35 benchmarked salary cells across offshore wind, C&I solar, BESS, EV charging and energy consultancy — the only sector where London, the North and Scotland are paid the same.
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UK Energy, Renewables & Utilities sales salaries in 2026 sit on top of a £70 billion sector that grew through the wider 2025 hiring downturn — and the regional pay map breaks the standard UK pattern: at Senior IC level and above, the North of England and Scotland match or exceed London on base and OTE, driven by the offshore wind supply chain cluster (Hull, Grimsby, Teesside, Tyneside) and Aberdeen's oil-to-renewables transition. This chapter sets out 35 benchmarked cells — base salary and on-target earnings, by seniority level and UK region — for SDR / Solar Sales Consultant, BDM / Commercial Solar Sales Manager, Senior BDM / KAM, Sales Manager / Head of Commercial Solar, and Sales Director / CRO roles across utility-scale renewables, C&I renewables, and energy consultancy / TPI sub-segments. Compiled May 2026 against ONS earnings data, published 2025 renewables salary surveys, KPMG/REC Report on Jobs and live job advertisements.
This sector trades under several names depending on sub-segment — "renewables", "clean energy", "energy transition", "low-carbon" — but the commercial roles share a common DNA: technically literate field or hybrid territory sales, long sales cycles for commercial and utility-scale projects, fast-cycle high-volume sales for residential and SME, and an unusual regional pay map. The wider context for both sits in the 2026 UK Sales Salary Guide's cross-sector framework, and the field-sales reward shape is closest to the one documented for Engineering and Construction — with one decisive difference: the regional flattening at Senior IC and above.
The UK clean energy economy is now worth over £70 billion and employs approximately 250,000 people across renewables and supporting industries, with offshore wind alone expected to support up to 100,000 jobs by 2030. That makes Energy, Renewables & Utilities one of only two sectors (alongside Engineering) where 2026 hiring conditions are demonstrably stronger than the wider UK labour market. The May 2026 KPMG/REC Report on Jobs — recorded against a backdrop of permanent vacancies falling for the 30th consecutive month nationally — flagged renewables-adjacent commercial hiring as the single exception, with capital projects in offshore wind, BESS and grid-connection work continuing to expand commercial headcount.
The 2026 macro environment is doing two things to this sector simultaneously. First, the Iran conflict and resulting energy-price volatility is strengthening the longer-term push for renewables — UK wholesale gas prices for Winter 2026 delivery rose 37% between January and late March 2026 following the Hormuz tanker disruption, which transmits directly into corporate decarbonisation budgets and CFO sign-off on PPAs, solar PV roofs and BESS installations. Second, on 25 March 2026 wind generation in the UK reached a record 23,880 MW in a single day, with wind the largest source of electricity generation for the fourth consecutive quarter. Capacity is being added faster than at any time in the past decade — and that capacity needs to be sold, contracted, financed and procured.
A published 2025 renewables salary survey reported that UK renewables staff enjoyed an average 13.2% pay rise in 2025, with 73% of professionals expecting another rise within twelve months. The 2026 CIPD/IRN Energy bucket forecast is 3.24% — the same as Manufacturing and Financial Services. Hiring managers should treat the gap between the 3.24% benchmark and the 13.2% specialist-survey figure as the calibration band: sector-wide averages mask aggressive premiums for specific specialisms (solar PV commercial BDMs, BESS originators, offshore wind supply chain commercial leads) and modest 3–5% increases for adjacent generalist roles in mature energy consultancies and TPI brokerages.
Three sub-segments behave very differently — handled as commentary throughout the chapter rather than as separate row blocks:
Across all three sub-segments, the prevailing dynamic is candidate-confident rather than employer-confident. Renewables professionals move between sub-segments and between developers and supply-chain firms; oil-and-gas commercial talent has now visibly transferred into the sector (Aberdeen alone has seen multiple sales-engineering and BD candidates move from oilfield services into offshore wind and onshore renewables in 2025–2026). Counter-offers are routine for Senior IC and Management hires. Salary benchmarks are moving fast enough that "last year's numbers" risk being 8–10% below the live market for in-demand roles.
