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Tinder Versus Recruitment

Tinder Versus Recruitment

Often in life, we limit ourselves to speaking to the pre-defined fields that we think recruiters want to see on our CVs or what they want to chat about over the phone. We cover the basics in a summary “bio” and occasionally speak to our “interests”. We don’t take enough time to think about what we really want to get out of our relationship with a future employer – who that dream employer is and why. Engagements with our recruiter, in short, are often taken at face value. It is these small nuances that can define how successful you are in a firm once a recruiter places you. Is the corporate culture built to optimize your outputs?

So, before you swipe right on a recruiter to find your new challenge, really think about what you want and how they could canvass you effectively to an employer you respect, or how they can motivate your profile for a current role they are sourcing for.

Here are a few key points that candidates often forget to mention on their CVs or bring up in discussions with their recruiter. These are the elements that can help you land your dream job or assist a recruiter to match you to the right firm.

  • First off, get the recruiter’s name and understand a bit more about them. What is their track record when placing candidates and what are their expertise? After all, you are going to want to build a strong long-lasting relationship with them if they are going to represent you.
  • Are you willing to relocate and where would you consider moving to?
    • Candidates should think carefully about this question a recruiter may pose to them. Before simply stating where you would be happy to relocate to for a dream job, check in with your spouse to see if this is a realistic move. Will your partner be able to find work there? Are there schools in the area that you would happily send your kids to? What are the living costs associated with relocating to that destination and are your salary expectations realistic in covering these costs? If you need to relocate, what is a realistic notice period? Who do you expect to cover the cost of relocation? Is this location one that you can see yourself living and working in for a while? Would you feel comfortable moving away from additional support structures that you had (e.g. parents and in-laws)
  • What are your drivers? Are you looking for career growth or is it purely based on financials?
    • If you are motivated by the experience that you can gain with your dream company then what are the minimum walk away points in terms of a salary that you would be open to negotiating on? If you are looking to expand your experience you must remember that you are not the only applicant an employer is looking at. So if you are focused on indicating a move for a salary increase from your current CTC it could affect your chances of getting the job if another candidate has the same experience but their remuneration expectations are lower than yours.
  • What is the corporate culture you are after and in what type of environment do you work best?
    • Are you an introvert that needs their own space and can happily work remotely with little external engagement or do you work better in an open planned office that is very team-based?
    • Do you prefer to work in certain gender-based environments? Maybe you prefer a culturally diverse team or working with internationals.
    • Are slacks and slops more your style or do you like to suit up to work? Perhaps a more unstructured environment is your thing while others may opt for a corporate environment with strict processes and procedures in place (less grey matter)?
    • Are you concerned about the company staff turnover and or how many of their employees are promoted internally? Talk about it.
  • Which companies do you respect and why?
    • If you want a recruiter to successfully match you to relevant companies on your wish list, they need to know why they are on the wish list. Is it the types of projects they have been involved in, the geos they are expanding into, an innovative offering you want to gain experience in, or is it something to do with the brand culture they embody. Are there companies that you do not respect and why? All these questions will better aid your recruiter to apply your preferences to mapping out opportunities for you through their networks.

In summary, never assume a recruiter can speak (or assume) for your unspoken motivations or needs. Considering a career change should be seen much like going into a relationship, you need to think about what you want out of it and what will keep you happy in order to excel in that environment. What is your “hierarchy of needs”? If you are not moving for the right reasons the employment relationship will simply, not last.

If you have questions during your engagements with our recruiters, please speak up! If you would like to enquire about our Career Coaching services, feel free to drop us an email at

Sean Gibson

Managing Director

“AltGen is all about effecting change, through people. With integrity, and passion”. 

Managing Director and Founder of the AltGen’ Group. Sean has played a pivotal role in steering and leading the vision and mission of AltGen, making AltGen the only highly specialist renewable energy recruitment firm operating within the renewable energy and sustainability space in Africa. Sean oversees the success of the entire group of AltGen companies.

Sean holds a Master of Philosophy in Sustainable Development from Stellenbosch University as well as an Honours degree from Rhodes University

Robert Veith

Sales Director

“Without quality and intelligent effort, there is no success and no reward.”

Joining AltGen in 2014, Robert started as a Recruitment Consultant and has since become our Recruitment Director overseeing the Recruitment and Executive Search division. Robert has extensive experience in securing talent for rare skills in the energy engineering market, including skills to the likes of Power System Engineers, SCADA Engineers, Project Developers and Electrical Engineering skills specific to design.

