Challenge: A distributed energy company needed a senior electrical engineer with hands-on experience in microgrids, ETAP, MV/LV systems, and commissioning—not someone whose experience was limited to managing the work of others.
Vader-Rey Approach:
Vader-Rey focused the search on engineers with direct technical and project experience, screening for demonstrated microgrid, ETAP, MV/LV, and commissioning capability rather than relying on titles alone.
The Challenge
A distributed energy company needed a senior electrical engineer with direct, hands-on experience across microgrids, ETAP, medium- and low-voltage systems, and commissioning.
The challenge was specificity.
The company did not simply need someone who had managed electrical engineering projects or supervised technical teams. It needed an experienced engineer who had remained close enough to the technical work to contribute directly when required.
That significantly narrowed the available candidate pool.
The Vader-Rey Approach
Vader-Rey built the search around demonstrated technical capability rather than job titles alone.
Candidates were evaluated for direct microgrid experience, ETAP capability, MV/LV systems knowledge, commissioning exposure, and their level of personal involvement in technical project execution.
Screening focused on understanding what candidates had actually done themselves—not simply what their teams or previous employers had delivered.
This helped distinguish experienced hands-on engineers from candidates whose careers had moved primarily into management.
Why This Approach Matters
Engineering titles do not always reflect technical depth.
Two candidates can hold the same senior title while having very different levels of hands-on experience.
For specialized electrical engineering recruiting, understanding that difference early can prevent employers from spending valuable interview time on candidates who meet the title requirement but not the technical requirement.
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