All figures are GBP. Mid = market median for the cell; low/high reflect the typical interquartile spread of advertised and placed roles. OTE here means base + at-target bonus or commission (consistent with the Construction and Engineering convention; the SaaS 50/50 sense does not apply, with the partial exception of residential solar canvassing roles which use a heavily commission-loaded structure). The Energy / Renewables OTE multiplier runs 1.25× (Management) to 1.45× (IC roles with uncapped commission, especially residential solar and TPI brokerage). Note the region order in the tables below: Scotland and North of England rise up the order from Senior IC and remain at or above London & South East at every higher level — the inverted regional map is the chapter's signature feature.
Internal sales and lead handlers at solar installers, residential solar "Sales Champions" (Aira, Project Better Energy, Failte Solar pattern), energy consultancy outbound SDRs at TPIs (Tritility, Utility Aid pattern), trainee renewable energy consultants, and graduate Technical Sales programmes at large developers (RES, Statkraft, ScottishPower Renewables). Triangulated against an Aira London / SE April 2026 live ad at £25,500 base + uncapped commission, Glassdoor UK Renewable Energy average £34,828 (n=833, Nov 2025, IQR £24,691–£53,250 — a broad-title average that includes junior technical roles), and live ad sampling.
| Region | Base (low–mid–high) | OTE (low–mid–high) | Confidence |
|---|---|---|---|
| London & South East | £26K–£30K–£36K | £32K–£40K–£55K | High |
| Scotland & NI | £26K–£30K–£36K | £33K–£42K–£58K | High |
| North of England | £25K–£29K–£35K | £32K–£42K–£58K | High |
| East of England | £24K–£28K–£33K | £30K–£38K–£50K | Medium |
| West Midlands | £24K–£28K–£33K | £30K–£36K–£48K | Medium |
| South West & Wales | £24K–£28K–£33K | £30K–£36K–£48K | Medium |
| East Midlands | £24K–£27K–£32K | £29K–£35K–£46K | Medium-Low |
Reading note. Three points hiring managers should not miss. First, the OTE ceiling at this level is much higher than in any other sector covered so far — top-performing residential solar Sales Champions on uncapped commission models earn £50K–£100K+ in their second year (Failte Solar / Yorkshire residential solar live ads consistently advertise "OTE £50K–£100K" for experienced consultants on commission-only or commission-loaded structures). This is the sub-segment most likely to attract candidates seeking an alternative to traditional graduate sales tracks. Second, the regional premium is already inverted at this level — Scotland and North of England sit at parity or modest premium to London / SE because offshore wind hubs (Hull, Teesside, Tyneside, Aberdeen) and onshore wind (Highlands / Borders) have created localised graduate-pool premiums. Third, the entry base in this sector sits close to the NLW floor — a £25K base for an Aira London role in April 2026 is only ~£1.50/hour above the NLW for adults 21+ once 37.5-hour week and travel time are factored in. Plan for high churn (12–18 month average tenure at this level industry-wide) and price commission accordingly.
The modal sales role in C&I renewables. Triangulated against an Emerald Solar Solihull Commercial Solar Sales Manager ad at £55K–£60K base + commission (April 2026), a Commercial PV BDM ad at £50K–£60K + EV company car + uncapped commission (April 2026), a smart-charging platform BDM ad at £35K base + £25K OTE + £5K car allowance + equity (March 2026), and a Failte Solar Field-Based BDM-South UK ad at £40K–£55K base + commission + car. Energy consultancy senior BDM roles on Indeed UK April 2026 advertised at £45K base + commission, OTE £70K sit within this band.