Through Robert’s leadership, each recruitment team is enabled to focus on their specific area of expertise, ensuring all client hiring needs are met. Through Robert’s years of dedication to sourcing and securing top talent in the industry, he has a wealth of insight into the skills market and provides our clients with a competitive advantage in a scarce skills environment enabling them to effectively execute on some of the most challenging renewable energy projects across Africa. Robert is also responsible for growth of the engineering recruitment team.

Robert holds a Bachelor of Commerce in Marketing Management from UNISA as well as a National Diploma in Electrical Engineering from CPUT.

Lindy Taylor

Business Development & Innovation Director

“The success of an organisation is defined by its people.”

As the Innovation & Business Development Manager, Lindy is responsible for the marketing and business development activities of AltGen. Through her big picture vision, Lindy has enabled AltGen to remain responsive in the cleantech space. She is responsible for engagements with new clients.
Lindy initially joined AltGen in 2015 and has grown into being an integral member of the senior management team. She ensures a collaborative approach with clients catering to their custom needs. Her focus is on attaining new clients, as well as handling contractual relationships with new and existing stakeholders.
Lindy holds a Bachelor’ Degree in Social Sciences from Rhodes University.

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Chris Roetz

Workforce Management Services: General Manager

“My goal is to deliver exceptional operational performance within AltGen – Northern Cape building on people, energy and sustainability”

Chris Roetz oversees AltGen’s Workforce Management division in the Northern Cape. He is responsible for the successful execution of HR advisory and management services for clients’ utility-scale projects in the region. Currently, Roetz mobilises an outsourced staff complement of over 200 employees. He also steers AltGen’s Solar Works programme in conjunction with his Pofadder based team.

Chris has 20 years of professional experience in an HR and outsourced staffing capacity within the energy environment and holds a National Diploma in Human Resource Management from UNISA.

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Muslim Janoowala

Consulting Services: Senior Consultant & Business Development Lead

“My focus is to be able to do impactful work, being in the front lines of the development sector finding solutions to safe and reliable drinking water, power and sanitation”

Muslim Janoowala drives AltGen’s consulting services arm. Muslim has 10+ years of experience in the renewable energy, water and general engineering space in Eastern Africa and has played an instrumental role in the success of AltGen consulting engagement on the AFD Green Mini-grid Programme in Kenya. His expertise caters to M&E activities, project management, impact analysis and assessments of funded water and renewable energy programmes that “enlighten” and uplift communities in rural Africa.

Muslim holds an MSc in Construction Management from Cass Business School and a Bachelor of Engineering in Architectural Environment Engineering from the University of Nottingham.

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Wiehahn de Jager

Senior Consultant & Team Lead

“The happiness of your life depends upon the quality of your thoughts.”

Wiehahn de Jager has specialist recruitment expertise in the finance sector and has worked on various mandates for large international and national clients on both a retained and contingency basis. Wiehahn has gained an in-depth understanding of the professional skills operating within the capital markets, fin-tech, and green finance space, with a keen focus on talented professionals within the African context. He has a strong track record successfully working on a range of skill levels, from Directors to Analysts, with a special focus on professionals from mid-level up to Corporate Executives.

Wiehahn holds a Bachelor in Law from the University of Stellenbosch.

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Robert Slater

Senior Consultant & Team Lead

“I love to serve people and be the steppingstone between them and their dream job.”

Robert Slater is an expert in the talent acquisition of carbon management, environmental and social governance-related professionals across Africa. Robert has successfully closed mandates for clients who are focused on sourcing skills with experience in climate change, clean cooking, sustainability, and agricultural environments.

Slater cares deeply for people and the planet, he has a Life Coach Training certification from New Insights and volunteers at ON A MISSION, an NPO which enables businesses and individuals to invest in carbon offset projects. He holds an Honours Degree in Environmental Management from UNISA.

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Natascha Marais


“If opportunity doesn’t knock, build a door. I look for people who want to change the world and introduce them to like-minded companies.”

Natascha Marais is highly skilled when it comes to sourcing those “unicorns” for our clients in the OEM, AI and technology, economic development, and legal spaces.

Natascha has proven experience in identifying and onboarding professionals to the likes of business developers, sales, and account managers as well as technical sales or software developer skills.

Marais holds a Bachelor of Commerce in Law from Pearson Institute.


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