An EV charging installation company puts chargers into homes, offices, malls and fleets. Here is how to run electricians, survey staff and commissioning engineers who work on live sites in short, scattered jobs.
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Share your requirementsAn EV charging installation company supplies and fits charging points for apartment societies, offices, hotels, malls, dealerships and fleet depots. Its people include site surveyors, electricians and helpers, civil and cable-laying crews, commissioning engineers, project coordinators and customer support staff. Each job is different: a basement parking lot, a transformer upgrade, a long cable run, a society that must approve the work. Crews travel between sites, often at short notice, and work with live electrical supply near vehicles and public spaces. Much of the installation labour comes through subcontractors, and the quality of a single wiring or earthing error can cause a safety incident or a failed handover. The technology changes quickly, and few electricians have been trained on charger-specific commissioning. See also HR for professional services.
These are the places the people side of this kind of business tends to give way. The rest of this page works through them.
HR here has to work for each of these groups, not only the office. The set-up below is written with all of them in mind.
GullyHR runs talent acquisition for permanent roles in EV charging installers. For each role we agree the job description with you, find and screen candidates against it, and support the offer through to joining. Tell us the role and the number of people, and we start there.
We recruit permanent employees. We do not supply contract or temporary staff.
Every business interviews, but few have a written process that works the same way for every role and every interviewer. GullyHR designs yours, from the role brief to the offer, trains your managers to run it, and can run it for you on the roles you hand us.
We agree what the role must deliver, the must-have and nice-to-have skills, and how each will be scored.
Screening call, assessment, interview rounds and decision points, sized to the role and the number of people you hire.
Structured questions for each role family and a rating guide, so two interviewers judge the same answer the same way.
A short briefing for your managers on what to ask, what to avoid and how to give a clear yes or no.
Who approves, how the offer is made, and how candidates are kept informed from first call to joining.
Isolation, earthing and testing steps are known to senior electricians but not written down, and newer staff learn by watching.
Gangs hired per job have no written scope, safety rules or handover standard, and responsibility for rework is argued after the site visit.
Surveyors promise a simple fit, the install crew finds a longer cable run or a weak supply, and the customer blames the company.
Chargers differ by make and software, and electricians who are strong on wiring are weak on configuration and testing.
A fleet order or society drive creates sudden demand, then quiet weeks follow, and crews are over-stretched and then idle.
Teams cross a city or state to reach scattered sites, and delays on one job push back the next, with no clear rule on hours or allowances.
Test records, photographs and customer sign-off are collected inconsistently, which weakens warranty claims and repeat business.
A trained technician is approached by solar firms, charger makers and operators, and the company has little to show for loyalty.
Start with the topics that matter most here: Health, Safety and Wellbeing; Learning and Development; Onboarding and Probation. Then work through the rest. Each topic is written for professional services, not in general.
Induction, records, incident reporting and follow-through.
Training planned from need rather than from the calendar.
A first day that is the same for the fifth joiner as the first.
How many people, in which roles, by when — and what they will cost.
Structure, reporting lines and who is allowed to decide what.
Requisition to joining, the same way every time.
Records, attendance, leave and the day-to-day HR that must simply work.
Salary structure, payroll inputs and a month that closes on time.
Goals, reviews and ratings that hold up in a conversation.
Named backups for the roles that cannot be vacant.
Communication, recognition and the conditions people actually work in.
Two routes — one for complaints, one for conduct — kept separate.
Policies a manager can apply, and obligations with owners and dates.
Who leaves, when, why — and which of them mattered.
Resignation to relieving letter, in a defined order.
Records that survive people, and approvals that do not queue.
A short monthly pack management actually reads.
An HR function that runs the same way every month.
The pieces a EV charging installers business puts in place, in an order that makes each easier. Open any card for the detail.
Isolation, earthing, testing and permit steps in plain language with a sign-off sheet, used on every site.
Isolation, earthing, testing and permit steps in plain language with a sign-off sheet, used on every site. See workplace health, safety and wellbeing.
One page covering the site, work, standard, rework responsibility, payment date and safety expectations, signed before the crew starts.
One page covering the site, work, standard, rework responsibility, payment date and safety expectations, signed before the crew starts.
A standard survey form that the install crew checks on day one, with deviations recorded and shared with the customer before work continues.
A standard survey form that the install crew checks on day one, with deviations recorded and shared with the customer before work continues.
Short practical sessions by make and model, with a sign-off before an electrician commissions alone.
Short practical sessions by make and model, with a sign-off before an electrician commissions alone. The learning and development process can structure it.
A simple weekly view of jobs, travel and crew strength so peaks are staffed and gaps are used for training and rework.
A simple weekly view of jobs, travel and crew strength so peaks are staffed and gaps are used for training and rework.
Test readings, photographs, serial numbers and customer sign-off collected at every site and stored in one place.
Test readings, photographs, serial numbers and customer sign-off collected at every site and stored in one place.
Before changing anything, find out what is true today. These checks take an afternoon and tell you which of the topics above to start with.
Share your requirementsConfirm with a qualified professional. What applies to you depends on your business, your state and your arrangements, and it changes. This page describes practice. It does not state a legal position.
The services below fit this kind of business best. Each starts by recording where you stand, and every later report compares against that. We do not promise outcomes.
Safe-work routines, briefings and records for live electrical sites.
Practical training and sign-off for charger commissioning and testing.
Written scopes for subcontract crews and clear terms for employed technicians.
A first-week plan so new technicians learn safe working before they go on site.
Start with a free conversation, or see the paid HR Diagnostic.
Understand the business, its workforce, current processes and HR challenges.
Find the missing, weak, inconsistent or person-dependent processes.
Create the structure, processes, policies, SOPs, dashboards and systems needed.
Help HR and department managers actually adopt the new system.
Digitise repetitive and approval-based workflows where it is worth doing.
Track hiring, attendance, employee cost, performance, training and attrition.
Strengthen the people-management system continuously, not once.
From the GullyHR blog: one on HR in professional services, and one on each of the topics this page points to.
Why associates and managers leave consulting, accounting, legal and advisory firms, and how to ask about progression, workload and partners at exit.
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A shift, weekly and monthly safety routine for rubber plants that names who checks platen guards, mill trip bars, autoclave doors, burst-test cages and slings, and who acts on near misses.
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A founder's guide to hiring freshers and running a first-year programme: campus or open drives, a screening round, a training plan by quarter, mentors and checkpoints.
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A first-week plan for bringing in an outside specialist: what access to give, how to protect client data, and the confidentiality steps to settle on day one.
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Write the routine down, use a sign-off sheet and have senior staff coach juniors against it. Knowledge held in one head leaves when that person does.
Agree scope, standard, rework responsibility, safety rules and payment day in writing before they start. Confirm with a qualified professional how the engagement should be structured.
Use a standard survey form, have the install crew check it on day one and record any deviation. Share changes with the customer before cost and time are affected.
Offer a clear skill ladder, recognition for certified commissioning and fair travel handling. People stay where they can see progress and are not treated as interchangeable.
Plan weekly with the order book, use quiet weeks for training and rework, and avoid last-minute travel changes. Predictable schedules reduce fatigue.
We would ask how crews are engaged, how safety is taught and what a handover pack looks like today. A sensible first piece of work is a written scope for subcontract crews and a first-week onboarding plan. Scope follows in writing, so you can accept or trim it.
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