| Region | Base (low–mid–high) | OTE (low–mid–high) | Confidence |
|---|---|---|---|
| London & South East | £40K–£48K–£58K | £55K–£68K–£90K | High |
| North of England | £40K–£48K–£58K | £55K–£68K–£92K | High |
| Scotland & NI | £40K–£48K–£58K | £55K–£68K–£92K | High |
| East of England | £38K–£45K–£55K | £52K–£64K–£85K | High |
| West Midlands | £38K–£46K–£55K | £50K–£62K–£85K | High |
| South West & Wales | £38K–£45K–£55K | £50K–£62K–£82K | Medium |
| East Midlands | £37K–£44K–£53K | £48K–£60K–£80K | Medium |
Reading note. The North of England and Scotland cells sit at parity with London & South East — the first place in this guide where that's true at IC Mid level. The driver is the offshore wind supply chain cluster running Hull → Grimsby → Teesside → Tyneside, plus Aberdeen's pivot from upstream oil to renewables and transmission, plus Scotland's onshore wind dominance. The Engineer Salary Survey's long-running finding that renewables pays more in the North (£56,750 average) than in London / SE (£49,066 average) was historically a curiosity; in 2026 it's a structural feature of how the sector hires. Bonus structures at this level: approximately 60% of advertised C&I commercial solar BDM roles use base + uncapped commission (typically 1–3% of revenue or 8–15% of gross margin); the remaining 40% use base + £10K–£18K target bonus quarterly. Company car (EV salsac default) or £5K–£7K allowance is near-universal — only office-based energy consultancy BDM and pure-inbound roles omit it. The smart charging / energy management sub-segment runs slightly lower on base (£35K–£45K typical) but with strong equity at scale-ups.
Senior commercial roles handling large C&I rooftops (£250K+ deals), portfolio energy management for multi-site clients, BESS C&I originators, EV charging infrastructure KAMs (BP Pulse, Connected Kerb, Pod Point, JOLT public sector pattern), offshore wind supply chain Senior BDMs, and renewable developer commercial originators. Triangulated against an April 2026 Scotjobsnet live ad — BDM Solar Scotland & North West £55K + car + bonus + benefits for a national distributor's solar division. PayScale Senior Sales / Senior Sales Manager UK in Energy sits at £65K–£85K median band; the published 2025 renewables salary survey places experienced sales and commercial roles at the £55K–£75K base, £80K–£110K OTE range.
| Region | Base (low–mid–high) | OTE (low–mid–high) | Confidence |
|---|---|---|---|
| London & South East | £55K–£68K–£85K | £75K–£95K–£130K | High |
| North of England | £55K–£68K–£85K | £72K–£92K–£128K | High |
| Scotland & NI | £55K–£68K–£85K | £75K–£95K–£130K | High |
| East of England | £52K–£62K–£78K | £70K–£88K–£118K | High |
| West Midlands | £52K–£62K–£78K | £68K–£85K–£115K | High |
| South West & Wales | £52K–£62K–£78K | £68K–£85K–£115K | Medium |
| East Midlands | £50K–£60K–£75K | £65K–£82K–£108K | Medium-Low |
Reading note. Three cells sit at parity at the top of this level — London & South East, North of England, Scotland & NI all at £68K mid base / £95K mid OTE. Outside renewables there is no other sector covered so far with this regional flattening at Senior IC. The drivers, in order: (i) the offshore wind supply chain commercial pool is small, highly mobile and able to demand parity wherever it lives; (ii) Aberdeen's oil-to-renewables transition has imported a Senior IC pool used to North Sea pay benchmarks; (iii) Scotland's onshore wind developer concentration (RES, Statkraft, ScottishPower, Octopus Generation, BayWa) competes nationally for Senior IC talent. Bonus structures: uncapped commission tied to project margin (8–15%) or revenue (1–3%) most common in C&I solar and BESS; £18K–£35K target bonus quarterly more typical in energy consultancy and developer commercial origination. The TPI brokerage sub-segment caps lower — Senior portfolio energy consultants at Inenco, Inspired Energy and similar peak at £65K–£75K base + smaller commission percentages, reflecting the post-Ofgem-disclosure regulatory compression on that model.
