Our Oil and Gas Pitch Podcast Host, Warren Spiwak is known for his career in Energy Risk and sharing top performing companies in the #energy space through the interviews he does with business leaders in the energy vertical.
What we #LOVE about this interview with Jason Assir, CEO of EnergyGigs, is that while Jason himself was experiencing an employment hardship…it inspired him to build a company! Hence, his mission to solve a huge gap in the employment marketplace…and for both employers and job seekers.
The value proposition is delivered to:
#1: #career hunters, #jobcandidates, #Professionals looking for opportunities longer term OR shorter term - can all benefit from the #EnergyJob Platform created by Energy Gigs.
#2: #Organizations and hiring managers can leverage the platform for job postings, temporary #HR needs, or to simply execute a contract where due to #jobcosting it makes more sense to hire some teammates via contact for the project.
In this video, you will learn about what led Jason to uncovering three major issues in the world of recruiting, and how a few layers of #friction found for both job hunters and hiring companies are removed through the vision implemented by Energy Gigs.
For Example: Imagine being a Drilling Supervisor, who has a simple dream to pivot their career to somewhere “closer to home”. Now, through a platform that posts project opportunities and simultaneously serves job candidates….you find the perfect local contract that then results in a full time career with new employer.
Listen in here in the conversation, as Jason shares what happened with Bedrock Energy, which is an Austin based company that is known for #decarbonizing buildings. The chance to hire for a project, without all the resistance and expense commonly found with temp agencies…led to an awesome full time hire.
Check it out!
Special thank you to Juliana Garaizar and Energy Tech Nexus for the introduction!
Video Credit: Warren Spiwak/Max Wolf
Along with Jason easier with energy gigs. You know, many times we hear that term it's a gig economy. Yeah. Well, like you're definitely taking it to the next level. And we're, we're, we're going All in all log. About eight years ago, I got laid off from an oil and gas consulting firm. It was, I was working in information management around well containment. And I got laid off around Thanksgiving and I didn't really know what to do. I didn't think I'd be able to hire, get a job until February of the next year. So I started freelancing. I actually drove Uber first. I drove Uber 1st and then I think that is a gig. Yeah, I just, yeah, I started freelancing because a friend of mine said, hey, you should, if you have an NBA, you should start freelancing, see if you can make it work. Started doing that, but I couldn't find any work in the energy space. Couldn't do any work in well containment, couldn't do any work in transmission. Distribution utilities have also done some work in turnarounds downstream. There were no projects there. So that was the the germ of the idea. Why don't we build an energy focus freelance platform that connects energy experts to just in time projects over hourly fixed. Feeling tempted? Term project opportunities with this concept, does it even allow like W2 employment and this kind of thing? So we, we rolled out a, a jobs module. So we have a project module, a jobs module. Employers can decide, OK, I want to hire someone on a, on a freelance basis or I can post a job and then hire someone full time. Or if you wanted to test someone out, which we always recommend, like you know, someone could interview really well, but they might not do the work well. So why don't you hire them first as a freelancer? Either on a fixed fee or, you know, on an hourly model and then when you like them, convert them over anything you read when it comes to a gig opportunity allows you to instead of looking at a really long job description to say I can fulfill this to know me is to love me, but I don't even get the chance if we don't have a a starting point. The I mean, everyone's easier to lot. You see it a lot and LinkedIn or you know, people talk about all the job hiring process is broken. It's really fundamentally changed, right. Like you could you could. You can't go and work for Exxon for 40 years anymore. You know, there's gonna be a Riff or Shell like they're gonna they're gonna let you off at some point. Maybe, right. So people have wear different hats at different points in time. Like they might be a full time employee at one point in time, but they may transition over. Well, they might *** **** off and be a job seeker or they might decide from job seeker. I want to be a consultant like me. Like I'm still consulting now eight years later. Before all my work came from freelance platforms. Now none of my work comes from freelance platforms, but I'm hiring people from freelance platforms. So you, you can wear different hats. And then when you retired, like my father's power engineer, 50 years in the space, he doesn't wanna retire like my, my, my mom's like get him out of the house, right? Like. He just wants to do a couple of projects, maybe yes, a month, yeah, make a little bit of money and then go and Kashata to casino. I love. So, you know, we we sometimes get so indoctrinated to believe that that opportunity and the jobs that we take have to be one thing. And this is really saying no. You could look and and look at multiple different opportunities and some of them could just be part time, but you're not driving an Uber. You're leveraging your your, your experience and your capabilities. That's yeah, 100%. Like I mean, in Houston, you any Uber you take it could be an engineer behind the wheel, it could