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The EV hiring market swings like a pendulum — from growth hype and inflated salaries to layoffs and capital discipline. So how do you build a talent strategy that outlasts the next funding cycle?

In this episode of Field Frequency, host Jason sits down with Josh Hallberry, Manager of Mobility at Brightsmith, a certified B Corp recruitment firm focused on the energy transition. Drawing on five years in e-mobility recruiting, Josh explains why SaaS and pure-tech hiring playbooks don't translate to infrastructure-heavy EV businesses, how compensation has recalibrated since the post-COVID boom, and what really closes the "back door" on employee retention.

This isn't a conversation about recruiters filling seats. It's about talent architecture in a volatile, capital-constrained industry — and what both candidates and employers need to understand if they want to build something that lasts.

In this episode:

• Why the EV talent pool is uniquely constrained, and whether the industry is building real depth or just recycling people
• The mistake companies make when they apply a software hiring playbook to infrastructure deployment
• How EV compensation has escalated, peaked, and recalibrated over the past five years
• Transient talent vs. genuine commitment, and what drives people to jump ship
• Employer differentiation beyond pay: mission, transparent leadership, and intentional career design
• Talent architecture vs. reactive, transactional hiring
• The myths Josh wants to debunk — including "I can't work in EV because I've never worked in EV"

Field Frequency is powered by Field Advantage, an IT field services company specializing in the deployment, maintenance, and operation of critical infrastructure, including EV charging networks. Produced and edited by Autozy (autozy.co).