Sales Managers running teams of 4–10 BDMs or Area Sales Managers in C&I renewables, regional commercial leads at large developers, Heads of Energy Consultancy sales, and BESS commercial leads. Triangulated against an April 2026 Sales Team Manager (energy consultancy) Warwickshire ad at competitive base (£70K–£85K range typical), SMA Solar UK Large-Scale KAM equivalent at £75K–£90K base, live BESS Senior Sales Manager UK adverts at £75K–£95K base + bonus, and Octopus Energy commercial sales management £75K–£95K base typical.
| Region | Base (low–mid–high) | OTE (low–mid–high) | Confidence |
|---|---|---|---|
| London & South East | £70K–£85K–£110K | £90K–£115K–£160K | High |
| North of England | £68K–£82K–£105K | £85K–£108K–£150K | High |
| Scotland & NI | £68K–£82K–£105K | £85K–£108K–£150K | High |
| East of England | £65K–£78K–£95K | £82K–£105K–£140K | Medium |
| West Midlands | £65K–£78K–£98K | £80K–£100K–£135K | High |
| South West & Wales | £62K–£75K–£92K | £78K–£95K–£128K | Medium |
| East Midlands | £62K–£75K–£92K | £78K–£95K–£128K | Medium-Low |
Reading note. London retains a modest premium at Management level (~4% vs North / Scotland at mid) but the regional gap closes again at the top of the band. Bonus structures: base + £20K–£40K target bonus tied to team revenue and gross margin is standard; uncapped models far less common at this level than at Senior IC. The Aberdeen and Hull / Teesside offshore wind clusters have created a small premium pool at this level — developer regional commercial leads in offshore wind hub cities consistently advertise at the top of the Management band (£90K+ base + car). EV salsac is the default benefit at established renewables Management hires.
Heads of Sales, Sales Directors, Commercial Directors and CROs at C&I renewables scale-ups, large developer commercial leadership, energy consultancy MDs, and director-level commercial roles at PE-backed renewables firms. Triangulated against PayScale UK Sales Director average £71,335 (SME-heavy and likely understated for this sector), large renewables developer commercial directors in the £130K–£170K base range, and an April 2026 Director of Infrastructure Solutions BNG (Wild Capital) ad at "competitive + bonus" — typical £120K+ for this pattern.
| Region | Base (low–mid–high) | OTE (low–mid–high) | Confidence |
|---|---|---|---|
| London & South East | £110K–£140K–£180K | £140K–£200K–£300K | High |
| North of England | £108K–£135K–£175K | £135K–£195K–£290K | High |
| Scotland & NI | £108K–£135K–£175K | £135K–£195K–£290K | High |
| East of England | £100K–£128K–£165K | £128K–£180K–£260K | Medium |
| West Midlands | £100K–£125K–£160K | £125K–£175K–£250K | Medium |
| South West & Wales | £95K–£120K–£155K | £120K–£170K–£240K | Medium-Low |
| East Midlands | £95K–£118K–£150K | £118K–£165K–£230K | Medium-Low |
Reading note. Senior Leadership in this sector has the widest OTE spread of any sector in the guide so far — from £140K (London mid base) to £300K (London top OTE). The driver is the prevalence of LTIPs, equity and project-completion bonuses at PE-backed and scale-up developers. Octopus Energy Generation, Lightsource bp, RES, Statkraft, ScottishPower Renewables, Greencoat, Foresight, Copenhagen Infrastructure Partners and Octopus Renewable Infrastructure all run material LTIP or carried-interest equivalent schemes at C-suite commercial level; the top of the Senior Leadership OTE range reflects these mechanisms cashing out on project IPOs, financing close events or annual NAV uplifts. The North / Scotland / London parity at this level is unmistakable: the offshore wind hub commercial directorate (Hull, Aberdeen, Edinburgh) is paid at London top-tier rates, full stop. Hiring managers outside this sector should expect to see Senior Leadership candidates from renewables push hard on equity terms and LTIP design — these are now standard rather than premium asks.
Energy & Renewables is one of the six traditional field-sales sectors that cluster tightly on OTE multiplier — alongside Construction, Engineering and Industrial, Logistics and FMCG — sitting at 1.30×, modestly above Engineering and Construction because of the uncapped commission overlay common in commercial solar, BESS and TPI brokerage. But the sector's distinguishing feature is not its OTE multiplier; it's its regional pay map. The callout below captures the single most important insight for hiring managers benchmarking outside the South East.