be someone with lots of skills and qualifications, but they don't, you know, they don't haven't found the right opportunity, but energy gigs would hopefully help, help. That's powerful. When it comes to differentiators, you know, you have the LinkedIn, you have all these different platforms for job hunters. Could you lay out some of the differentiators that were really important to you as you built this platform? So I mean, we're about six months and since we've gone live with our MVP or minimum viable product. So our first version of the product, we still have some, you know, user experience issues in that, in that. Yeah, that's part of the game, right. Again. Yeah, Please show us where. Yeah, show us where we need to fill the gap. Yeah, that's right. Like, So what we have right now, about 380 experts on the platform are going by three, two to three experts per week. We we vet the experts to make sure that they're actually legit. They're real people, not bots, that they have energy experience or an interest in energy. And I think you know what, we, our mission besides obviously staying profitable and. You know, you know, keeping an entity a lot or is to help people move into new areas of energy industry as the industry evolves. Yeah. So for example, we're seeing a lot of people in the long gas space wanting to get into geothermal. Well, you know, like As for I've already proven that there's immediate transferable skills of like if you have fracking experience, like you can go into enhanced geothermal, right. So like that's kind of what our mission is. Like we think about like, you know, Appalachia or coal industry, you know, where are they? Get their next job. There's different things where you have to have somebody that has their finger on the pulse to know how to navigate it. What I like about what you're doing here is you're saying these talents that might not be already in geothermal or wherever, these other talents, these other capabilities that professionals have could completely be leveraged in this new fast-paced, super evolving industry. And you're right there at the forefront of it. We're we're we're trying. I, I, you know, I think. We are working on building out a, a learning management module and there's a flag that we're gonna be putting into the candidates profile where they can say you wanna be a mentor. So if you think about the platform and what we're going our road map, you know, you got the opportunity to learn new things, opportunity to find mentors, projects and with projects being sort of on ramp into a new career and then jobs, right. So like there starts to become sort of a way for you to figure start planning out your career of like and reverse engineering how you get there. More and that's that's sort of the that's division we're we're still early days. You know it's well yeah, that's great. I mean this is where it all happens when it comes to sitting down with a prospect and not. And now I know yes candidates are going to be like, Oh my God, this is so great. I think I think it's just very intuitive why this is such an obvious play for the for the for the the potential prospect employee that is the candidate. But when it comes to the organizations that you're talking to what? Of the issues that you mentioned usually in that first two to three minutes where you're talking to them, where they're saying, put me on the platform, I'd like to start looking through these through these individuals. So I think a is like, are, are they qualified? You know, are the people we looking? Are they truly energy experts? That's that's something that we do and that's why we have a wait list on both sides of the wow, that's great. I think the other one is do we have the depth of candidate like the roster and that honestly. Is something we're working on right like we lost a project for a capital project manager role for a brownfield capital project. We didn't have enough people in our database to fill that role and so they went somewhere else right so that that's just teething pains as we grow, as we scale, we'll get to that, you know we'll get there but I think the real advantages is like. For example, Burns and McDonnell, you can hire a really quality engineer engineering firm to do work for you. But what if you just need one engineer and you don't want to pay? The, the heart, the, all the fees, most of those fees of which go to the firm, not to the, the expert. Well, then you can use our platform. You know, if you just had like a feasibility study that you needed to have done or a job safety assessment done by someone, you know, who has depth of expertise, may be retired from Exxon Mobil. Sure, right. Like you can just hire that one person versus hire the full firm. I think one story, I think that we're, we're kind of proud of is, is we, we helped place a former, I think Schlumberger drilling supervisor. He wanted to stay closer to home. He he was looking at oil and gas, but he also this opportunity came up with a, a geothermal startup called bedrock energy out of Austin. Ohh. They decarbonize buildings. So we, we had done a search for them, help them find someone, find this person who was an oil and gas drilling supervisor to, to just work from home and go, you know, work on site and, and Austin and, and manage the drilling operations of, of a project that was, that was really cool. I mean, it's a it's a direct oil and gas. And it's proof of concept. So if you're interested, if you wanna learn more about Energy gig, Yeah, reach out to Jason. What is in our website that Yeah, energy gigs.com. So GIGS energygirlright.com. Yeah. Or hit me up on LinkedIn. Thank you so much. Appreciate. Yeah. Pleasure meeting you too. Terrific.
