The EV sector is scaling at an unprecedented rate. For founders, HR leaders, and hiring managers, this rapid growth brings one of the toughest challenges: attracting and retaining the right people.

Hiring in EV is not like hiring in other industries, the competition is fiercer, timelines are shorter, and the expectations are higher. Here are five critical things to be aware of when hiring in the EV charging industry, and how to set your business up for success.

1. Transferrable Skills Matter

EV is a young sector, and the perfect candidate with ten years of direct EVSE experience is rare. Many of the best hires come from adjacent industries like automotive, aerospace, telecoms, or energy.

Companies that recognise the value of transferrable skills, and are open to training, gain access to a far broader, high-quality talent pool.

2. Salary-Jump Movers

Many professionals are entering the EV market motivated by a significant salary increase. While competitive pay attracts talent, it can also create retention risks if the move is purely financial.

Businesses must balance salary competitiveness with long-term retention strategies, including purpose-driven culture, progression opportunities, and equity.

3. Pace of Getting Offers Out

Top EV candidates are often juggling multiple offers. A long, drawn-out hiring process is one of the fastest ways to lose great talent to a competitor.

Streamlined processes, clear communication, and decisive decision-making are key. In the EV market, speed equals success.

4. Know Your Competitors’ Offers

In the EV sector, you are not only competing for customers, you are competing for talent. If you do not know what your competitors are putting on the table, you risk losing the best candidates before you even start.

Understanding competitor salary bands, benefits, flexibility policies, and culture gives you the ability to position your business more effectively. It is not always about outspending competitors, but about knowing how to differentiate your offer.

The companies that succeed in hiring are the ones that track competitor moves, adapt quickly, and communicate a clear reason why top talent should choose them over anyone else.

5. Understand What Truly Differentiates You

Every EV business claims to be mission-led and sustainability-focused, candidates hear that everywhere. What actually sets companies apart are the tangible differentiators that impact a candidate’s day-to-day experience and long-term career.

For example:
– Stage of growth (startup agility vs. scale-up stability)
– Technology edge (proprietary charging tech, software innovation, partnerships)
– Career trajectory (flat vs. structured progression, leadership opportunities)
– Cultural reality (fast-paced startup chaos vs. process-driven corporates)


The companies that win talent do not just sell the EV mission, they make clear why their opportunity is different from the competitor down the road.

Hiring in EV is a unique challenge, it requires speed, precision, and a deep understanding of the sector. By focusing on transferrable skills, competitive awareness, and real differentiators, companies can secure the talent they need to grow.

👉 At Aym Recruitment, we work exclusively with EV businesses to help them attract, secure, and retain world-class talent.

Stronger teams. Smarter hires. Future-proof recruitment starts here — book a consultation today.