<p align="left">The growth of the solar industry in the U.S is well documented. Between November 2015 and November 2016, the solar industry was responsible for more than one in 50 &ldquo;new jobs&rdquo; created in the U.S.&nbsp;</p>
<p align="left">As a leaders within the renewables recruitment sphere, Spencer Ogden partnered with one of the largest mechanical and civil contractors in the U.S, responsible for over 1,000 MW of installations.</p>
<h3 align="left">Challenges</h3>
<p align="left">The client company launched a key project located in Virginia. This project was tied to their public initiative to achieve 100% renewable energy usage for its global infrastructure, with the first milestone of 40% achieved by the end of 2016. Spencer Ogden were awarded the mechanical and civil subcontractlabour provision consisting of technical and craftlabour. As with many solar projects, the area for the site was remote and provided challenging conditions due to its coastal location.</p>
<h3 align="left">Solutions</h3>
<ul>
<li>
<p>Consultative sourcing and vetting of highly skilled renewable energy management team &bull;&nbsp;</p>
</li>
<li>
<p>Mobilisation services to mitigate local high end technical labour shortages&nbsp;&nbsp;</p>
</li>
<li>
<p>Volume recruitment sourcing and vetting of a local craft labour workforce.</p>
</li>
<li>
<p>&nbsp;Compliant, local time sensitive background and drug and alcohol screening of workforce</p>
</li>
<li>
<p>All workforce compliant with Affordable Care Act legislation and co-employment issues thanks to full W2 solution provided by Spencer Ogden&nbsp;</p>
</li>
<li>
<p>Time sensitive milestone based deployment</p>
</li>
<li>
<p>Payroll financing of entire work force</p>
</li>
</ul>
<h3 align="left">Result</h3>
<p align="left">To date, Spencer Ogden has sourced, recruited, mobilised, and maintained a skillful flexible workforce. The Spencer Ogden team has continually looked to streamline and improve the recruitment process for this project, resulting in a faster method to source manpower.&nbsp;</p>
<p align="left">This joint success has resulted in numerous client recommendations and contract extensions</p>
<ul>
<li>
<p>Candidates contacted: 2000+</p>
</li>
<li>
<p>Candidates shortlist screened: 1000+</p>
</li>
<li>
<p>Candidate CV&rsquo;s submitted: 515</p>
</li>
<li>
<p>Candidates interviewed: 324</p>
</li>
<li>
<p>Candidates offered: 171</p>
</li>
<li>
<p>Candidates hired: 152</p>
</li>
</ul>

USA! USA! USA!

<p align="left">Like all capital investment projects, Renewable energy assets are time-critical, where a lack of manpower can directly impede or delay a project, resulting in a potential increase of overall spend.&nbsp;</p>
<p align="left">It is impossible for a development company to fully employ all the personnel, when the given project has a defined start and end date without a guarantee of further work.&nbsp;</p>
<p align="left">Spencer Ogden are a specialist agency is that is well placed to support full project teams and short-term critical teams, offering dedicated resources to ensure that the process of sourcing, recruitment and mobilisation is seamless.&nbsp;</p>
<h3 align="left">Challenges</h3>
<p align="left">The client needed an entire asset inspections team at time critical stages of the project. In addition to this, it needed to host a QC-coordinator for the production of the High Voltage Offshore Substation. The team needed to cover assets in multiple countries meaning challenges such as candidate sourcing, mobilisation, payroll and tax compliancy were a regular occurance.</p>
<h3 align="left">Solutions</h3>
<ul>
<li>
<p>Recruitment sourcing and vetting of highly skilled inspections experts&nbsp;</p>
</li>
<li>
<p>Employment contracts compliant with European regional variations&nbsp;</p>
</li>
<li>
<p>Payroll finance in-country compliances for social securities and taxes&nbsp;</p>
</li>
<li>
<p>In country support for accommodation and transport&nbsp;</p>
</li>
<li>
<p>Streamlined process within a framework agreement&nbsp;</p>
</li>
<li>
<p>Interviews arranged within Spencer Ogden facilities</p>
</li>
</ul>
<h3 align="left">Result</h3>
<p align="left">Spencer Ogden provided a service that ensured our client had a team of highly qualified external consultants representing their company on site. Our team successfully sourced the ideal personnel across a number of fabrication yards within a tight time-scale, and also arranged mobilisation while ensuring each contractor was compliantly set up in-country.</p>
<ul>
<li>
<p>Candidates contacted: 900+</p>
</li>
<li>
<p>Candidates shortlist screened: 403</p>
</li>
<li>
<p>Candidate CV&rsquo;s submitted: 134</p>
</li>
<li>
<p>Candidates interviewed: 84</p>
</li>
<li>
<p>Candidates offered: 42</p>
</li>
<li>
<p>Candidates hired: 36</p>
</li>
</ul>

Time is Money

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<p align="left">Across Asia, fossil fuel has become the preferred source of fuel with meeting the region&rsquo;s growing demand for electricity. One of the most active EPC companies within the development of thermal energy generation power projects appointed Spencer Ogden as a supplier on numerous project sites throughout Asia.&nbsp;</p>
<h3 align="left">Challenges</h3>
<p align="left">Spencer Ogden has supported this leading EPC throughout the full projectlife cycle, with examples including an entire contract management team and volume local manpower. Spencer Ogden needed to provide full expatriate solutions that were compliant with the varying visa and country requirements.</p>
<h3 align="left">Solutions</h3>
<ul>
<li>
<p>Active candidate sourcing, utilising detailed Spencer Ogden resources and specialised market knowledge&nbsp;</p>
</li>
<li>
<p>Mobilisation to project location, with all of the necessary transportation and working documents arranged</p>
</li>
<li>
<p>Payroll financing within country, along with taxes and insurances</p>
</li>
<li>
<p>In country support with accommodation arrangements&nbsp;Continued support throughout the duration of the project&nbsp;</p>
</li>
</ul>
<h3 align="left">Result</h3>
<p align="left">Spencer Ogden&rsquo;s Power team has a specialist consultants within every engineering discipline throughout the power plant project lifecycle. This enables us to deliver candidates that fulfil the technical requirements of the client, while also taking into consideration the finer details, that results in the delivery of efficient and effective solution.&nbsp;</p>
<p align="left">To date, Spencer Ogden&rsquo;s Power division has provided volume local engineering teams to some of the largest power plant projects in Indonesia and Vietnam, while also sourcing senior expatriate engineers for a number of remote project locations throughout Asia.&nbsp;</p>
<ul>
<li>
<p>Candidates contacted: 1000+</p>
</li>
<li>
<p>Candidates shortlist screened: 460</p>
</li>
<li>
<p>Candidate CV&rsquo;s submitted: 132</p>
</li>
<li>
<p>Candidates interviewed: 62</p>
</li>
<li>
<p>Candidates offered: 33</p>
</li>
<li>
<p>Candidates hired: 29</p>
</li>
</ul>
</div>
</div>
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Thermal Power Plant Project

