EPC, power, renewables and infrastructure hiring, head-office project and commercial teams, and site execution teams wherever the project actually is, across India and the UAE.
Overview
Mars Consultancy recruits for energy and infrastructure companies across India and the UAE, EPC contractors, power and renewable developers, transmission and distribution players, and civil and urban infrastructure firms. We hire project managers, planning and billing engineers, site and QA/QC engineers, HSE officers, design and commissioning engineers, and the contracts and procurement people behind them.
Almost every company in this sector runs two hiring markets at once. The head office sits in a city (for the clients we have hired for, usually Mumbai or Navi Mumbai) and holds design, planning, contracts, procurement, tendering and finance. The execution teams sit at the project: a metro package, a plant expansion, a solar or wind site in the interior, port and logistics work, or a site in another state or country entirely. The two markets have different candidate pools, different CTC expectations and completely different reasons for saying no.
The defining feature of hiring here is that it is project-cycle driven, not headcount driven. A ₹400 crore award creates thirty roles in a quarter, and completion ends them. Candidates know this, so the honest conversation about what happens at project close is not an optional courtesy. It is the difference between an offer accepted and an offer used as a counter-offer lever.
From requirement briefing to a suitable candidate closing.
For clients in Mumbai, Thane, Navi Mumbai and other Indian cities, and in the UAE.
We are paid by the companies that hire, never by candidates.
The hard part
Energy and infrastructure headcount ramps on award and winds down on completion, so a strong candidate reads an eighteen-month project role as eighteen months of employment. Vague reassurance at offer stage is what causes the drop later. We put the project duration, the redeployment position and the reporting structure on the table during screening, so the people who reach your panel have already accepted the shape of the job.
Offers in this sector are declined over living conditions far more often than over CTC. Bachelor accommodation or family accommodation, rotational leave, travel frequency home, per diem and site allowance, and whether a spouse's job or children's schooling can survive the move all decide the answer. We ask these questions before the first interview rather than discovering them the week the candidate is meant to join.
Both may be titled Electrical Engineer with eight years of experience. One has lived in ETAP, AutoCAD and load calculations in an Andheri office; the other has run contractors, resolved drawing clashes and closed snag lists in the field. Moving either into the other's role usually fails within a year. We screen on where the experience was actually gained (design office, site execution or commissioning), not on the designation.
HSE, electrical and quality roles carry requirements that cannot be negotiated after offer, an Electrical Supervisor licence, a recognised safety diploma or NEBOSH-level qualification, welding or NDT certification for QA/QC, or specific code exposure. Client and consultant approval of a CV can hinge on one of these. We confirm certification status up front, because finding out at mobilisation costs the project weeks.
Solar and wind developers hire heavily from thermal and T&D backgrounds, and the transfer is only partial. A power plant O&M manager understands rotating equipment and statutory compliance but may never have handled module degradation, inverter uptime or a land-and-evacuation dependency. We are explicit with clients about which parts of a conventional background transfer and which will need to be learned on the job.
Roles
Use cases
Common shapes of requirement in this sector, and how each one is run. These are illustrative patterns rather than accounts of specific engagements.
Track record
Across India and in the UAE. Our longest record is in the Mumbai region, and these are the belts where we have hired most for this sector. For most roles below management there, travel time decides whether an offer is accepted, so we screen for it.
Talk to the sector deskEPC head offices, design and engineering consultancies, and tendering and estimation teams.
Corporate offices of infrastructure developers, power groups and renewable energy platforms.
Navi Mumbai project offices, engineering services firms and back-end commercial teams.
Plant expansion, electrical and mechanical contracting, and fabrication and erection work.
Port, logistics, metro, coastal road and highway packages, where site teams are mobilised locally.
Services
Who we hire for
We hire for EPC and turnkey contractors, power generation and transmission businesses, solar and wind developers, engineering and design consultancies, and civil, port and urban infrastructure firms, from single-project contractors to listed groups.
Discuss a requirementYes. We hire across EPC contracting, power generation, transmission and distribution, renewables, and civil and urban infrastructure, covering project management, planning, billing, site execution, design, QA/QC, HSE, commissioning, O&M, contracts, procurement and land acquisition roles.
Yes. Head-office roles are one market; site roles, elsewhere in India or in the UAE, are another. We source for site postings on the basis of where a candidate has actually worked rather than where they currently live, and we confirm accommodation, rotational leave and per diem expectations during screening rather than at offer stage.
By being straight about it during screening. Project-cycle hiring means roles ramp up on award and reduce on completion, and candidates discount an offer they suspect is short. We ask the client for the project duration and the position at completion, state it to candidates up front, and shortlist people who have accepted that reality, which is far more reliable than presenting a pipeline that collapses at the joining date.
Yes, before a profile reaches you. HSE, electrical and QA/QC roles carry requirements that cannot be renegotiated later, safety diplomas or NEBOSH-level qualifications, Electrical Supervisor licences, welding and NDT certification, and specific code exposure. Client or consultant approval often depends on one of these, so certification status is confirmed at screening rather than at mobilisation.
Design engineers have built their experience in an office: drawings, calculations, software and vendor documentation. Site execution engineers have built theirs in the field: contractor management, sequencing, drawing clashes, quality checks and snag closure. The designations look identical on a CV, so we screen on where the experience was actually gained and tell you which of the two you are looking at.
Yes, and we are explicit about what transfers. Thermal and T&D candidates bring rotating equipment knowledge, statutory compliance and site discipline; what usually has to be learned is module and inverter performance, evacuation and land dependencies, and the very different O&M economics of a solar or wind asset. We flag the gap during screening instead of letting your panel find it.
Typically 7–30 days from requirement briefing to a suitable candidate closing, though a full site team is best run as a volume drive against the mobilisation date rather than as a set of individual vacancies. Roles tied to certification or to a difficult site location sit at the longer end, because the pool narrows sharply.
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Tell us the role, the team around it and the deadline. We'll come back within one business day with questions and an honest view of what it will take.
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