At Senior IC level (Senior BDM / Major Account Manager / KAM), London & South East, North of England and Scotland & NI all sit at £68K mid base and £95K mid OTE — a three-way regional parity that does not exist anywhere else in this guide.
At Senior Leadership (Sales Director / Commercial Director / CRO), the same three regions cluster within 4% of each other on base mid. The offshore wind hub commercial directorate (Hull, Aberdeen, Edinburgh) is paid at London top-tier rates.
The drivers, in order: (i) the offshore wind supply chain commercial pool is small, highly mobile and able to demand parity wherever it lives; (ii) Aberdeen's oil-to-renewables transition has imported a Senior IC pool used to North Sea pay benchmarks; (iii) Scotland's onshore wind developer concentration (RES, Statkraft, ScottishPower, Octopus Generation, BayWa) competes nationally for Senior IC talent.
Hiring implication. If you are benchmarking an offshore wind, BESS or developer commercial role outside the South East, do not apply a regional discount. The candidate pool is materially deeper in Hull, Aberdeen, Edinburgh and Glasgow for offshore-wind-specific roles than in London — and it is priced accordingly.
For the full cross-sector picture — OTE multipliers across all nine sectors, reward shapes, and which macro winds are blowing in each — see the Cross-Cutting Analysis chapter.
The sector runs four distinct commission models depending on sub-segment. Hiring managers and compensation designers should match the model to the role, not the title.
Quota attainment realism in 2026. The published 2025 renewables salary survey reported 73% of UK renewables professionals expected a pay rise within twelve months of August 2025 fieldwork, and 61% of employers had raised salaries every year since 2023. That implies attainment is broadly healthy across the sector — sufficient to fund continued pay rises.
Top performers earn 130–180% of advertised OTE in Models A, B and C. In Model D, where total reward includes LTIPs, top performance is best expressed as 1.5–2.5× the base cash compensation when equity vests.
Bonus pot benchmarks by level: £2K–£6K (Entry, often uncapped on residential); £10K–£25K target or uncapped commission (Mid IC BDM); £18K–£35K target or uncapped (Senior IC); £20K–£40K target (Management); 25–40% of base plus LTIPs (Director+).
Company car or cash allowance is near-universal at Mid IC and above for field-based renewables roles. EV salsac through Octopus Electric Vehicles, Tusker or The Electric Car Scheme is now the default new-hire vehicle benefit at virtually all C&I renewables employers — at 4% BIK in 2026/27 (rising to 9% by 2029/30 per HMT Autumn Budget 2025) it remains one of the most generous tax-relief benefits available to PAYE field staff. Cash allowances when chosen run £4.5K–£7K at Mid IC, £6K–£9K at Senior IC and Management, £10K–£15K at Senior Leadership.
Workplace charging is increasingly bundled into the package: from 1 April 2026 the Workplace Charging Scheme grant rose from £350 to £500 per socket, encouraging more employers to install on-site charging. At C&I renewables firms this is now table-stakes. Office-based energy consultancy and TPI brokerage roles often omit company car or allowance; these are the exception within the sector, not the norm.
The April 2029 £2K NIC-exempt pension salsac cap confirmed in NIC Act 2026 (Royal Assent 29 April 2026) will start to feature in retention conversations from late 2027 onwards; for now it's a 2029 problem most relevant at Management and Senior Leadership.
This is the sector where the standard UK regional pay map breaks down most dramatically, and hiring managers should understand exactly why before drawing any conclusion that regional discounting still works for renewables hiring.
London hosts the headquarters functions of the major utilities (SSE, EDF, Centrica, Octopus Energy), developer head offices (Lightsource bp, Statkraft UK, Greencoat, Foresight, Copenhagen Infrastructure Partners), and consultancy / advisory firms (Cornwall Insight has Norwich and London; AFRY, Wood Mackenzie, Roland Berger Energy practices, the Big Four energy / sustainability teams). London & SE retains a 5–12% premium at Entry and Mid IC but loses the premium entirely at Senior IC and above. This is unique in the sectors covered in this guide so far. The reason: senior commercial talent in renewables can choose to base in Hull, Aberdeen, Edinburgh or Glasgow and be no less commercially central to the business — the offshore wind decisions are not being made in London, they're being made in Esbjerg, Aberdeen, Hull and Taipei.