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<h3 align="left"><strong>The perfect placement</strong></h3>
<p align="left">Vestas is a Danish manufacturer, seller, installer, and servicer of wind turbines. Employing more than 21,000 workers globally, it is the largest wind turbine company in the world. At present, the company operates manufacturing plants in Denmark, Germany, India, Italy, Romania, the United Kingdom, Spain, Sweden, Norway, Australia, China, and the United States.enewable energy is one of the key aims for all developed nations and the countries in Europe are no exception.</p>
<h3 align="left">Challenges</h3>
<p align="left">Vestas were struggling to source a senior management position for its Global Research and Development Centre located in Arhus, Denmark.&nbsp;</p>
<p align="left">The role would play an instrument part in supporting the company&rsquo;s imminent growth plans, and the successful candidate needed a high level of technical expertise. Facing increasing pressure from several key stakeholders, the company&rsquo;s hiring team were in desperate need of a specialist recruitment agency that were capable of filling this imperative position.&nbsp;&nbsp;</p>
<h3 align="left">Solutions</h3>
<p align="left">Spencer Ogden were invited to present and pitch against two of Vestas&rsquo; longstanding local suppliers. Even though the existing suppliers had good track records, after witnessing Spencer Ogden&rsquo;s tailored presentation and discussing its proposed solution, Vestas decided to work exclusively with the agency to fulfil the mandate.&nbsp;</p>
<p align="left">The following includes a summary of the delivered recruitment process:&nbsp;</p>
<ul>
<li>
<p>&nbsp;Met with Vestas&rsquo; hiring manager and the HR team to qualify the position and agree on timescales&nbsp;</p>
</li>
<li>
<p>Allocated a specialist search team for the required position sponsored by an expert account director&nbsp;</p>
</li>
<li>
<p>The search commenced and a tailored headhunt was put into practise in line with all the information provided by Vestas&nbsp;</p>
</li>
<li>
<p>&nbsp;Spencer Ogden actively shortlisted four qualified candidates and prepared all candidates for final stage Interviews&nbsp;</p>
</li>
<li>
<p>Spence Ogden managed the entire offer process to guarantee candidate acceptance&nbsp;</p>
</li>
<li>
<p>Assisted successful candidate with resignation process whilst supporting Vestas with their on-boarding procedure</p>
</li>
</ul>
<h3 align="left">Result</h3>
<p align="left">Spencer Ogden completed the assignment within the pre-determined timeframe, exceeding the expectations of Vestas&rsquo; hiring division. Following this placement, Spencer Ogden were awarded preferred Global Supplier status for Vestas.&nbsp;</p>
<ul>
<li>
<p>Candidates contacted: 52</p>
</li>
<li>
<p>Candidate CV&rsquo;s submitted: 14</p>
</li>
<li>
<p>Candidates interviewed: 4</p>
</li>
<li>
<p>Candidates offered: 4</p>
</li>
<li>
<p>Candidates hired: 1</p>
</li>
</ul>
</div>
</div>
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Seamless Search Solutions

<p align="left">SUEZ is a world leader in smart and sustainable resource management. By providing advanced water and waste management solutions, SUEZ enables cities and industries to optimize their resource management and strengthen their environmental and economic performances, in line with regulatory standards.</p>
<h3 align="left">Challenges</h3>
<p align="left">Due to high organic growth across the US, SUEZ needed to quickly fill a number of complex roles with qualified personnel who were capable of supporting the expansion of its field services operations unit.&nbsp;</p>
<p align="left">Following a rigid contract-to-hire recruitment model, the ideal candidate needed to have previous experience with a range of advanced technologies, including reverse osmosis, ion exchange and ultra filtration.</p>
<p align="left">&nbsp;Alongside this, successful candidates needed to understand the prospect of working on a diverse range of sites including, power plants, nuclear stations, oil and gas units, technology facilities, and in some instances, servicing FMCG factories.</p>
<h3 align="left">Solutions</h3>
<p align="left">Upon consultation with the client, Spencer Ogden created a detailed hiring strategy that took into consideration numerous deliverables to meet the client&rsquo;s urgent project deadlines.&nbsp;</p>
<p align="left">The following package was tailored for SUEZ to meet its hiring needs:&nbsp;</p>
<ul>
<li>
<p>Deliver three qualified profiles to the client within 48 hours&nbsp;</p>
</li>
<li>
<p>Enforce a robust headhunting approach for specialist positions&nbsp;</p>
</li>
<li>
<p>Utilise Spencer Ogden&rsquo;s Contractor and Compliance department to assist client with navigating complex employment laws across all states across the US&nbsp;</p>
</li>
<li>
<p>Handle manpower where prevailing wage environments are in operation&nbsp;</p>
</li>
<li>
<p>Bespoke travel and lodging assistance&nbsp;</p>
</li>
<li>
<p>PPE support</p>
</li>
</ul>
<h3 align="left">Result</h3>
<p align="left">By delivering an efficient hiring strategy, Spencer Ogden provided a total of 40 qualified personnel within a series of tight time scales. Due to the large volume of successful placements, Spencer Ogden is now considered a valued hiring partner and is currently working on several long-term projects with SUEZ.&nbsp;</p>
<ul>
<li>
<p>Candidates contacted: 200+</p>
</li>
<li>
<p>Candidate CV&rsquo;s submitted: 67</p>
</li>
<li>
<p>Candidates hired: 40</p>
</li>
</ul>

Scalable Recruitment Solutions

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<h3 class="_04xlpA direction-ltr align-start para-style-body">Stage 3 Expansion - Operations support</h3>
<h5 class="_04xlpA direction-ltr align-justify para-style-body">Nov 2022</h5>
<p>Spencer Ogden was commissioned by Cheniere Energy to help them source high quality candidates for the expansion of the Operations division. Cheniere Energy is the domestic leader in LNG production but with a small talent pool of industry specific experience, it is a challenge to source skilled professionals suitable for the job.</p>
<h3>Challenge</h3>
<p>Cheniere Energy is one of the leading LNG operational facilities in the US. When they approached Spencer Ogden they were looking for operational LNG expertise to increase their talent pool and ultimately production. However, within the domestic LNG market, there is a limited number of operational facilities in the US and therefore, there is a limited number of people who are trained and have experience working within these facilities. In addition to the limited talent pool, Cheniere Energy operate in remote locations and these locations are not populated areas and require staff and contractors to either commute or move to the area.</p>
<h3>Solution</h3>
<p>​Spencer Ogden used their Houston office as the main stakeholder to support Cheniere&rsquo;s operations in Sabine Pass and Corpus Christi (two of Cheniere's facilities) as well as their HQ in Houston. Leveraging long-term relationships with key stakeholders at Cheniere, SO has been able to deliver quality candidates through its extensive CRM database with thousands of experienced candidates available. Along with consistent delivery across all three locations, a feedback loop between both parties enabled SO to present the highest quality of candidates tailored to Cheniere&rsquo;s needs.</p>
<h3>Result</h3>
<p>The result has been an increase in headcount for Cheniere in their Operations group. Multiple contractors have been converted to staff employees thereby increasing retention as a product of the long-term contracts.</p>
<p class="_04xlpA direction-ltr align-start para-style-body">The niche skill sets that Spencer Ogden filled include:</p>
<ul>
<li>
<p>Process Engineers</p>
</li>
<li>
<p>Process Safety Engineers</p>
</li>
<li>
<p>Static Equipment Engineers</p>
</li>
<li>
<p>Rotating Equipment Engineers</p>
</li>
<li>
<p>Civil Engineers</p>
</li>
<li>
<p>I&amp;C Engineers</p>
</li>
<li>
<p>Electrical Engineers</p>
</li>
<li>
<p>Asset Integrity Engineers</p>
</li>
<li>
<p>Production Engineers</p>
</li>
</ul>
</div>
</div>
</div>
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Oil & Gas Stage 3 Expansion

