USA

sector-img

Petroplan has been providing tailored talent and workforce solutions and services to our North American clients since 2007.

 

We work with a range of supermajors, service companies, international EPC companies and top manufacturing firms.

Our list of satisfied clients continues to grow consistently, thanks to our knowledge of the specific US requirements, conditions and culture – in combination with our vast global network of industry specialists.

Committed to the USA

From our hub in Houston, our team focuses on the Greater Houston area, the state of Texas and the Gulf Coast, as well as further afield.

Houston is also the home to our Global Technology team who provide expert global advice and support as sectors continue to advance in their technology needs.

Dedicated exclusively to the Energy industry

Unlike many of our competitors, we remain specialists, solely dedicated to the Energy industry to provide you with the world's best workforce solutions.

This is delivered by our sector teams around the globe who are focused on Oil and Gas, Technology, Renewables, Commercial, and Executive/C-suite.

Our exclusive, in-depth focus on the Energy industry is why, uniquely, we can offer the full breadth of bespoke solutions and services to meet all your commercial objectives.

Our USA Experience

Petroplan has worked on large scale USA projects across all project life cycle phases, so our experience is broad.

We tailor our services to your needs and with our strong knowledge of the USA, we are able to provide the following services across our core sectors.

Our Services

  • Talent Acquisition - Contract Hire
  • Talent Acquisition - Permanent Hire
  • Executive Search & Talent Sourcing
  • Global Mobility
  • Contractor Management & Payroll
  • Consultative Workforce Solutions

Our Sectors

  • Oil & Gas incl. E&P, Midstream, Downstream, LNG
  • Technology
  • Renewable Energy
  • Commercial
  • Executive/C-Suite

Compliance guaranteed

We understand the absolute need to be fully compliant in all regions, as local labour laws and Government legislation can change, sometimes rapidly, depending on the country.Petroplan has invested significant time and resources in robust protection from potential compliance risks. We are highly conscious of the commercial and reputational impact that non-compliance can have on your projects.

We have strong partnerships with first-class local lawyers, accountancy businesses and other professionals across the USA to ensure we continue to protect both our clients and contractors from any compliance risks.

We always ensure that our contractors receive the Petroplan personalized service and full support throughout their assignment from pre-mobilisation right through to offboarding. This includes offering extensive benefits and insurances and assisting with 401k plans.

We put safety first

To manage our company-wide Health, Safety, Environment, Quality and Social Responsibility (HSEQ & SR) activities, Petroplan operates an integrated management system based on Energy industry accepted “plan – do – review – improve” methodology.

This goes beyond the standard requirement of energy workforce solution companies, so our clients can be assured of our commitment to contractor safety.

Let's talk

To have an initial, confidential discussion, please contact us here.

Client Enquiries

Please note that CV's and job applications should be submitted through the website's registration and application process. No registrations or applications are accepted via e-mail. This form is for queries and further information only.

Blog

Petroplan champions youth energy talent

Championing youth talent in the energy sector is a continued priority at Petroplan. The industry is full of highly skilled candidates and nurturing young talent is vital to ensure the energy sector continues to thrive.

David Jerrett, our newly appointed Client Development Manager in Canada, recently visited The Faculty of Engineering and Applied Science at Memorial University for an Industry Engagement Day.

Attended by funding agency representatives, federal and provincial government officials and technical experts, the event aimed to advance industry innovation in Newfoundland and Labrador (NL). The agenda for the event aligned with our business ambitions following our recent expansion in the province.

David said: “It was a fantastic opportunity to share our expertise in the resource-rich and fast-growing Canadian energy market and meet the next generation of energy talent.”

At Petroplan, we are keen supporters of progressive industry research and the transformation of NL into an energy innovation hub.

With a predicted compound annual growth rate of 9% between 2022 and 2027, Canada’s rapidly developing renewables sector is set to spearhead the country’s push toward carbon neutrality. Petroplan will support employers and candidates through the transition as the demand for green talent increases.

David continued: “At the event, we shared our views with experts and students, focusing on the technical talent shortage in Canada and globally. We explored how energy companies, EPCs and R&D companies can work with Memorial University to develop skills in the areas of highest demand.”

At the event, David led a breakout session with members of the National Research Council and Memorial University of Newfoundland’s Faculty of Engineering and Applied Science as well as industry experts from ExxonMobil, Aker and Hatch. 

He added: “Drawing on previous project experience with ExxonMobil, we explained how large global energy companies can support local engineering firms by partnering with international industry specialists and working with the University to research and develop new technology.

“It is my goal to promote industry collaboration and further renewable energy expertise in Canada and internationally. I believe this is the best path to alleviate the technical talent shortage and move forward towards a more environmentally friendly energy industry.”

