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Want To Make Your Firm More Desirable to Work For?

Want To Make Your Firm More Desirable to Work For?

You may have asked yourself: “ How do we position our company to ensure that when we need new top skills to join the team, we have excellent profiles contacting us left, right, and center? ” In essence, how do we make our business a desirable one to work for? Well, the easy answer to this is to establish a fruitful relationship with a skilled recruiter, whose reputation in the market speaks for itself and can help you fulfill your recruitment needs. When the time comes for a growing firm to onboard new talent to join the team, it is important to consider that the recruitment process lends itself to building a sought after brand which will attract great talent down the line, making the need for outsourced recruitment services obsolete in the future.

In this sense, it is pivotal the senior management team, line managers, and HR professionals guiding the process align themselves with the opportunity to leverage the marketing activities of the recruiters who are conducting the top talent skills search for your company. Simply put, this means that you need to properly outline your niche in the industry, determine the culture of your company and what types of individuals would thrive in your organisation as well as consider other factors that may impact the recruitment process. All of this is useful information to the recruiter, which they will utilise during the recruitment process to get the candidates on board.

When one speaks of the recruitment process as a branding opportunity, it means that you will have specialised recruiters who are well networked and connected in the industry which will be used to their advantage in order to conduct verbal engagements with a minimum of 15 prospective professionals through a variety of communication channels. Of those 15 prospective candidates, a maximum of 5 will be shortlisted before CV’s land in your inbox. A great recruitment firm will focus on getting talent on board for the idea of joining a firm prior to interview stages which ensures that your firm does not find itself facing counteroffers. In summary, they will effectively screen the requirements against the skillset you want the profiles to possess, and in the same breathe shed light on why the candidates cannot afford to miss out on the opportunity to work for your firm. This would include discussions on what makes your company better than its competitors, why your company culture is perfect for them, and what they can expect when beginning the recruitment process with your team as well as where a career with your firm may take them. See how those initial conversations with your team are so important?

One of the major factors companies tend to overlook is how their management of the recruitment process creates perceptions of the brand in the candidate’s minds. Be cognisant of how professionals in the industry talk, and if your processes left a bad taste in their mouth, others would likely find out about it too. So how do you manage this? First off, the HR team or hiring managers need to outline how many steps there will be in the process, who will be involved and what the timelines are. Those involved in the hiring processes need to take responsibility for their deliverables in the procedure if they are going to secure the best candidates. One of the biggest disappointments to candidates who have been involved in a recruitment process is not receiving feedback within the stipulated timelines. Simultaneously, companies have often lost exceptional talent they were engaging with because they simply took too long to make an offer, did not outline the next steps in the process, and/or did not keep the lines of communication open with the representative recruiter or candidates in the process.

So the next time you decide to engage with a recruiter to assist you with filling your companies vacancies, clearly define the process with your team as well as provide insight to your recruiter on why your firm is better than others and what it is that makes your team and brand unique in that space. The aim is to develop a name that attracts the right talent whether you are presently seeking new talent or not.

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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