<h3>North America Solar Projects</h3>
<h5>2017 -2022</h5>
<p>Spencer Ogden was commissioned by this client, a solar project developer, who were rapidly winning projects and undertaking the new construction of solar sites that exceeded the bandwidth of their internal workforce at the time. During this period, there was a significant shortage of Project Associates, Assistant Project Managers, and QAQC professionals with experience in the Community Solar Space.</p>
<h3>​Challenge</h3>
<p class="_04xlpA direction-ltr align-start para-style-body">The client was seeking a renewables focused staffing partner that had the capability to assist them with sourcing candidates to keep up with the staffing demand led by their fluctuating and heavy project load. In addition, the client desired a method to grow a long-term workforce that could be evaluated in real-time while remaining flexible in costs and overheads.</p>
<p class="_04xlpA direction-ltr align-start para-style-body">At this juncture, the client was collaborating with their internal recruiters, referrals, and a few general staffing agencies to help fill the gaps. The Executive Director of Operations and Project Managers required a tailored solution to solve personnel demands.</p>
<h3>​Solution</h3>
<p class="_04xlpA direction-ltr align-start para-style-body">The client needed a reliable contractor candidate pool to choose from, an efficient interviewing and onboarding process, and a contract-to-hire option at the end of the assignment. During that contract period, the candidates would be on the W2 of Spencer Ogden where all the cost of the employee would fall on Spencer Ogden (burdens, insurance, benefits, and payroll). Not only would this allow for real-life talent evaluation, but it allowed the client to minimize costs during this time.</p>
<p class="_04xlpA direction-ltr align-start para-style-body">The Spencer Ogden Northeast Renewables team leveraged their extensive regional network and industry expertise to address all of these issues. This included sourcing and preliminary screening, guiding all candidates through the interview process all the way to offer, full mobilization guidance, and a devoted account management team including all back office necessities.</p>
<h3>Result</h3>
<p>Spencer Ogden has provided technical and on-site talent experience in a number of solar projects to client sites across the US. This influx of qualified labor force has allowed the client to complete their current project load, embark on new solar projects, and even expand into new markets. As a result of this success, this client and Spencer Ogden continue collaborating to keep up with the demand to this day.</p>
<p>​</p>

North America Solar Projects

<p align="left">The Yamal LNG project is one of the most complex liquefied natural gas operations that has ever taken place. Situated above the artic circle, it was an isolated project that required the construction of a shipping port, airport, and resident facilities building.</p>
<h3 align="left">Challenges</h3>
<p align="left">A key client of Spencer Ogden was looking for credible manpower partners to help fill a crucial skills gap. At the time, the client was working with 15 different agencies that were from a variety of locations. The line managers were experiencing many difficulties with managing the influx of prospective candidates that required processing.&nbsp;</p>
<p align="left">A solution was needed to streamline the whole recruitment process from CV submission, selection and offer management to ensure a smooth payroll and contractor mobilisation.</p>
<h3 align="left">Solutions</h3>
<p align="left">The Spencer Ogden Asia Pacific team leveraged their global network of talent and expertise, and were able to offer a wide range of recruitment solutions to the client.&nbsp;</p>
<ul>
<li>
<p>Sourcing and screening the relevant talent for each department&nbsp;</p>
</li>
<li>
<p>Effectively overseeing offer management&nbsp;</p>
</li>
<li>
<p>Payroll solution compliant with regulatory requirements&nbsp;</p>
</li>
<li>
<p>Full mobilisation service arranging all work permits and visas for foreign workers&nbsp;</p>
</li>
<li>
<p>Dedicated account management</p>
</li>
</ul>
<h3 align="left">Result</h3>
<p align="left">From the initial request of a dozen planners, the contract was extended to include QHSE, construction, engineering design and commissioning personnel. In total, Spencer Ogden delivered over 280 assignments, including a compliant payroll solution.&nbsp;</p>
<p align="left">The collaboration was appreciated by the client, who then went on to select Spencer Ogden as one of three recruitment agencies to support all of its remaining projects across Singapore and Indonesia.</p>
<ul>
<li>
<p>Candidates contacted: 2000+</p>
</li>
<li>
<p>Candidates shortlist screened: 851</p>
</li>
<li>
<p>Candidate CV&rsquo;s submitted: 717</p>
</li>
<li>
<p>Candidates interviewed: 462</p>
</li>
<li>
<p>Candidates offered: 306</p>
</li>
<li>
<p>Candidates hired: 282</p>
</li>
</ul>

Mobilising Against the Elements

<p>We provide the best-in-class when it comes to engineering excellence.</p>
<p>Challenge:&nbsp;</p>
<p>The client was looking for a credible and knowledgeable search partner to help fill a crucial skill-set gap in their Senior Directors team. At the time, the client was working with approximately 30 different agencies on their national and international PSL. These agencies were not hitting the mark in terms of quality for this hiring requirement. In addition to this, the internal Talent team were experiencing difficulties managing the processes of the influx of prospective candidates from these suppliers. The client chose to partner with Spencer Ogden because of the market knowledge and understanding of very niche engineering skill-sets and sectors, as well as our attention to detail, credibility with Senior/Exec level candidates and commitment to service level. This is what sets us apart from our competitors.</p>
<p>Solution:</p>
<p>Spencer Ogden stepped in to eradicate the quality problem and set parameters around delivery timescales. The client needed to streamline the recruitment process from CV submission, selection and offer management along with treading carefully in what was a very small market, for the sake of confidentiality. Within five working days, we had headhunted four outstanding profiles, that matched the full criteria required, from their nearest Geotechnical and Environmental competitors in the market. The Spencer Ogden Asia Pacific team leveraged their global network of talent and expertise to assist with a range of issues facing the client. Sourcing and screening relevant talent, effectively overseeing all offers, full mobilization service and dedicated account management team. After three rounds of interviews and three weeks later, the offer went out and the candidate was hired.</p>
<p>Result</p>
<p>Three rounds of interviews took place and three weeks later, the&nbsp;offer went out and the candidate was hired.&nbsp;The project was delivered in budget and way ahead of the&nbsp;clients hiring schedule. Previously, they had not believed they&nbsp;could attract this level of talent and secure them in such a short&nbsp;space of time, making this a landmark assignment for both the&nbsp;client and Spencer Ogden.</p>
<p>Candidates contacted: 14<br>Candidate CV&rsquo;s submitted: 4<br>Candidates interviewed: 4 (2 or more interviews each)<br>Candidates offered: 1<br>Candidates hired: 1</p>