A record number of job vacancies in Canada’s energy sector in the first quarter of 2022 sheds light on the current shortage of talent in the country. With such a scarcity of labour, employers struggle to fill their positions and push on with projects.

David said: “The session generated ideas for research projects to improve skills and technology for wind energy, hydrogen production and energy distribution in Newfoundland and Labrador.

“I’d like to share our huge thanks to Memorial University for inviting us to be a part of this engagement day to champion youth energy talent.”

We are currently scaling our Canadian operations to support employers through the energy transition. For more information about the event, please click here.

The benefits of recruitment process outsourcing in the energy industry

Effective recruitment is the foundation of any successful business. But in the energy sector, where employers manage a mix of permanent staff and temporary contractors, the challenge of recruitment becomes even more complex.

The ongoing labour shortage in the industry further complicates matters for hiring managers, who are now faced with a reduced talent pool to pick from. In such a competitive market, only the most meticulous recruitment strategy will attract the best talent.

How recruitment agencies can support energy employers

Outsourcing recruitment to a specialist agency is a worthwhile option for employers without the necessary resources or expertise to find the best talent. Recruitment agencies pick up the heavy lifting of selecting and onboarding candidates who slot seamlessly into the business from day one.

As energy companies reshuffle their staff ahead of the energy transition, the task of finding the right fit becomes even more challenging. Here are five reasons why recruitment agencies are best placed to take on this challenge and lead the hiring process for employers in the energy sector.

Larger talent pool

Unlike most in-house recruitment strategies, working with an energy recruitment agency allows employers to target passive job candidates. Passive candidates – workers who aren't actively job searching – make up around 70% of the workforce and are often the most talented.

Casting a wider net inevitably yields better results when recruiting for roles in the oil and gas or renewable energy sector. A larger candidate pool also allows for more inclusive recruitment, with the removal of bias and use of diverse interview panels a key focus of recruitment agencies.

Improved quality of hire

By outsourcing recruitment, employers hand over the task of talent acquisition to highly trained industry professionals. Experienced recruiters know exactly what to look for in terms of technical and cultural fit and draw on the latest methods to ensure the right match is made.

Identifying the best talent is only one side of the coin. In the energy sector, where skilled workers find themselves in especially high demand, leading recruitment agencies will be able to convey employer branding in a way that sells the job to candidates in high demand.

Highly specialised recruitment

Global fossil fuel demand is projected to peak by 2025. As we see oil and gas recruitment starting to contract and the focus shifting to renewable energy and other specialised fields like digital transformation, employers will need to target specific skillsets that are currently in short supply.

In specialised markets, recruiters must have industry-specific knowledge and understand the precise demands of the positions for which they are hiring. Petroplan’s recruitment team is divided into five sectors, with each consultant a subject matter specialist in their respective field.

Reduced time-to-hire

With the help of an energy recruitment agency, employers in the industry can streamline their recruitment process and improve time-to-hire. Recruiters undertake all talent sourcing, presenting only the best candidates to hiring managers for consideration.

Advanced recruitment technologies such as applicant tracking and psychometric testing, which may not be available to employers internally, can accelerate the process. Systems are put in place to guard against delays and fast-track candidates who show the most promise.

Workforce management

The best recruitment agencies work with partners beyond the point of employment to ensure compliance is met and new hires are ready to carry out their duties. Workforce management services offered by Petroplan include onboarding, payroll and HSE.

These services are especially important with contract hire, where the tie between employer and employee is more tenuous. As a second point of contact for employees, recruitment agencies play their own part in the onboarding process, helping new hires hit the ground running.

The energy sector’s leading talent solutions provider

Petroplan has served the energy industry with strategic talent solutions for over 45 years. In that time, we’ve built a global community of engaged candidates and contractors with skills spread across all types of energy disciplines.

As Champions of Talent, we provide industry-leading permanent hire and contract hire services to our clients. If your company is recruiting, whether for roles in oil and gas or the renewable energy sector, we can connect you with the right candidates.

Contact us today.

Powering up: how the workforce can prepare for the energy transition

The global energy industry is at a point of profound change. As governments and corporations around the world up their commitments to carbon neutrality, renewable energy sources are set to make up 50% of the global energy mix by 2050 – a considerable increase from 29% in 2020. 

With investment in renewable energy sources increasing, and fossil fuels being gradually phased out from the global energy supply, the workforce will have to reskill to fit the changing demands and challenges of a low-carbon energy industry. 

For companies and staff looking to get ahead of the curve, this process has already begun. Those who adapt now will be best placed to make the most of the opportunities presented by green energy. 

How will the energy transition change the workforce?

