Illustration photo
Executive search firm · Paris 8th
Executive search · Paris · energy industry
Volta Executive hires the senior executives of the energy industry: site and plant directors, operations directors, leadership teams. Five areas of expertise, led by energy recovery. Direct search, exclusive mandate, an engineer on every mandate.
8
Leadership mandates
under way, clients never named
5,0/5
112 Google reviews
clients and hired candidates
25%
One position · 23 % from two
similar positions, 1/3 deposit
01 · Our expertise
Five areas of expertise, one industry
Energy recovery comes first: it is our specialty. For each area of expertise, the roles we hire for, from the executive committee to site management, and the page detailing our mandates.
01Our specialty
EfW, biomass, SRF, cogeneration, anaerobic digestion, heat networks
Plants that never stop, under the ICPE regulated-site regime. The director is judged on plant availability and on relations with the regulator.
The roles we hire, from leadership to management
02Expertise
Production plants, special machinery, continuous process
The plants that build energy equipment. The director is judged on OEE, planned shutdowns and management under pressure.
The roles we hire, from leadership to management
03Expertise
Stationary storage, power conversion, MV/HV grid connection, EV charging
Profiles with three skills: electrochemistry, power electronics and grid studies. Few master all three, and they are in post.
The roles we hire, from leadership to management
04Expertise
Carbon trajectory, heat electrification, heat pumps, on-site renewables
Often newly created roles, with no predecessor, carrying a capital budget. The leader is judged on the tonnes of CO₂ avoided and on CAPEX kept on track.
The roles we hire, from leadership to management
05Expertise
Energy performance, ISO 50001, energy savings certificates, energy performance contracts, BEMS
Cut consumption before switching energy. Regulatory audits, the French tertiary decree, ISO 50001, energy savings certificate obligations: the timetable is set by regulation, not by your hiring.
The roles we hire, from leadership to management
02 · Who leads the mandate
The founder
Florian Beurtey, an engineer from Mines de Saint-Étienne and AgroParisTech, spent ten years in plants at EDF and Safran before executive search. He founded Volta Executive in Paris and leads every leadership mandate himself, from scoping to onboarding.
Why an engineer assesses a site director better
Availability rate, OEE, technical shutdown, emission limit values: the interview covers what the executive actually delivered, with figures to back it up. These questions show whether he has run a plant or only knows the vocabulary.
Ten years in plants before executive search, at EDF on the Paluel nuclear site, then at Safran in lean and continuous improvement. He knows what a shutdown costs and what a shift team weighs.
The one-hour scoping with your leadership, the assessment of each finalist against the scorecard, the negotiation, then 90 days of onboarding follow-up. A single point of contact.
Florian did what few still do: he saw the person behind the skills and the experience. An approach built on trust and precision that I strongly recommend.
03 · Our mandates
Leadership mandates
8 mandats de direction en cours, rangés par expertise. Le client n'est jamais nommé : la région de l'annonce ou le secteur, rien de plus.
Confidential mandates
Managing directors, operations directors and site directors in industry, for international groups and transformation and innovation programmes. Detailed under NDA.
An energy transition programme, as a confidential case study
04 · The framework
Hiring in 3 weeks
Four stages, one deliverable at each, three payment dates. At every date you know what you receive and what you pay.
J1Day 1
Scorecard approved by the manager
One-third deposit at launch
J3Days 1 to 3
A quantified talent map
J10Within 10 days
3 to 5 reasoned profiles
J21Within 3 weeks
Offer accepted, start date set
Balance when the offer letter is signed
Confidentiality
The executives approached read an anonymous job brief. Your company's name only appears after the qualification interview.
A non-disclosure agreement signed before scoping when the role or the project calls for it.
Executives in post, approached one by one, never through a job ad that points to your site.
No executive approached and no confidential mandate is ever named on social media or on this site.
Mandate terms · Volta Executive
25%
For one position
of the annual gross package, exclusive mandate
23%
Per position, from two
similar positions, entrusted together
1/3
Deposit at launch
deducted from the invoice, balance on signature of the offer
Exclusive mandate · replacement guarantee of 3 months, extendable to 6 · onboarding follow-up over 90 days · NDA on request
05 · Questions
6 questions
Executive search is the recruitment of senior executives through direct search: the firm maps the market, approaches executives in post one by one, assesses them and presents a shortlist. At Volta Executive, a firm based in Paris 8th, every mandate is exclusive and led by an engineer, with a shortlist within 10 days and a hire within 3 weeks.
Managing directors, operations, site and plant directors, technical, quality and supply chain directors, then the key managers around them: maintenance, production, HSE. Five areas of expertise: energy recovery (EfW, biomass, SRF, heat networks), our specialty; industry and manufacturing; power electronics, BESS and HV/LV; decarbonisation; energy efficiency.
A site director is judged on what he delivered: plant availability, a technical shutdown, ICPE compliance, OEE. A generalist firm runs a recruitment process without knowing how to ask these questions. At Volta Executive, every finalist is assessed by an engineer from Mines de Saint-Étienne and AgroParisTech who spent ten years in plants at EDF and Safran.
25% of the hired executive's annual gross package for one position, 23% per position from two similar positions entrusted together. A one-third deposit is invoiced at launch and deducted from the final invoice, the balance on signature of the offer letter. The mandate is exclusive, with a 3-month replacement guarantee extendable to 6 and 90 days of onboarding follow-up.
The executives approached read an anonymous job brief: your company's name only appears after the qualification interview. A non-disclosure agreement is signed before scoping when the role calls for it. No executive approached and no confidential mandate is ever named on social media or on this site.
3 weeks on a precise framework: one hour of scoping and a scorecard on day one, market mapping over the first three days, a shortlist within 10 days, the offer accepted within 3 weeks. The hired executive's notice period, often three months, comes on top.
First confidential conversation
You leave with the ecosystem to search, the timeline of the 21 days and the terms that apply. NDA on request.
Reply within 48 h · shortlist within 10 days · hire within 3 weeks
