The challenge
When TNSL started working with Purvah Green Power, the company had about seven employees and one HR professional. It needed to build a full independent power producer around them, across solar, wind and hybrid projects.
Almost every role was specialised. The company needed wind resource assessment and PVsyst specialists, solar, wind and hybrid engineers, power evacuation and grid engineers, project planning and PMO teams, land acquisition and land legal specialists, regulatory affairs, and commercial and industrial (C&I) business development.
These are small talent pools, and similar-sounding CVs hide very different experience. A solar design engineer is not automatically suited to power evacuation; land acquisition and land legal call for different skills. With one person in HR, Purvah also could not coordinate dozens of searches itself.
What TNSL did
Became the company’s recruitment function. A dedicated TNSL team worked as an extension of Purvah’s HR. It took briefs directly from senior leadership, arranged interviews and managed communication with candidates, so the hiring load did not fall on one HR professional.
Learned the renewable energy project lifecycle. Before screening, recruiters were trained on how projects move from resource assessment and development to engineering, execution, evacuation and commercial operation, and how each function contributes. Recruiters were tested on this before they screened candidates.
Screened by function, not by keyword. Each role family had its own screening questions: assessment tools and methods for WRA and PVsyst roles, planning and site execution for PMO roles, grid and evacuation exposure for power evacuation roles, and similar checks for land, legal, regulatory and business development.
Grew with the organisation. As new functions emerged, the same team took them on. Its understanding of Purvah’s business deepened with each hire, which made candidate identification and screening more efficient.
Results
- 135 hires of the 150+ people Purvah employed after about 18 months.
- 20% selection hit rate across a wide range of specialist roles.
- 100% retention at 90 days: every TNSL hire was still in role three months after joining.
- One partner, not many: Purvah built its engineering, project, land, regulatory and commercial teams without managing separate specialist agencies, and without a large in-house recruitment team.
Why it matters
A fast-growing company needs more than vacancies filled; it needs a recruitment engine that understands the business as it grows. Purvah grew roughly twentyfold with a one-person HR team because TNSL acted as that engine.
Selection hit rate = candidates selected by the client ÷ candidates TNSL shortlisted and presented to the client.