The International Energy Agency (IEA) estimates that more than 30 million new jobs could be created in green energy by 2030. Oil and gas jobs, on the other hand, are likely to fall as production and profits in the sector contract. In the UK, for example, the number of offshore renewable energy jobs are poised to overtake those in oil and gas by the end of the decade. 

Many these new roles will be filled by skilled hands already working in the energy sector, who possess transferable skills applicable to jobs in renewable energy. A recent study from the Robert Gordon University found that over 90% of the UK’s oil and gas workforce have medium to high skills transferability, and are therefore well positioned to make the switch to green energy.  

We expect similar trends globally. Many of the skills developed in oil and gas jobs – such as project management, test and assembly, health and safety, servicing and maintenance and mechanical engineering – are readily applicable to green energy. 

How can companies prepare their workforce for the energy transition?

As the energy industry evolves, so too should the talent acquisition and workforce management strategies of companies that operate within it. The first step for employers is to centralise planning, bringing together people from operations, human resources, finance, and innovation to discuss changes that can be implemented at a top-down level. 

Planning should focus on the current and future needs of your workforce as the industry shifts to renewable energy sources. By clarifying the position of your company over the medium and long term, you can begin to identify skills gaps to fix going forward, either externally with new hires or internally through upskilling. 

Upskilling vs. recruiting

Companies that upskill their staff benefit from improved employee retention and a more adaptable workforce. According to Brunel’s 2021 Energy Outlook, upskilling is the most popular approach for tackling the renewable energy skills gap, with 64.7% of companies in the energy industry choosing to train and develop their existing workforce in preparation for the energy transition. 

While the provision of training and development can be costly, so too is recruitment, which should be reserved for specialist jobs in renewable energy. Generally, a balance of upskilling and targeted recruitment, along with the creation of a working culture centred on continuous development, is the best way for companies to prepare for the energy transition. 

How can candidates prepare for the energy transition?

Like their employers, workers should also be mindful of change in the energy industry. The trick for candidates is to learn the jobs market and identify opportunity areas, particularly those that overlap with any previous work experience in the energy industry or elsewhere. 

Looking to the future, the International Renewable Energy Agency (IRENA) expects solar to make up the largest share of renewable energy jobs in 2050 with 19.9 million jobs, followed by bioenergy (13.7 million), wind (5.5 million) and hydropower (3.7 million). 

With a career pathway mapped out, candidates can undertake the appropriate training for the role they have in mind. In some cases, particular qualifications may be required for technically complex renewable energy jobs.  

There is a range of development opportunities available to candidates through private companies, government bodies and training providers. Organisations such as Iron and Earth, for example, are helping oil and gas workers transition to fast-growing fields like solar energy. 

Laying the foundations of a green future

Petroplan works with clients, candidates and contractors from across the energy industry to ensure the right people are in place to support a smooth transition to renewable energy sources. 

Whether you’re an employer seeking to scale your renewable operations or an oil and gas worker looking to switch careers, our team of experienced consultants will help you get set for a green future. 

To find out how we can support you through the energy transition, contact us today. 

Alberta oil sands case study: global demand for oil and gas increases demand for skilled workforce

Alberta’s oil sands in Canada are the fourth-largest oil reserves in the world after Iran, Saudia Arabia, and Venezuela. These reserves are equivalent to around 165.4 billion barrels of oil. Canada is a big player in the global energy sector, and their reserves show how critical it is to their economy. It is predicted that in 2022 oil and gas extraction and infrastructure could account for nearly 10% of Canadian GDP. In terms of employment the energy sector employs 178,500 Canadians, a significant proportion of the population.  

Alberta oil sands growth  

The global demand for energy, in particular oil, shows no signs of slowing down and - despite a continued focus on renewable energy sources - Canada’s Alberta oil sands achieved a record year growth-wise in 2021 for crude oil production.  

With oil and gas expected to be a key transitional energy source that plays a part in net carbon zero targets, Canadian oil sands producers forecast that we could be on track for another record-breaking year in terms of oil production and output.  

Oil and gas jobs in Canada  

Influential voices in the Canadian energy sector are saying that there is currently not enough skilled labour to meet the demand for oil and gas jobs in Alberta which could hinder real growth.  

One of these voices is the CEO of the Canadian Association of Energy Contractors, Mark Scholz. He states that "if Canada is not able to recruit and be able to build the expertise needed to grow our industry, we're not going to be able to, not only supply our domestic market with responsible energy products, but we're also not going to be able to support the growing energy demands and energy security issues that many of our key allies are looking for." 

Scholz believes the oil and gas job market in Alberta took a steep downturn during the 2014 recession when the price of oil plummeted, further supressed by the Covid-19 pandemic in 2020. With oil prices now being close to pre-pandemic levels, producers are expecting their productivity to face a similar increase with Alberta in particular expected to be heading for a ‘boom’. 