Hull, Grimsby, Teesside, Hartlepool and Tyneside form the densest offshore wind commercial cluster in the UK. Ørsted (Hornsea), RWE (Sofia, Triton Knoll), SSE (Dogger Bank), Equinor, Siemens Gamesa Hull blade factory — all hire commercial and supply chain BD talent locally and pay it at London-parity rates. Manchester and Leeds are commercial hubs for C&I solar, BESS and energy consultancy. Liverpool is growing in EV charging infrastructure. For this guide North of England is treated as one regional band, but hiring managers reading the cell-level numbers should mentally split it: the offshore wind cluster (Hull → Teesside → Tyneside) is at parity with London; Manchester / Leeds C&I commercial 5–10% below London / SE; Liverpool / Sheffield / Bradford 8–15% below.
Scotland dominates UK onshore wind, with Ofgem stats showing Scotland generated a disproportionate share of total UK renewable electricity through 2025–2026. The ScotWind seabed leasing round (Crown Estate Scotland) seeded a major offshore wind pipeline now translating into hiring. Aberdeen's pivot from upstream oil to offshore wind, hydrogen, CCS and renewables (the "Energy Transition Zone") has imported an experienced senior commercial pool from oil services into renewables — and that pool is priced at North Sea benchmarks (high). Glasgow and Edinburgh host developer commercial headquarters and a notable concentration of renewables recruitment activity. Northern Ireland is the quietest renewables sub-region; sample sizes are thin and best treated as "indicative" at Senior IC and above.
Cambridgeshire and Suffolk host cleantech scale-ups (smart energy startups, BMS / EMS, embedded AI for grid management) and offshore wind supply chain. Norwich is a quiet but real offshore wind hub via the Norfolk Vanguard / Boreas developments and Centrica's commercial functions. East of England runs roughly at national average for sales pay, with a modest premium at Senior IC for offshore wind supply chain.
Birmingham is a commercial solar and energy consultancy hub (Emerald Solar, Smarter Business panel hubs, multiple energy management consultancies). The April 2026 Emerald Solar Solihull live ad at £55K–£60K + commission for a Commercial Solar Sales Manager is the canonical West Midlands Mid IC+ anchor. Energy consultancy mandates run actively through the Warwickshire corridor. EV charging infrastructure deployment from Coventry / Birmingham is also a small but real cluster.
Bristol hosts cleantech scale-ups, energy management consultancies and the South West's commercial solar centre. Pembroke Dock has offshore wind supply chain functions and is developing hydrogen capability. Cardiff has a growing renewables commercial pool. Sample sizes are thin enough that the cell numbers are best read as guidance ranges rather than precise medians for parts of Wales.
Derby, Nottingham and Loughborough have cleantech corridor presence (some BMS / EMS players, some EV charging infrastructure). Sample sizes at Senior IC and above are thin enough that cell-level numbers carry Medium-Low confidence. Benchmark against West Midlands and East of England as primary comparators, not against a national "renewables average".
The Energy / Renewables sector in 2026 sits in a different hiring market to the rest of the UK economy. Where the May 2026 KPMG/REC Report on Jobs recorded permanent placements falling at the fastest pace since January nationally — driven by Iran conflict uncertainty and rising cost pressures — renewables permanent demand held steady or grew in the offshore wind, BESS and C&I commercial solar sub-segments. The Iran conflict, paradoxically, is strengthening the renewables hiring case in two ways: (i) energy-security policy pressure is accelerating UK government commitment to renewables and BESS rollout, and (ii) corporate decarbonisation budgets are sticky in volatile energy-price environments because the payback on rooftop solar, BESS and EV improves when fossil energy is expensive.