Filling a Senior Director Skill Gap

<p align="left">Over the last decade, Australia has created one of the largest energy investment portfolios per capita in the Western world. Multi-billion dollar liquid gas alongside deepwater oil has transformed the region into becoming one of the most competitive markets for skilled workforce on the planet.&nbsp;</p>
<p>The challenges that Australia has faced over the last few years include changing personal tax regimes and the rising cost of living. Differing compliance laws across several states has created a complex challenge for many energy companies. In this particular instance, Spencer Ogden were contracted to supply technical labour across the country.</p>
<h3>​Challenges</h3>
<p>​Spencer Ogden were employed to support a major contractor, by providing experienced personnel to major LNG projects such as: Ichthys, Wheatstone, Gorgon, APLNG, GLNG, DLNG, QCLNG in the below disciplines. This was during a peak demand period where skilled workers were on site for more than three years across a variety of skillsets.&nbsp;</p>
<ul>
<li>
<p>Installation/Commissioning&nbsp;</p>
</li>
<li>
<p>Service &bull; Maintenance&nbsp;</p>
</li>
<li>
<p>Measurements &amp; Control</p>
</li>
</ul>
<h3 align="left">Solutions</h3>
<p>​A key challenge of this assignment was to create a competitive attraction and retention strategy.&nbsp;</p>
<ul>
<li>
<p>&nbsp;Recruitment sourcing and vetting of highly skilled technical experts&nbsp;</p>
</li>
<li>
<p>Employment contracts compliant with state regional variations&nbsp;</p>
</li>
<li>
<p>Mobilisation and support of personnel during assignment period&nbsp;</p>
</li>
<li>
<p>Payroll meeting in-state compliance for social securities and taxes</p>
</li>
</ul>
<h3 align="left">Result</h3>
<p>​Spencer Ogden were successful in placing multiple personnel on Australian projects, and were able to consistently deliver technical support at all pivotal stages of the project. In this case, Spencer Ogden&rsquo;s team were continually expanding its service to support the client&rsquo;s every need.</p>
<ul>
<li>
<p>Candidates contacted: 1000+</p>
</li>
<li>
<p>Candidates shortlist screened: 533</p>
</li>
<li>
<p>Candidate CV&rsquo;s submitted: 281</p>
</li>
<li>
<p>Candidates interviewed: 148</p>
</li>
<li>
<p>Candidates offered: 79</p>
</li>
<li>
<p>Candidates hired: 76</p>
</li>
</ul>

Excellence the Australian Way

<p align="left">Harnessing the power of renewable energy has become a priority for many developed nations and the countries, and Europe is no exception. Spencer Ogden were selected by an industry leading corporation to source, recruit, and mobilise high-end technical talent for greenfield wind farm developments. Spencer Ogden became part of the supply chain that was responsible for building the energy provision that was aiming to protect future generations.&nbsp;</p>
<h3 align="left">Challenges</h3>
<p align="left">High-end technical skills are in serious demand across the entire renewable energy field. An evident lack of qualified talent has caused hiring managers to seach local and internationally based candidates. Europe as a collection of nations also requires high levels of compliance, which creates considerable challenges for flexible workforces. Migrating high-end technical manpower across many different regulations while offering employment solutions that were in line with taxation policies. Spencer Ogden needed to offer an end-to-end solution to overcome all of these project requirements.</p>
<h3 align="left">Solutions</h3>
<ul>
<li>
<p>Recruitment sourcing and vetting of highly skilled renewable technical experts&nbsp;</p>
</li>
<li>
<p>&nbsp;Mobilisation from home country on 4/1 rotations&nbsp;</p>
</li>
<li>
<p>Employment contracts compliant with European regional variations&nbsp;</p>
</li>
<li>
<p>Payroll meeting in-country compliances for social securities and taxes&nbsp;</p>
</li>
<li>
<p>In country support for accommodation sourcing where required customers&rsquo; requirements.</p>
</li>
</ul>
<h3 align="left">Result</h3>
<p align="left">To date, Spencer Ogden has provided hundreds of technical personnel in numerous European destinations, including but not limited to numerous challenging locations, such as the UK, Germany, Sweden, Poland, Lithuania and Turkey.&nbsp;</p>
<p align="left">Additionally, our dedicated global mobilisation team has maintained at audit an enviable 100% compliant status across all the EU/EEC nations. This includes employment contracts, taxation, sourcing, along with additional in-country services for items such as transport.</p>
<ul>
<li>
<p>Candidates contacted: 900+</p>
</li>
<li>
<p>Candidates shortlist screened: 388</p>
</li>
<li>
<p>Candidate CV&rsquo;s submitted: 149</p>
</li>
<li>
<p>Candidates interviewed: 79</p>
</li>
<li>
<p>Candidates offered: 42</p>
</li>
<li>
<p>Candidates hired: 38</p>
</li>
</ul>

Europe's Windy Cities

<h3 align="left"><strong>An American Revolution</strong></h3>
<p align="left">The introduction of President Obama&rsquo;s Climate Action Plan saw America take a leading stance on reducing carbon pollution and increasing energy efficiency. In 2010, the United States&rsquo; first clean coal plant was approved, becoming a first-of-its-kind electricity plant to employ gasification and carbon capture technologies on a large scale.</p>
<h3 align="left">Challenges</h3>
<p align="left">Due to the innovative nature of this project, all personnel needed to be from a specific petro chemical or refinery background with extensive commissioning and start up experience. As this was a new project, with a new client early in the lifecycle terms needed to be agreed quickly and contractors onboarded efficiently to meet initial deadlines.</p>
<h3 align="left">Solutions</h3>
<p align="left">Spencer Ogden used their expertise in the necessary geographical location, and expertise in the industry to bring the best highly skilled talent in a short timeframe. Terms were completely executed within 10 days allowing Spencer Ogden to build up a pipeline of talent quickly and start onboarding over 20 contractors in the first month.&nbsp;</p>
<p align="left">In order to onboard/deliver on all of our SLAs in the timeframe required, we internally hired an additional payroll specialist and two compliance co-ordinators. This ensured all compliance was in place to payroll and onboard contractors for the client.</p>
<h3 align="left">Result</h3>
<p align="left">Efficiency was key to the success of this project. Spencer Ogden maintained an 82% interview to hire ratio for a range of commissioning and start up positions. Due to Spencer Ogden&rsquo;s onbaording infrastructure and pro-actively making additional internal hires our placement success was 97% throughout the project with all contractors receiving correct payment and per diems.</p>
<ul>
<li>
<p>Candidates contacted: 600+</p>
</li>
<li>
<p>Candidates shortlist screened: 330</p>
</li>
<li>
<p>Candidate CV&rsquo;s submitted: 213</p>
</li>
<li>
<p>Candidates interviewed: 128</p>
</li>
<li>
<p>Candidates offered: 108</p>
</li>
<li>
<p>Candidates hired: 105</p>
</li>
</ul>

