E&P Company - 48% Increase in Reserves
A Vice President of Reservoir Engineering at a small E&P company needed a Senior Reservoir Engineer in a critical position for the company’s growth (and the energy talent market was tight. The skills needed:
•Shale and unconventional asset experience
•Need versatility to wear many hats
•Ability to work autonomously, with few mentors
•Ready to step into the role and be self-driven.
•Our proprietary approach was to map the talent market of Reservoir Engineers with the specific amount of experience the client was looking for.
•We engaged potential candidates in discussion, marketed the position in a customized approach and listened to each candidate’s needs and desires.
•We branded the company to talent to engage and excite them about the potential.
At first the finalist candidate declined to consider the opportunity, wanting to go to a bigger company. But after listening and sharing the possibility, the candidate committed to learn more from the company. She was interviewed and placed. The company hired a diversity candidate who stayed with the company for over 5 years and who was promoted during her tenure.
Over the 5 years, she was a part of the team that increased reserves by 48%