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 the 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 learning more from the company. She was interviewed and placed. The company hired a diverse 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%