What Hiring Managers in Solar Want to See on Your Resume

A lot of solar job seekers assume silence after an application means they weren’t qualified. Sometimes it just means the resume didn’t land the way it should have. 

Janet Gomez has spent 15 years in recruiting, eight of them specializing in residential solar. As Director of Talent Acquisition at Freedom Forever, she’s reviewed thousands of applications and knows exactly what makes one stand out. In a recent Solar for Women webinar – now available as “Finding a Job, Networking, and Diversifying,” a free course on HeatSpring – she shared what she actually looks for when reviewing applications and what candidates can do to stand out.

Companies hire for impact, not just skills

Listing your skills on a resume is just a starting point. What hiring managers are actually scanning for is evidence that you show up, take ownership, and think about how your work connects to the bigger picture. That means adaptability, reliability, a safety mindset for field roles, and a willingness to learn across departments. 

Quantify everything you can

One of Janet’s most concrete tips is to put numbers on your experience wherever possible. Instead of writing “installed residential solar systems,” try something like “installed 18+ residential systems per month with a 98% inspection pass rate.” That kind of specificity tells a hiring manager you care about quality, not just output. That’s the kind of thing that makes them want to get you in the door.

If you have NABCEP credentials, OSHA certifications, an electrical license, or relevant software experience, list them. If you’ve taken on leadership informally – mentoring a crew member, stepping up on a tough job site – include that too, even without a formal title to go with it.

Tailor your resume for every role

This one takes more time, but Janet is emphatic about it: a generic resume is a liability. Many companies run applications through automated tracking systems before a human ever sees them. If your resume doesn’t mirror the language in the job description, you may get screened out before anyone reads about your actual experience. It’s worth the extra effort to match your keywords to each posting.

The best jobs aren’t always posted

Janet shared that her team sometimes taps candidates directly before a role ever goes public. That’s because those people stayed visible, kept in touch, and made themselves memorable. Connecting with recruiters and operations leaders on LinkedIn, following companies you’d want to work for, and periodically checking in can put you at the front of the line for opportunities that never hit a job board.

If you want to hear more from Janet – including her interview do’s and don’ts – the full session is available for free on HeatSpring.

Enroll in the “Finding a Job, Networking, and Diversifying” course for free here.