Challenge:

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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).

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The skills needed:

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• Shale and unconventional asset experience

• Need versatility to wear many hats

• Collaborative style

• Ability to work autonomously, with few mentors

• Ready to step into the role and be self-driven.

 

Solution:

 

• 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.

 

Result:

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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.

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Over the 5 years, she was a part of the team that increased reserves by 48%