48% Increase in Reserves: Reservoir Engineer Case Study
- Kimberly Wilson
- Jul 7
- 2 min read
Updated: Oct 27
Proven Results: Strategic Talent Search for a High-Impact Reservoir Engineer
TL;DR – Strategic Reservoir Engineer Hire with Long-Term Impact
In this case study, an E&P company needed a versatile, self-directed Senior Reservoir Engineer to help drive growth in a lean, mentorship-light environment. TLR Search mapped the talent market, engaged candidates through personalized outreach, and helped the company hire a diverse, high-impact engineer. Over five years, she played a key role in increasing reserves by 48% and was promoted internally, highlighting the long-term value of a thoughtful, strategic hire.
Challenge:
Filling a Critical Reservoir Engineering Role in a Competitive Market
Challenge Summary: The company needed a senior reservoir engineer who could operate with minimal oversight in a lean environment and drive long-term growth.
A small E&P company's vice president of reservoir engineering needed to hire a Senior Reservoir Engineer to support the company’s long-term growth strategy. The energy talent market was tight, and the role demanded technical and behavioral versatility.
Key qualifications included:
Shale and unconventional asset experience
Ability to wear multiple hats and adapt quickly
A collaborative, self-directed working style
Comfort operating with limited mentorship
Readiness to contribute immediately with minimal ramp-up
This was a pivotal hire. The right candidate would not just fill a gap but also help drive operational success and strategic outcomes.
Solution:
Customized Search and Brand Advocacy to Attract Niche Talent
Solution Summary: TLR Search mapped the reservoir engineering talent market, positioned the opportunity to passive candidates, and acted as an external brand advocate.
TLR Search used a proprietary, relationship-driven approach to identify and engage talent with the right mix of skills and mindset.
We:
Conducted detailed market mapping of Reservoir Engineers with the required background and asset exposure
Branded the company to passive candidates, many of whom had never heard of it
Shared the company’s mission, growth vision, and role impact to spark interest
Used high-touch outreach and transparent communication to build trust
We also listened closely to each candidate's values, ensuring alignment between the role and their long-term career goals.
Result: A Strategic Hire Who Drove Measurable Business Value
Result Summary: The hire stayed more than five years, was promoted, and helped increase reserves by 48%.
Initially, the finalist candidate declined to pursue the role, expressing interest in a larger company. But after an open dialogue about the opportunity, team culture, and long-term impact, she reconsidered.
She was ultimately hired and:
Brought deep technical expertise and fresh perspective
Stayed with the company for over 5 years
Was promoted during her tenure
Contributed to a 48% increase in reserves during her time on the team
Need technical depth and staying power?
We specialize in finding engineers who have the expertise and mindset to thrive in lean, high-impact environments.
We’d be glad to talk through what that could look like for your team.
Next Step:
→ Explore more executive search case studies
→ See how we help operators hire high-impact engineers who stay and grow
→ Contact TLR Search for a confidential search conversation