Navigating Compensation Challenges in US BESS Hiring

A single US search we ran this quarter generated 45+ candidate rejections on salary alone.

Same role, same spec.
Each rejection landed at first call, before strategy, title or relocation came up.

It is not isolated. Across our active US mandates, the most common reason a qualified candidate exits a process right now is compensation. Not relocation. Not title. Not strategy fit. Cash.

What clients are telling us: "We benchmarked the role last year."
What candidates are telling us: "That number was the floor in 2024."
Both are correct. That is the problem.

The searches that close fastest are the ones where budget is on par with the market, with flexibility built in from the start. The searches that stall are the ones priced to a benchmark from a year ago.

If you are running a US BESS or utility-scale storage hire and finalists keep walking at offer stage, the issue is almost never culture.

Are the comp bands you set 12 months ago still closing offers?

If you're hiring senior commercial, development, or project finance leaders for a US storage build, we can show you what the market is actually paying. [email protected]
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