Utility systems outlive the people who build them.
MakoHire recruits the permanent people who own them next: Oracle Utilities, SAP IS-U, utility ERP and CIS, and utility engineering hires for utilities and energy companies. Hire them while the program is still running and the knowledge is still in the building.
30 minutes with Tyson Franco. You don't need a finished job description.
A utility system has parts like these: meter data, billing and rates, work and asset management, the integration layer, and substations and protection. A program team builds them. After go-live, each one needs an owner who stays.
Every program leaves design documents, configuration workbooks and runbooks. They record what the system does. The reasons behind it stay with the people who were in the room: why a rate was modeled with an override, or why an interface tolerates a duplicate record.
Then go-live passes, the program winds down, and the team that built the system disperses over a short window.
Nobody records it as a loss. The internal team can run the system, but it can't easily reconstruct intent, so it gets slowly harder to change anything.
The useful question isn't how many people you need. It's which parts of the system you intend to own, and who owns each one permanently. Where nobody does, that capability is on loan.
The best window for permanent hiring is while the program is still running. New owners absorb context from the people who built the system, in the environment where the decisions were made.
Hires made after the team has gone are doing archaeology instead. They get there eventually, but the transfer is slower and less complete. If you're mid-program, the conversation is worth having now.
Protection and controls, substation, transmission planning, distribution and utility SCADA engineers, including power infrastructure for data centers and other large loads. Each search is scoped around the assets, voltage levels and decisions the hire will own.
Your Talent Partner confirms what the role requires, talks to people who do the work, evaluates them against the job, and keeps you updated.
We work through the role with you before sourcing starts: the systems in scope, the environment the person joins, and what they need to own in the first year.
Your Talent Partner approaches people who do this kind of work, with outreach written for the individual and the role, focused on people open to a permanent move.
Role-specific questions, assessed against the requirements you confirmed, plus current interest, availability and compensation expectations.
Where the search stands, what the market is telling us, and what we recommend next, on an agreed and realistic timeline.
80% of submittals hired at a utility client.
Every engagement is permanent, direct-hire recruiting. What changes is the level of commitment, the pace, and whether you need one search or ongoing capacity.
ForLeadership and business-critical roles.
How it runsA committed, prioritized search with a dedicated Talent Partner and a defined delivery timeline.
What you getA market map, a qualified shortlist, and structured search updates until the role is filled.
ForSpecialist roles that have been open too long.
How it runsA lighter commitment than retained, with the same focused sourcing effort.
What you getReal recruiting capacity for your role, instead of a place in a queue.
ForTeams that hire steadily.
How it runsOngoing recruiting capacity, or a fixed-term engagement scoped to a defined set of roles.
What you getCoverage of the available market for those roles, rather than a fixed number of candidates.
Commercial terms are set per engagement and discussed directly. Need a contract or contract-to-hire consultant instead? That's Mako Professionals. Compare the engagement models.
For CIOs, IT and application directors, CIS and ERP owners, engineering managers, and the HR partners who run technical searches.
Investor-owned utilities and large energy companies.
Co-ops, public power, municipal utilities and water districts.
Utilities and energy are the focus. Suitable enterprise technology searches in other sectors are welcome.
MakoHire recruits permanent, direct-hire Oracle Utilities employees for utilities and energy companies: CC&B and CCS functional analysts, OUAF developers, C2M and MDM specialists, and application and support leads. Each search is scoped around the product, the work the hire will own and your environment.
Yes. MakoHire runs permanent searches for SAP for Utilities roles: device management, billing, FI-CA and EDM specialists, ABAP developers, and SAP application leads, including S/4HANA Utilities.
Protection and controls, substation, transmission planning, distribution and utility SCADA engineers, including power infrastructure for data centers and other large loads. These are direct hires joining your payroll, not engineering consulting.
Contract specialists are the right answer for program phases. The people who own a system after go-live should stay with it, because the reasons behind its configuration live in people, not documents. Hiring permanent owners while the program is still running lets them learn from the people who built it.
No. MakoHire does permanent, direct-hire recruiting only. MakoHire is a Mako Professionals company, and contract or contract-to-hire consultants come from Mako Professionals.
Commercial terms are set per engagement and discussed directly. MakoHire doesn't publish prices.
No. Book a 30-minute hiring call with Tyson Franco to talk through the role, the experience you need, timing and which engagement fits.
MakoHire's office is at 900 E Indiantown Road, Suite 200A, Jupiter, FL 33477. Call (561) 567-8381 or email tfranco@makohire.ai.
Book a 30-minute hiring call with Tyson Franco. We'll talk through the role, the experience you need, timing and which engagement fits. You don't need a finished job description.
