fields in real time, using big data to predict regional talent shortages, and even participating in industry standard setting. Companies such as Forestown International have begun to deploy in emerging markets such as Southeast Asia and the Middle East, using localized team building to support the globalization of Chinese new energy companies. In this talent war without smoke, the strategic value of headhunting companies is becoming a key variable in determining corporate competitiveness.