Counter-offers are routine at Senior IC and above. Approximately 50–60% of Senior IC hires in offshore wind supply chain, BESS commercial origination and C&I solar BDM receive a counter-offer when resigning; approximately 30% of those counter-offers are successfully matched and result in candidates staying. The implication: price the role at a level the candidate doesn't need to take to their current employer to verify, not at "current salary + 5%" and hope.
Time-to-hire is materially longer than the UK 2026 average (3–6 weeks in many sectors). For an experienced commercial solar BDM: 8–12 weeks typical. For an offshore wind supply chain Senior BDM: 12–20 weeks. For a developer commercial origination Director: 16–28 weeks. Hiring managers running tight Q-end deadlines should plan accordingly and consider interim or fractional engagements as a bridge.
Notice periods at Senior IC and above commonly run 3–6 months at the larger developers and 1–3 months at the C&I scale-ups — a real cashflow consideration when modelling start-dates against project timelines.
Candidate availability improved through 2025 and remained elevated into 2026 (per KPMG/REC's May 2026 reporting on UK candidate availability). For renewables specifically, the candidate pool has been augmented from two unusual sources: (i) oil & gas commercial talent transitioning (Aberdeen pivot, plus North Sea decommissioning pipeline running ahead of renewables hire-up); and (ii) construction and industrial sales talent crossing over — Chapter 3 noted the Construction sector contraction; some of that talent (particularly building materials specification sellers) has reapplied skills to commercial rooftop solar specification sales.
Skills shortages persist in three specific areas: (i) BESS commercial origination — small candidate pool with the specific finance + grid + technical literacy required; (ii) hydrogen commercial development — emerging sub-segment with very few experienced commercial leads in the UK; (iii) EV charging infrastructure B2B and B2B2C sales (depot fleet electrification, large public sector contracts) — competitive pool, often poached between BP Pulse, Connected Kerb, JOLT, Pod Point, Gridserve.
Energy & Renewables grew through the 2025 downturn, and its specialist commercial pool — offshore-wind origination especially — is small and mobile. Sales Recruit UK recruits across solar, wind, EV charging infrastructure, BESS, energy consultancy and energy management at every level in this chapter — SDR / Solar Sales Consultant, BDM, Senior BDM and KAM, Sales Manager and Head of Commercial Solar, Sales Director and Commercial Director. We run searches across the whole of the UK and the Republic of Ireland, with concentrated networks across the Hull / Humber and Aberdeen / North Sea offshore wind clusters. See our Energy & Renewables sales recruitment service for how we run a search, or read about our process and the SRUK Fit Score. To start a conversation, tell us about the role.
About the figures in this chapter. Each of the 35 cells above is benchmarked against a triangulation of (1) ONS Annual Survey of Hours and Earnings data and the Foundation framework, (2) a published 2025 Renewable Energy Salary Survey (UK + EU + US coverage; UK renewables average pay rise 13.2% in 2025; 73% of professionals expecting another rise within 12 months) plus The Engineer UK Salary Survey, and (3) live job advertisements sampled in the 90 days to May 2026 across Reed, Indeed, CV-Library, Totaljobs, LinkedIn and Scotjobsnet, alongside Glassdoor UK, PayScale UK and ERI SalaryExpert for cross-reference (Renewable Energy £34,828 broad-title average, Energy Broker UK £50,654 range £28K–£63K). Macro context drawn from KPMG/REC Report on Jobs (April and May 2026 issues), ONS Vacancies and Jobs in the UK, the CIPD/IRN 2026 Private Sector Pay Survey, HMT Autumn Budget 2025, NIC Act 2026 (Royal Assent 29 April 2026), the Ofgem TPI Code of Practice (October 2024) and the July 2025 statutory regulation announcement for energy brokers, plus the Workplace Charging Scheme grant rise from £350 to £500 per socket (1 April 2026). Confidence ratings (High / Medium / Low) reflect cell-level sample sizes and source triangulation strength; "Medium-Low" cells — principally East Midlands and Northern Ireland at Senior IC and above — should be widened by ±10%. Read the full Methodology for the source register and sample-size detail.