Cleaner Coal

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<h3 align="left">Mobilising to South America</h3>
<p align="left">Drilling contractors run under strict manning and certification regulations, where extensive penalties can be issued to offshore drilling rigs that have unskilled personnel on board. Such consequences can lead to substantial loss in revenue and potential bankruptcy.</p>
<h3 align="left">Challenges</h3>
<p align="left">A leading oil services company contacted Spencer Ogden to assist in an urgent situation involving a conventional drillship that was stationed in a Trinidadian Shipyard for refurbishment and repairs. The drillship had overstayed the maximum allotted time in the shipyard and was being forced by officials to either vacate or incur a penalty of $600,000 USD per day.&nbsp;</p>
<p align="left">Spencer Ogden were asked to source and supply experienced rig based personnel, whilst ensureing all travel and arrival onsite was less than eighteen hours from commencement. Upon arrival, the drillship needed to leave the shipyard to make its trip to Venezuela.</p>
<h3 align="left">Solutions</h3>
<ul>
<li>
<p>A Sourcing and vetting of highly skilled experts with relevant experience, valid certifications, medicals, background checks, and drug screens&nbsp;</p>
</li>
<li>
<p>Using Spencer Ogden&rsquo;s experienced mobilisation team to get personnel onsite in record time</p>
</li>
<li>
<p>&nbsp;Invoicing &amp; payroll in accordance with all local and international tax laws</p>
</li>
</ul>
<h3 align="left">Result</h3>
<p align="left">By creating a bespoke solution, Spencer Ogden were able to solve a unique problem for the client.&nbsp;</p>
<p align="left">This impressive example of customer service and personnel commitment resulted in Spencer Ogden becoming the client&rsquo;s preferred supplier to support all its international contract and permanent personnel.&nbsp;</p>
<ul>
<li>
<p>Candidates contacted: 800+</p>
</li>
<li>
<p>Candidates shortlist screened: 509</p>
</li>
<li>
<p>Candidate CV&rsquo;s submitted: 392</p>
</li>
<li>
<p>Candidates interviewed: 325</p>
</li>
<li>
<p>Candidates offered: 199</p>
</li>
<li>
<p>Candidates hired: 185</p>
</li>
</ul>
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A Race Against Time

<p>With offices in the UK, Europe, Asia, Australia and the US we deliver first-rate recruitment services to key clients across our core sectors - Natural Resources, Sustainability &amp; Infrastructure.<br><br>Whether you’re thinking about contract positions or permanent roles, we lead the market when it comes to placing talent where it’s needed.  Spencer Ogden’s consultants are experts across our core sectors, knowing the right people for the job – and the right jobs for our people.</p>

Going beyond transactional recruitment

<h2>Going <strong>beyond</strong> transactional recruitment</h2>

<p>In a landmark moment for the global energy transition, the 28th Conference of the Parties (COP28) to the United Nations Framework Convention on Climate Change (UNFCCC) agreed to transition away from fossil fuels, triple renewable power and double energy efficiency by 2030.<br><br>The right talent with the right skills will be key to the energy transition. Spencer Ogden set the standard; we were the first recruitment business to focus on the renewables sector which accounts for over 70% of our business.<br><br>Along with Sustainability our other two core sectors; Natural Resources and Infrastructure are a continuing part of the energy value chain. The global energy transition is an extremely important and ambitious undertaking, and our depth of experience enables us to partner with and advise our clients who are on this journey.</p>

The <strong>Global Energy</strong> Transition

<p>We have been setting the PACE since 2010. Our core values: People, Accountability, Collaboration and Excellence have guided us to become the award-winning market leading business that we are today.</p>

<p>As a business cognisant of our impact on the environment and one that is working towards a sustainable future, we are proud to work with two impact partners: Seven Clean Seas, a Bali-based Ocean impact organisation dedicated to ridding the oceans of plastic pollution and Cool Earth; a UK based charity which works with rainforest communities to halt deforestation, increase carbon storage potential, and develop the local community. Read more about our partnerships and the work we are doing with both organisations.</p>

CtaTextSided_001

We <strong>love</strong> what <br>we do - and we’re<br> <strong>proud</strong> of it

<p>As global recruitment experts in sustainability, natural resources and infrastructure we are working&nbsp;<br>with our clients and candidates to create careers to power a sustainable future.</p>

About Us

Related <strong>News and Insights </strong>

News and Insight

<p>Please choose a region to view our branches or one of the help links below for more information.</p>

Contact Us

<p style="text-align: center;">Candidates partner with Spencer Ogden for their next career move for several reasons:</p>

Why Choose Us?

<p>Spencer Ogden supports its contractors throughout the assignment cycle. This includes onboarding through our bespoke contractor portal and a dedicated point of contact who will respond to any queries that arise during an assignment away from your home location.</p><h4><br>We're here to support you.</h4><p>We are committed to ensuring our contractors feel safe and supported and we offer access to our risk preparation tools, as well as emergency SMS or email updates should the assignment be in a high risk location. 24/7 emergency support is also provided for any contractor travelling outside their home country or to an offshore location.<br><br>We understand that moving somewhere new for a short-term job can be stressful, so we make this as seamless as possible by giving contractors access to our country specific app. This includes information on cultural practices, emergency service information and key local facts and figures, including weather reports. This allows you to focus on your assignment without having to spend time researching your new location.</p><p><strong>For more information, get in touch with your regional support centre:</strong></p><p><strong>ASIA: <a href="mailto:ccs.asia@spencer-ogden.com" target="_blank" rel="noopener">ccs.asia@spencer-ogden.com</a><br>AUSTRALIA: <a href="mailto:ccs.au@spencer-ogden.com">ccs.au@spencer-ogden.com</a><br>EMEA: <a href="mailto:emeacompliance@spencer-ogden.com" target="_blank" rel="noopener">emeacompliance@spencer-ogden.com</a><br>Germany: <a href="mailto:germanycompliance@spencer-ogden.de" target="_blank" rel="noopener">germanycompliance@spencer-ogden.de</a><br><br></strong></p>

Mobilisation

Candidates

<p style="text-align: center;">Spencer Ogden has implemented a seven-step formal recruitment process that is followed by all our&nbsp;<br>consultants globally to ensure an effective recruitment process.</p>

The Recruitment Process

Testimonials

<p>We are proud to provide consistent, high-quality services to our clients and candidates. <br>The case studies below showcase our depth of experience across Sustainability, Natural Resources and Infrastructure.</p>

Case Studies

<p style="text-align: center;">As global recruitment experts in sustainability, natural resources and infrastructure we are working with our clients to create careers to power a sustainable future. We connect our clients with the right talent and skillset to take your organisation forward.<br><br>Clients choose to work with Spencer Ogden for several reasons:</p>

Accreditations:

<h6>Bids &amp; Tenders:</h6><p>Interested in working with Spencer Ogden on a bid or project? Email us<br><a href="mailto:bids@spencer-ogden.com" target="_blank" rel="noopener">BIDS@SPENCER-OGDEN.COOM</a></p>