What a privilege to have this time with Jason Assir! His heart is in the right place and what he is doing with EnergyGigs is making an impact.
Thank you Jason and team for what you are doing.
Time to hire: a challenge in today's competitive job market! With candidates having more options than ever before, it's crucial for renewable energy companies to streamline their hiring processes.
🌟 In the Green Space, top talent is in high demand. Candidates are often fielding multiple job offers, which means lengthy hiring processes can result in missed opportunities. Companies that can efficiently assess, interview, and onboard candidates stand a better chance of securing top talent.
💡 So, how can renewable energy companies adapt?
By prioritising a seamless candidate experience, from initial contact to final offer. Whether it's through digital assessments, virtual interviews, or expedited decision-making, companies need to show candidates that they value their time and are eager to bring them on board.
What are your thoughts on this? Have you experienced the impact of time to hire in the renewable energy sector?
Share your insights and strategies in the comments below!
Let's brainstorm ways to attract and retain the best talent in a competitive market.
Feel free to reach out for a call to discuss this further! It would be interesting to learn about your strategies and findings. Who knows, you might be in my next linkedin post (not that I'm famous or anything)
#TimeToHire#RenewableEnergyJobs#CandidateExperience
One of the toughest parts of recruiting in the renewable energy space right now is candidates being uncommitted.
With so many opportunities available, it’s easy to see why, but it can slow things down for everyone involved.
If you’re exploring roles, here’s some advice to help you figure out what’s right for you (and save yourself, recruiters and clients a lot of time):
1️⃣ Know What You Want: Before applying or interviewing, think about what’s most important to you—project, pay, growth, flexibility, or something else.
2️⃣ Do Your Homework: Learn about the company and the role upfront so you don’t end up in a process that doesn’t fit your goals.
3️⃣ Be Honest: If you’re juggling multiple offers or unsure about something, let the recruiter know. Clear communication builds trust and helps everyone move forward.
What do you think? How do you make career decisions in such a fast-moving industry?
#RenewableEnergy#CareerGrowth#RecruitmentTips#Vinova
Back and Ready to Share!
Hey LinkedIn family!
It's been a minute since I last posted, but I'm thrilled to be back and sharing my latest adventures with you all!
I'm also excited to share that I've just completed my first recruiting process since diving into the world of Human Resources!
As a newbie in HR, I had the incredible opportunity to work with Joelin Energy, a trailblazing renewable energy company.
For the past few days, I've been fully immersed in the recruiting process - from screening resumes to conducting interviews and onboarding new talent.
And let me tell you, I've learned SO MUCH!
Here are some key takeaways from my experience:
- The secret to acing an interview (from both sides of the table)
- What makes a candidate truly stand out
- The importance of company culture in the hiring process
I'm excited to continue learning and growing in my HR journey.
Now it's your turn!
Share your most memorable interviewing experience (as a candidate or recruiter) in the comments!
Or, ask me your burning recruiting or interviewing questions!
Let's connect and learn together!
#HRNewbie#RecruitingDiaries#InterviewTips#Onboarding#RenewableEnergy#JoelinEnergy#LearningExperience#CareerGrowth#LinkedInCommunity" #fasthirecontentwritingchallenge
I often speak to my 6 year old about the renewable industry, but a few weeks ago he asked me what I actually do for a job.
I quickly responded with the most child friendly answer I could think of and said “I help people find jobs”.
