Connecting top employers with top talent in the Oil, Gas and Petrochemical Industries

Our executive-search process is the foundation of IPG Staffing. We conduct searches for board-of-directors, C-level executives and in addition, we are also involved in building their senior management teams as well as deeper into the organization to include entry and mid-level positions for both direct hires and contractors.
Unlike some of our competition, IPG Staffing’s philosophy is to embrace the challenge of building teams at the entry to mid-level management ranks in addition to filling senior management positions.

Why Work With IPG Staffing?

Our only focus are the Oil, Gas and Petrochemical Industries

Many search and staffing firms focus on multiple, unrelated industries, which does not allow for the breadth of depth of industry knowledge and industry contacts. Not us. At IPG Staffing, we are continually using creative ways to mine top talent in the Oil, Gas and Petrochemical industries only. We take a unique approach to our local and global reach for the best talent – so that when you need them we have them!

Our 24-Step Search and Selection Process

We strive to understand all of the critical elements of the role with our clients before we begin the search, which enables our clients to discuss areas which are often not noted in a job description, such as the growth potential of a role, why the role is open, etc. Our search process also includes:

  • Obtain complete job order, including how we can attract candidates from client’s top competitors.
  • Obtain profile of ideal candidates.
  • Consult client regarding what the competitors’ compensation profiles are for a role(s).
  • Conduct research of marketplace to include client’s direct and indirect competitors. Determine additional companies that employ candidates with desirable skill sets.
  • Compile list of targeted companies and candidates and review with client. In-depth telephone interview with candidates to determine three things: (1) Do they have the appropriate background? (2) Are they willing to change jobs for the right opportunity? (3) What is their motivation for change?
  • Determine if the candidate’s career goals will be satisfied by the client’s opportunity.
  • Present a short list of qualified candidates.
  • Submit Candidate Profile Package (CPP) to client and discuss results of in-depth candidate interviews.
  • Arrange first face-to-face or video teleconferencing interviews with client.
  • Prepare candidate for first interview, including client’s hot buttons.
  • Prepare client for first interview, including candidate’s hot buttons.
  • Debrief candidate.
  • Debrief client. Professionally release any candidate the client does not wish to pursue.
  • Provide reference-check results to client.
  • Arrange second interview and discuss results.
  • Debrief candidate and client.
  • Verify earnings and negotiate package to be offered to ensure satisfaction on both parts.
  • If desired, provide educational verification, credit history, motor vehicle records, drug testing, etc.
  • Transmit verbal offer to candidate and relay acceptance of offer to client.
  • Consult with candidate around resignation and counter-offers.
  • Confirm start date. Candidate will confirm in writing.
  • Transmit verbal offer to candidate and relay acceptance of offer to client.
  • Schedule post-placement follow up for the first 90 days of employment to help ensure a smooth transition and answer any questions or concerns.
  • Verify with client that project was successfully completed.

Positions We Fill

  • Examples of positions we fill are as follows:
  • Asset Manager
  • Chemical Engineer
  • Corrosion Engineer
  • Drilling Engineer
  • Finance professional
  • Geologist
  • Geophysicist
  • I.T. professional
  • Mechanical Engineer
  • Petrophysicist
  • Pipeline Engineer
  • Plant Manager
  • Plant/Operations Engineer
  • Reliability Engineer
  • Reservoir Engineer