With increased demand and a boom in Canadian production, how are companies making oil field jobs more attractive? Scholz has heard that along with other sectors, people working within the energy sector want greater flexibility in their working life.  

His statement shows the extent of socioeconomic change in recent years: "We always found that the workforce was very interested in putting as many hours in as they could. Not so much today — we're seeing that the demographics are changing and there is an element of work-life balance that is very important to this new generation that's coming up and companies are responding to that."  

One such company is Chissell, who are a family-led company who cannot afford large bonuses some larger corporations offer but are instead offering flexible hours for their oil and gas jobs in Alberta. 

Helping you find the right role for you 

At Petroplan, we champion talent and specialise in recruiting permanent personnel and contractors for businesses across the energy and infrastructure sectors, including oil and gas, renewables, technology, mining, power, and nuclear.  

As a talent solutions agency, we have excellent knowledge of recruitment, and a team of experienced consultants who can provide the best advice and results. 

To find out how we can support you in the rapidly evolving climate, please contact our team today. 

How technology will allow the oil and gas industry to thrive in a world moving towards net zero

Like many other industries, the oil and gas sector is looking to adopt digital technology to help improve efficiency and productivity, especially as digitisation is a key development that will contribute to the world moving towards net zero. In the UK,  it is believed that in meeting net zero by 2050, the country may still use a quarter of the gas that it uses now, so utilising digital technology and ensuring optimal production efficiency remains highly relevant.

At the same time, innovation, and the development of digital technologies during the transition period between changing energy production methods will be crucial in advancing low carbon solutions. Therefore, not only will the implementation of digital technology in the oil and gas industry strengthen the core business, but it could also help to develop sustainable energy production methods and support the push towards net zero. 

Increasing safety and efficiency with innovative technology 

A key reason for firms wanting to increase their efficiency, is to solidify their levels of stability in an unpredictable market. In fact, so many businesses are investing in oil and gas automation technology that Frost & Sullivan forecast the market to be worth $24.6 billion by 2025, with a compound annual growth rate of 7.5%. This includes the implementation of big data analytics, which has played a large role in driving industry growth in recent times. 

New technology has allowed the oil and gas industry to become more data-driven and streamlined. Big data can help oil and gas companies gather real-time information, which can then be used to grasp new opportunities and ensure accuracy when searching for new hydrocarbon deposits. It can also be used to optimise exploration, drilling, and production by forecasting potential equipment failures and breakdowns – which will improve overall efficiency of whole projects. 

With the oil and gas industry featuring large, complex, and often dangerous operations, having the technology to navigate volatile working environments is key, especially in downstream projects. Some oil and gas facilities are in confined or hard-to-reach spaces, so robotic inspection devices minimise the risk to personnel. 

Robotic devices are proven to be effective in isolated areas, as well. In 2020, TotalEnergies deployed a surveillance robot at its gas plant in the Shetland Islands to accurately assess their robustness, endurance, and reliability in a difficult operating environment. These robots would “undertake rounds autonomously, detect anomalies, alert operators, monitor process parameters and generate 3D maps”. 

For dangerous jobs relating to midstream processes and gas leaks, future technologies such as drones are also being developed for surveillance and detection purposes, to both minimise human interaction with dangerous substances and help mitigate emissions. 

High profile collaborations 

Cross-industry collaborations between oil and gas and digital solutions companies is more prevalent than ever, with oil and gas companies investing more in key growth technologies such as cloud and AI. The Internet of Things (IoT) vendors are now competing for top oil and gas contracts by offering end-to-end solutions. For oil and gas businesses, a collaborative approach with external suppliers is seen as a more effective solution than in house development of advanced analytics and Artificial Intelligence (AI). 

Several high-profile partnerships have been made in the last couple of years, including Total Oil and Google Cloud, BP, and Azure, and Seeq and Saudi Aramco. A partnership between Malaysia’s Petronas and Waygate Technologies Robotics (WTR) has produced a robotic inspection device for the oil and gas industry that could be commercialised, and the technology in this project features a cleaning tool and additional ultrasonic and eddy inspection capabilities. 

How can Petroplan help you get involved with the digital transformation of the oil and gas industry? 

We are the champions of talent, and constantly stay up to date with the latest trends and changes in the oil and gas industry, and in this case, how digital technology is affecting the market. We have over 40 years’ experience in recruiting the best professionals into the energy sector, and we would have never achieved this without our agile approach and constantly adapting to change.  

With the oil and gas industry changing, and digital transformation driving the emergence of new roles and specialisms, we are on hand to find opportunities for skilled professionals who can make a real impact. Find out more about us and, if you’re interested in learning more about digital transformations in the industry, please contact us to find out how we can help you.