Satisfied with the answer, he didn’t ask anymore questions. However, since then I’ve been reflecting and ‘helping people find jobs’ isn’t what I do.
As a specialist recruiter, I’m…
A story teller…
I share the stories of company missions, visions, culture and their journey - highlighting why a candidate should want to join them.
I share the candidates experience and skill set to a company, explaining their story and why they’re best suited for the role.
A headhunter…
It’s very rare the ‘perfect candidate’ just falls into my inbox. Based on client requirements, I specially headhunt to find the right fit.
A people analyser…
The best hires are the ones who are also the right culture fit. Identifying candidate personalities and matching them with company culture to ensure the best alignment.
A negotiator…
Whether it’s salary expectations on both sides, contract agreements, terms or job titles - I ensure that agreements are fair, competitive and beneficial for everyone.
An advisor…
Providing guidance to candidates on career paths, interview prep, skill development, navigating transitions and guiding clients with hiring strategies, market trends, talent needs and EVP.
Passionate…
Above all else, I love what I do. I help clients build teams that aren’t just skilled, they’re the right fit for the journey ahead and I help candidates find an opportunity that isn’t just a job - it’s a path toward growth, contribution and purpose.
Being a specialist recruiter isn’t just about ‘helping people get jobs’, it’s helping to build teams that fit not just on paper but within a culture and finding opportunities that provide the right challenges and opportunities for growth for every candidate.
Every interaction, every connection, is about building trust and helping someone move toward the next step in their journey.
🆘 Looking for the right fit for your team or your next opportunity in renewables? Let’s chat 👇🏻
📧 Amelia.yates@zero-global.com#Recruiter#Hiring#Renewables#Recruiting
Although the job market is shifting, experienced talent in the renewable energy sector remains scarce and in high demand, making the candidate experience during the hiring process crucial for securing top talent. 👷♂️👷♀️
As much as we love to highlight our wins on LinkedIn, there are also times where processes need to be reviewed and we need to be Consultants to our clients and not just Recruiters.
Recently, we faced a hiring process that fell through due to the process dragging over a number of weeks, and lack of updates on next steps from our client. Although it was not the outcome we were after, and was a result of busy schedules, it highlighted the importance of a positive candidate experience, and was a great learning curve for our client. It also allowed us to support with refining and streamlining the process to ensure a smoother candidate experience in the future.
Wright Talent are always keen to work with our clients to ensure you not only have access to the best talent in the market, but have a process that will support with securing these hires in your business! Give us a call if you want to chat about how we can support 📞
#renewableenergy#wrighttalent#unlockingpotential
Talent Manager - Africa| Talent Acquisition, Recruitment Trends,Salary benchmarking,Headhunting and Career coaching across Africa.Renewable energy industry expert.
Modern Techniques: Interviewing
Ive been thinking about how best to minimise time wasted at interview screening stage for both the Candidate and the recruiter. The answer came to me in the form of a critique i received from a very junior but sharp candidate who asked me when i called to regret him for a job he had applied for. He simply asked, “why didn’t you end the interview when you realised i wasn’t the right candidate”?
This initially didn’t make sense as we are trained as recruiters/head-hunters to be courteous and respect our candidates by at least seeing that call through. A few days after i realised he is correct. After the first few critical questions you know as a hiring manager that someone is right for the role or that they are not a great fit.
This was 6 months ago, since then i don’t waste anyone’s, time interviewing them for 1 hour yet i know they are not suitable. I professionally and honestly tell them this is not the role for them and the reasons i think so.Some calls are 5 minutes others are 50 minutes, but overall they should be productive for both sides.
This doesn’t break relationships, it builds trust and respect.
Anávo | Renewable Energy RecruitmentPolyglot Group | Business Services Provider
🌱 Growing a team within the renewables sector? Here are six compelling reasons why headhunting should be your go-to strategy:
1️⃣ **Tailored Talent Search**
Headhunting allows for a highly specialised approach. It's not just about filling a vacancy; it's about finding someone whose skills, values, and vision align with the unique needs of your project. This bespoke service ensures that the professionals joining your team are not just qualified, but are the perfect fit for driving your renewable initiatives forward.
