Executive search for the energy transition in Australia
Talent Search Haus is a boutique, partner-led executive search firm. We appoint board members, C-suite executives and leaders one level below the C-suite for climate tech companies and the organisations building Australia's energy infrastructure. Most searches take six to eight weeks, and every appointment carries a 12-month guarantee.
Who do you work with in the energy transition?
We work with climate tech founders and their investors, from early growth to scale; renewable energy developers and operators across wind, solar, and battery storage; transmission and grid businesses; and the infrastructure investors who fund the build.
What leadership roles do you recruit in the energy transition?
We work with Chairs on non-executive director appointments. At C-suite level we appoint CEOs, CFOs, COOs, and CTOs. We also fill critical roles in project development and delivery, grid connection, commercial and offtake, capital raising, and community and stakeholder engagement.
Which policy changes are shaping energy transition leadership?
Recent policy decisions set the targets and funding for the build:
Emissions target: in September 2025 the government set a 2035 target of 62 to 70% below 2005 levels.
Grid plan: AEMO's 2026 Integrated System Plan maps a path to 82% renewable electricity by 2030, and calls for around 6,000km of new transmission and nearly 120GW of utility-scale wind and solar by 2050.
Capacity Investment Scheme: expanded in July 2025 to 40GW of renewable generation and storage by 2030. The May 2026 tender contracted 7.8GW across 19 projects.
Production tax incentives: from 1 July 2027, $2 per kilogram of renewable hydrogen produced, and a 10% tax offset for critical minerals processing costs.
Environmental approvals: a new National Environmental Protection Agency began on 1 July 2026 under the reformed EPBC Act.
How does a partner-led retained search work?
Retained executive search follows a defined strategy. We map competitors and other organisations likely to hold the right talent, then speak with market participants to test views on targeted and potential candidates that desk research can miss. A Partner who leads the relevant industry sector or function runs every discussion with market participants and candidates, and our support team handles desk research. Fees are invoiced in stages across the project.
How do you assess energy transition candidates?
We use our proprietary 5D Talent Due Diligence framework on every search. It is also available on its own, for individual or team evaluations, or for investors assessing human capital. When more data is needed, we partner with providers such as Hogan and SHL.