<table style="border-collapse: collapse; width: 100%; height: 483.334px;" border="1"><colgroup><col style="width: 50%;"><col style="width: 50%;"></colgroup><tbody><tr style="height: 466.667px;"><td style="height: 466.667px;">The ISO 9001:2015 is an internationally renowned certification. It recognises the presence of stringent quality-management systems functioning within the operational structure of an organisation. This accreditation emphasises to clients that optimised customer service is a direct result of the management procedures in place.<br><br>Spencer Ogden was awarded the ISO 9001:2015 certification based on the rigorous quality-control procedures and policies built into the company&rsquo;s global framework. The extensive criteria cover the key areas contributing to the delivery of quality management. All levels of management within the company are holistically committed to ensuring these high standards are regularly maintained and</td><td style="height: 466.667px;">monitored; carrying out regular auditing processes such as individual appraisals, team meetings, and management reviews.<br><br>The company&rsquo;s business objectives have been effectively integrated into the company&rsquo;s long-term quality plan. Not only does this highly respected accreditation provide additional reassurance of Spencer Ogden&rsquo;s operational infrastructure, it also underlines the quality of service we offer. From project inception to delivery, quality is of utmost importance with substantial importance and demonstrated in all areas of the business.</td></tr><tr style="height: 16.6667px;"><td style="height: 16.6667px;">&nbsp;</td><td style="height: 16.6667px;">&nbsp;</td></tr></tbody></table><h6>Bids &amp; Tenders:</h6><p>Interested in working with Spencer Ogden on a bid or project? Email us<br><a href="mailto:Bids@spencer-ogden.com" target="_blank" rel="noopener">BIDS@SPENCER-OGDEN.COM</a></p>

<p>The ISO 9001:2015 is an internationally renowned certification. It recognises the presence of stringent quality-management systems functioning within the operational structure of an organisation. This accreditation emphasises to clients that optimised customer service is a direct result of the management procedures in place.<br><br>Spencer Ogden was awarded the ISO 9001:2015 certification based on the rigorous quality-control procedures and policies built into the company&rsquo;s global framework. The extensive criteria cover the key areas contributing to the delivery of quality management. All levels of management within the company are holistically committed to ensuring these high standards are regularly maintained and</p>

<p>monitored; carrying out regular auditing processes such as individual appraisals, team meetings, and management reviews.<br><br>The company&rsquo;s business objectives have been effectively integrated into the company&rsquo;s long-term quality plan. Not only does this highly respected accreditation provide additional reassurance of Spencer Ogden&rsquo;s operational infrastructure, it also underlines the quality of service we offer. From project inception to delivery, quality is of utmost importance with substantial importance and demonstrated in all areas of the business.</p>

ISO 9001:2015 certified

We are trusted by

<p>We partner with our clients to build long lasting relationships</p>

Clients

<p>Please use the following links to download our terms of business. For other regions please follow up with your local office.</p>

Our Terms of Business

<p>Our global offices in key areas around the world give our dedicated Mobilisation teams the ability to offer a broad range of support services for the mobilisation, assignment period and de-mobilisation of all contractors.<br><br>We are here to consult on what you need to do prior to mobilisation, sharing our extensive knowledge of other geographies and different cultures. We are here to make sure the transition into a new territory and job role is a seamless one.&nbsp;<br><br>We&nbsp; also help you to manage challenging situations for our candidates upon arrival&nbsp; in a new country, so they can&nbsp; feel confident upon starting work when expected.</p>

<p>Over 40% of our contractors have extended or remobilised onto new projects with Spencer Ogden more than once.<br><br>Our international knowledge, high-risk support and compliant solutions provide the pillars for an exceptional level of service which, in turn, allows us to offer a bespoke end-to-end solution to meet our client’s' needs.</p>

Comprehensive<br> global <strong>mobilisation</strong> services

<p>Our dedicated Contractor Team offers a flexible range of contractor solutions and global mobilisation. They’ll manage everything or just fill the gaps, from payroll and immigration to accommodation and driving licences.<br><br>A note on sponsorship:<br>If there’s a suitable contract position available, we can sponsor overseas nationals for the role, subject to the relevant Codes of Practice.</p>

A flexible, autonomous approach

<p>We have invested in providing our clients with support in high-risk locations before travel, during assignment and de-mobilisation post assignment. Working with our partners, Ace and Red24, we provide 24/7 worldwide support for our contractors, which includes the ability to monitor contractor’s locations and provide constant security updates relevant to their assignment.<br><br>The features we can offer in high risk locations include but are not limited to:</p><ul><li>Pre-travel risk assessments</li><li>Live travel monitoring</li><li>24/7 emergency support</li><li>Local security support</li><li>Insurance</li><li>Travel support&nbsp;</li></ul>

High-risk locations

<h2>Here to break new ground</h2><p>Our consultants have access to a unique pool of proactively sourced candidates, building relationships in order to continuously develop our extensive database of&nbsp; hard to find, highly skilled professional technical contractors. Our consultants understand that speed and process is key.<br><br>By understanding our contractors’ specialist skill sets and aspirations, alongside client requirements, we only get in touch when a job suits both parties. Our clients have exclusive access to our wide network of niche and specialist talent.</p>

Employers &amp; Candidates, find your perfect match. Let’s talk now.

Unlock Your Potential. Together

<p>Our international network of 13 offices ensures we’re registered to operate in your&nbsp; local market. This also means we can <br>provide 24/7 support to contractors and clients in the world’s most challenging locations.</p>

Contract <strong>Solutions</strong>

For more information, <br><strong>get in touch</strong> with your regional support centre:

<p>We pride ourselves on delivering a high quality service to our clients and contractors.</p>

Contractor <strong>Care</strong>

<p style="text-align: center;">We pride ourselves on delivering a high quality service to our clients and contractors. We appreciate our reputation is underpinned by our people and always endeavour to make sure the set-up and continuation of a contract goes smoothly.<br><br>We place equal emphasis on supporting you throughout your contract as we do in securing the role for you in the first place.&nbsp;<br><br>We will always be available if you need anything along the way, and our integrated Recruitment, HR and Time-sheeting systems means that our consultants and finance teams can answer and deal with any queries quickly, with key information about your contract always on-hand.&nbsp;<br><br><br><strong>Explore below to help guide you, whether you are new to contracting, or an existing or seasoned contractor.</strong></p>

A reputation underpinned by our people.