2️⃣ **Passive Candidate Engagement**
The best talent isn't always looking for a job. Headhunters have the reach and the networking skills to tap into that passive candidate pool, engaging individuals who may not actively be seeking new opportunities but are open to compelling offers. This can be a game-changer in the competitive renewables sector.
3️⃣ **Industry Insight**
Specialist recruiters, like us at Melbury Search, bring a wealth of industry knowledge. We understand the nuances of the renewables sector and can anticipate the skills and expertise needed for tomorrow, not just today. This foresight can be invaluable in building a forward-thinking team.
4️⃣ **Time and Resource Efficiency**
Building a team can be time-consuming. Headhunting streamlines the process, allowing developers to focus on their core business while the recruiter handles the search. This means a more efficient hiring process and a quicker time-to-hire, which is crucial in a fast-paced industry.
5️⃣ **Confidentiality**
Confidentiality is paramount, especially when scouting for senior-level talent. Headhunters operate with discretion, ensuring that your company's strategic moves remain confidential. This is vital for maintaining competitive advantage and market stability.
6️⃣ **Long-Term Success**
Headhunters don't just fill positions; they build relationships. By understanding your long-term goals, they can help construct a team that will grow with your company, ensuring sustainability and success for years to come.
🌿 Keen to expand your team with top-tier talent dedicated to making a positive impact on our natural environment? Let's connect and cultivate growth together.
📩 Drop a comment below or visit our website to learn more about how Melbury Search can support your recruitment needs.
#RenewableEnergy#Headhunting#TeamGrowth
Energy and Renewable Energy Headhunter | Retained Recruitment to Recruitment Specialist | Growing recruitment agencies with revenue generating recruiters in London.
Does speaking with another business mean you're seriously considering a move? 🤷♂️
Absolutely not! Recruiters often turn down the idea of having an initial chat with other top firms on the market purely because they ‘don’t want to waste anyone's time’. I can assure you an initial conversation to explore and gain knowledge is not a waste of time!
This is exactly what I want to encourage you to do - get to know your options. This doesn’t require any level of commitment, it is simply connecting to other top performers on the market and who knows, you might just find your next venture.
If things don’t progress then nothing is lost and time has certainly not been wasted on either end. You have gained a connection on the market that may benefit you in one way or another and have probably gained insight on a competitor.
This is something you would encourage your own candidates to do, so take your own advice and take control of your own career.
Inbox and phone is always open - reach out for a confidential chat today.
📲 - 07305621765
📨 - adam.birkett@r2rlondon.com#Hiring#Recruitment#engineering#energy#renewables
"We Just Can’t Find the Right Skills!"
🔎 Finding skilled professionals feels impossible in competitive fields like renewable energy or engineering?
A client desperately needed a project manager for a critical infrastructure project.
Our solution: Proactive headhunting. By targeting passive candidates and presenting an attractive offer, we delivered the perfect hire. The result? A successfully completed project.
➡ Stop relying on luck – start leveraging strategy. We connect you with talent others can’t reach.
#SkillsGap#RenewableEnergy#EngineeringJobs#TalentSourcing#PassiveCandidates#SterlingFutures#Headhunting
My clients have saved on average 30-40% time to hire by:
• Having access to pre-qualified talent (Immediate placement or significantly faster sourcing)
• Initial interviews & candidate assessments (1-2 weeks)
• Management of the recruitment process (2-4 weeks)
• Shorter time to fill niche roles (can be 3-6 months saved on average!)
• Faster onboarding process (1-2 weeks)
• Reduced poor hires & need for rehiring (2-3 months)
Recruitment processes can take up a heck of a lot of your time, working with a niche specialist agent can help reduce time, costs & ensure the highest quality hires.
If you are interested how we help save renewables clients drop me a message!
#wind#renewables#recruitment#qaqc#navitasresourcing
Energy Risk at USI Insurance Services | Oil and Gas Global Network Podcast Host, O&G Pitch
2wWhat a privilege to have this time with Jason Assir! His heart is in the right place and what he is doing with EnergyGigs is making an impact. Thank you Jason and team for what you are doing.