<h2>Here to break new ground</h2><p><br>Our consultants have access to a unique pool of proactively sourced candidates, building relationships in order to continuously develop our extensive database of&nbsp; hard to find, highly skilled professional technical contractors. Our consultants understand that speed and process is key.<br><br>By understanding our contractors’ specialist skill sets and aspirations, alongside client requirements, we only get in touch when a job suits both parties. Our clients have exclusive access to our wide network of niche and specialist talent.</p>

Contractor <strong>Solutions</strong>

<p>Our recruiters are experts in their field so they can help you with your job search.</p>

Disciplines

<p>​We are proud to highlight our open recruitment process in each job advert that we share. We encourage individuals within neurodiverse or LGBTQIA+ communities, or those with any other protected characteristic, to apply to our job advertisements. We understand the difficulties that some individuals face in applying for work, therefore we commit to ensuring any reasonable adjustments are granted.</p>

<strong>Recruitment and selection</strong>

<p>We are committed to providing equal opportunities to all employees, contractors, workers, and job applicants. We believe a diverse workforce powers innovation and is vital to our success and we recognise the importance in creating an environment where everyone is treated fairly.<br><br>​We ensure our hiring and internal development processes are inclusive and meritocratic, recognising the importance of equity in the success of our teams. Our ED&amp;I board regularly review ways that we can improve, with representation from all areas of our business leading these discussions. As of 2023, we are a Disability Confident Employer (level 1) and are in the process of achieving level 2 status.<br><br>​By putting ED&amp;I at the heart of our development, we create a safe and welcoming environment to work in.</p>

<p>We mean business when it comes to the development of our people. We strive to create diverse, and inclusive teams worldwide.<br>Our global award-winning learning and development function is designed to give our people the opportunity to thrive in their chosen roles at Spencer Ogden.</p>

Diversity, Equity &amp; Inclusion

<p>Workforce composition and promotions are monitored to ensure equality of opportunity at all levels of the company. Where appropriate, steps are taken to identify and remove unjustified barriers and to meet the requirements of disadvantaged or underrepresented groups. Managers are given appropriate training on equal opportunities and selection best practice.</p>

<strong>Progression and development</strong>

<p>In November 2020, Spencer Ogden joined forces with seven other recruitment companies to create Programme One; A revolutionary initiative which works to remove entry barriers for underrepresented, Black minorities across the recruitment industry. Through a structured mentorship programme, members of our teams have benefitted, both as mentors and mentees, to gain the help they need to succeed in recruitment.&nbsp;<br><br>​Programme One&rsquo;s strategic ambition sets out to remove the barriers to recruitment for 500 or more Black recruiters into our sector annually.&nbsp;In 2023, our partnership developed even further, and we now actively work with Programme One to recruit into our offices. We hope to build this relationship further and continue to promote diversity and opportunity.<br><br>​If you would like additional information, support, or advice, please contact us at: <a href="mailto:info@programmeone.com">info@programmeone.com</a></p>

<strong>Programme One</strong>

<p>​LGBTQIA+ is our newest network. We encourage our employees both new and old are to get involved in when they join!<br><br>Our LGBTQIA+ Network&rsquo;s mission is to celebrate and embrace the LGBTQ+ community while providing a support network for LGBTQ+ employees. This network aims to drive individual and collective accountability for progressive workplace change.<br><br>The network has achieved a lot since beginning its journey, the types of changes are below.</p><ul><li>Joined forces to attend the first ever peer-to-peer LGBTQ+ professional business network, &lsquo;Campaign&rsquo; launched by Pod Talent, specifically for professionals in the recruitment industry</li><li>Raised understanding internally, including the importance of pronouns on email signatures and LinkedIn</li><li>Celebrating awareness days such as LGBTQ+ history month and Pride&nbsp;</li><li>Fundraising through our peer-to-peer recognition scheme to support LGBTQ+ Mosaic Young Persons Trust who works to support, educate and inspire London&rsquo;s LGBTQ+ youth</li><li>Sharing LGBTQ+ language internally to educate our people on LGBTQ+ language</li></ul>

<strong>Our Networks</strong>

<p>We are powering the global energy transition by creating careers across the entire energy value chain from generation to distribution and the infrastructure to support this and the growing population.</p>

Powering the <strong>global energy</strong> transition

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Making A Positive Impact

Environmental, Social<br>&amp; Governance

<p>We are always looking to demonstrate our market expertise <br>to help fine tune your recruitment plans and business strategies.</p>

Our <strong>Latest News</strong>

<p>The case studies below demonstrate the <br>exceptional service we apply to every placement.</p>

Explore Our <strong>Case Studies</strong>

Specialists in placing<br> <strong>Leading Talent</strong> across the world in

Creating Careers to Power a <br><strong>Sustainable Future</strong>

<p>Over the past 13 years, our business has had a positive impact on candidates and clients in parallel with our own journey to success. Our ESG pillars support us in our endeavours as we focus on corporate social responsibility, supporting the natural environment in which we live and work, while upholding high ethical standards.<br><br>​At Spencer Ogden, we commit to going beyond standard requirements to support our sustainability objectives. We hold ourselves accountable for the environmental impact our business operations have on the environment, recognising that elements such as heating and business travel negatively impact on our CO2 emissions. Therefore, we have invested in carbon credits to offset that impact. In 2021, we successfully became a carbon neutral business, certified by Climate Partner. However, we want to go further and do more.</p>

Making A <strong>Positive</strong> Impact

<p>​This year, we proudly pledge to become carbon net-zero by 2030 and have signed up to the Science-Based Target initiative (SBTi) to achieve this goal. We have purchased Renewable Energy Certificates (RECs) in addition to carbon credits, to actively reduce our scope two emissions. Our Denver office&rsquo;s electricity supply runs solely from 100% wind-sourced renewable energy.<br>&nbsp;<br>Additionally, as of 2021, we are a carbon neutral business.<br><br>As we continue our development in the renewable energy industry, we understand the value in integrity of environmental consciousness in business. That is why we have also added the below initiatives to reduce our environmental impact:<br><br></p><ul><li>Established an ESG Committee with global, cross-departmental, and multi-level representation</li><li>Outlined a clear sustainable travel policy governing the requirements of essential business travel</li><li>Assigned Energy Champions in each region to lead our transition to green energy</li></ul>

​Our Pledge To <strong>Net-Zero</strong>

<p>Our mission is 'To leverage our global position and conduct socially and environmentally responsible business which benefits<br>communities and follows clear principles of equitability, diversity, progression, and sustainability'.</p>

Environmental, Social &amp; Governance

<p>Spencer Ogden is proud to work with two impact partners who both support environmental and social development to create a better world for future generations. To increase our positive impact, and donations, each partnership is creatively integrated with the internal performance of our teams.</p>

Our Charity Partners

<p>Improving our global impact and the projects we support is governed in line with our endorsement of the following UNSDGs:</p>

​UN Sustainable Development Goals

<p>When we think about what defines us, we think about the way in which our business is governed and the standards we hold ourselves accountable for. Our resolute compliance team strive continuously to ensure our contractors, bids and overall processes protect the best interests of our clients, candidates, and employees. Our ESG team ensures environmental standards are governed and maintained with integrity.<br>The quality of our business operations has been reinforced by our ISO 9001:2015 accredited status which we have held since 2015. Our Quality Management team rigorously audit internal performance across relevant departments to ensure our standards, from onboarding to leadership and introduction to agreement, is the highest it can be.<br><br>Our commitment to reducing our environmental impact is bolstered by our ISO 14001:2015 accreditation. It forms the basis for our environmental governance and wider environmental strategy, focusing on emissions reductions, waste management, and transitioning to renewable energy. We aim to facilitate environmental change through our work with clients leading the energy transition, as well as our actions internally.<br><br>Following the challenges presented by the Covid 19 pandemic, we have updated and expanded our risk register and mitigation framework to ensure we anticipate and plan for future liabilities. Our commitment to our people and partners rests upon our ability to ensure our longevity in developing surroundings and markets. As a result of this, we regularly review and calculate our responses to all risks we encounter as a business</p>

Governance

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People.

Over 65% of our current leadership team<br> started as trainee consultants.

<p>Spencer Ogden offers unparalleled progression opportunities and is recognised as the best in class learning and development curriculum worldwide. It&rsquo;s designed to support the advancement and growth of our people by aligning our training programs at every level of employment.</p>

<p>When you join Spencer Ogden, you will be provided with a dedicated career framework and supported by a development plan. This clearly outlines what you need to do to achieve your next promotion, gain a pay increase and where and how you can develop yourself as you progress through the stages.</p>

#GrowWithSo

<p>We mean business when it comes to the development of our people. Our global award-winning learning and development function is <br>designed to give all our people the opportunity to thrive in their chosen roles at SO.</p>

Grow with us

Success Stories.

Work for Us

Grow with Spencer Ogden

<h2>Featured Jobs</h2>

Featured <strong>Jobs</strong>

Job search

<p>We celebrate our success with regular competitions, incentives and parties. From top biller&rsquo;s lunches at some of the best restaurants local to your Spencer Ogden office, to an all-expenses paid weekend away where you can expect to visit some of the most desirable places. Previous locations have included Las Vegas, Morocco and Bali.</p>

Our Rewards

<p><a href="https://www.instagram.com/spencerogden_apac/" target="_blank" rel="noopener">Follow us #LIfeatSO</a></p>

Find Us

<p>Life at SO is more than recruitment. We’re a collective group of doers, movers and shakers and our culture is a crucial aspect to our<br>success. While we do work hard, we also know how to have fun along the way.</p>

Life at SO

<strong>#LifeAtSO</strong>

<p>A career at Spencer Ogden is more than just recruitment. We have created a culture and an environment where the<br>development of our people and their wellbeing is at the forefront of our focus.</p>

It's more than just <br>recruitment.

Our Perks.

<p>With decades of experience our senior leaders manage the strategic direction and operations of our company.</p>

<strong>Senior</strong> Leadership

<p>Upload your resume to explore exciting career opportunities.</p>

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<p>Upload your CV and a consultant will be in touch to discuss your requirements.</p>

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<p>Joining Spencer Ogden means you are here because you want to build a meaningful career where you can make a difference, and where difference is valued as part of a diverse and inclusive culture. You’re also here to help us to power a sustainable future.<br>We’ve grown faster than the market and with our world class training programmes, you’ll learn and grow at the same pace.<br><br>Having become the pioneering recruiter in the energy and infrastructure sector, we are uniquely placed to support that vital transition to clean, green energy. But the job is far from done. Join us and become a part of something much bigger.​</p>

<h2>Build a <strong>meaningful</strong> <br>career at SO</h2>

<p>Spencer Ogden is an award-winning specialist global energy and infrastructure recruitment company. We’re <br>powered by leading industry experts who have helped us to grow an international network that unlocks opportunities for all of those we work with.</p>

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<p>Cool Earth’s work with rainforest communities builds education and sanitation infrastructure in Papua New Guinea, the Amazon, and the Democratic Republic of Congo (DRC), prioritising community-led, adaptable support in each location.</p><p>Our support for Cool Earth intertwine’s with the recognition and reward aspect of our culture here at Spencer Ogden, particularly our internal peer-to-peer PACE recognition scheme. For each <a class="c-link c-link--focus-visible" href="https://www.spencer-ogden.com/our-values?source=google.com" target="_blank" rel="noopener noreferrer" data-stringify-link="https://www.spencer-ogden.com/our-values?source=google.com" data-sk="tooltip_parent">PACE</a> recognition given globally between peers, Spencer Ogden commits to donating £3 towards supporting Cool Earth’s work in the rainforests. So, every time our colleagues recognise each other’s performance in line with our company (PACE) values, they can be proud to have supported environmental and social change at the same time!</p><h5>Since our partnership began, we have donated over £9,786; the equivalent of protecting 915 trees, building toilets and sanitation facilities in 2 schools or health centres, or covering enrolment and book costs for over 271 students for a year. Our 2023 goal is to increase our partnership by identifying new ways we can partner to reach our target donation amount of £4,785.</h5>

Spencer Ogden x Cool Earth

<p>71% of the earth’s surface is water and 11m tonnes of plastic enter the ocean every year. Seven Clean Seas (SCS) build scalable solutions for plastic pollution. Starting in Singapore as a community organisation they now have global reach with worldwide funding towards their pioneering ocean and river cleaning technologies. Spencer Ogden have participated in multiple volunteering programmes, clearing beaches in Singapore and most recently we took part on an impact trip to Batam, Indonesia where members of our team witnessed firsthand the on the ground solutions SCS are putting in place to tackle plastic pollution.</p><p>This partnership is mutually beneficial to our people, the oceans, and the sustenance of jobs in Asia. We have committed to fight the ocean plastic pollution crisis through plastic offsetting. For every successful candidate placed into a job, Seven Clean Seas will remove 1kg of plastic from the ocean.</p><h5>Together, we have removed over 10,261kg of plastic since 2021, and have aligned our 2023 target of 6173kg with our corporate growth budget. As we grow, so does our partnership and we look forward to supporting Seven Clean Seas even further in their development.</h5>

Spencer Ogden x Seven Clean Seas

<h2>Our Partners</h2><p>The global energy transition highlights the importance of having a positive impact on the environment in which we live and work. As a business who are creating careers to power a sustainable future, we are extremely cognisant of this.</p><p>&nbsp;</p><p>We are proud to partner with: Seven Clean Seas, a Bali-based Ocean impact organisation dedicated to ridding the oceans of plastic pollution and Cool Earth; a UK based charity which works with rainforest communities to halt deforestation, increase carbon storage potential, and develop the local community.</p>

<p>Spencer Ogden is proud to work with two impact partners who both support environmental and social development to create a better world for future generations.</p>

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<p>We deliver tailored recruitment solutions across three key areas within the built environment sector: power generation, power distribution and civil infrastructure. The global population is forecast to grow to 9.8 billion in 2050 with more than half of the population in Asia, and a larger population requires more infrastructure. The global energy transition will also require a huge amount of infrastructure and Spencer Ogden are providing the best talent to power this.</p>

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<p>We have offices in strategic locations across the globe, allowing our experienced recruitment consultants in Oil &amp; Gas, Chemicals and Sustainable Materials to fulfil our client&rsquo;s requirements across the full spectrum of the industry.<br><br>We supply across three main areas in the Oil &amp; Gas industry: upstream, which handles the exploration and production of oil and gas; downstream which deals with refining, distribution and supply of products; and chemicals, which covers the production, and supply of petrochemical products.</p>

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<p>Spencer Ogden are powering the global energy transition. Our worldwide renewable energy network which gives us access to the talent our clients need, combined with the high-calibre projects our candidates are looking for, allows us to be at the forefront of sustainability recruitment. Our renewable energy recruitment consultants are well positioned to support our customers looking for careers in sustainability across all phases of the project life cycle, from financial inception to operational execution.</p>