How Nevada mining companies are solving the talent shortage

It’s no secret that the US mining sector is facing a talent crisis. There’s a limited pool of skilled professionals available to fill critical roles. Mining companies often have to wait months—or even years—to onboard the right talent. High turnover rates add to the problem because skilled employees frequently move on to new roles in search of higher salaries and better career progression.

In such a tight labor market, what should internal HR teams do? Several miners in the southwestern states have found success with an increasingly popular recruitment approach. They are using international recruitment pathways to hire professionals from Mexico and Canada under the USMCA’s TN visa program. Agata Sobolewska, Delivery Manager – North America at Globe 24-7, explains how this offers a fast and cost-effective approach to the hiring woes of internal HR teams.

The challenges of small, local talent pools

“The mining companies in the US all compete for the same limited pool of talent,” Agata explains. “Employees often leave after a year or two, chasing higher salaries or better bonuses elsewhere. Companies find themselves stuck in a cycle of high turnover and escalating costs.”

This dynamic pushes salaries to unsustainable levels, with junior engineers demanding senior-level compensation. In some cases, positions remain unfilled for years, putting operations under pressure.

Agata shares an example of one company where an electrical engineering role sat vacant for over a year. “They resorted to hiring consultants, which, while solving the immediate problem, significantly increased long-term costs.”

Why international recruitment works

Sourcing talent from Mexico and Canada under the TN visa program offers a proven alternative. We have worked with several Nevada and Arizona-based mining companies to execute this strategy, hiring dozens of technical, qualified professionals over the past few years.

“It’s a relatively straightforward process. From offer acceptance to visa approval, it typically takes about two months—a fraction of the time it takes to find local candidates who may only stay a short while,” Agata says.

Why does international recruitment work? It provides access to a broader, untapped pool of talent while addressing the challenges of turnover and prolonged vacancies.

“Companies hiring through the TN visa program can find candidates who are not only qualified but also highly motivated to make long-term commitments,” Agata explains. By bringing in professionals who are eager to relocate and integrate, companies reduce the risk of repeated turnover while maintaining operational continuity.

Why don’t more mining companies do this?

Many mining companies hesitate to explore international hiring because they expect it to be too complicated.

However, with the right expertise, it’s a smart strategy. “Yes, there are some extra costs, such as relocation and legal fees, but these are minimal compared to the costs of prolonged vacancies or repeated turnover,” Agata notes.

The other thing stopping internal HR teams from doing this?  They think that they don’t have the know-how to do international recruitment themselves.

Agata explains: “There’s a misconception that the process is incredibly complicated, or that it requires a significant upfront investment of time and money. For smaller companies especially, this can feel overwhelming.”

In reality, an experienced recruiter can remove all that complexity.

“What companies don’t realise is how streamlined the process can be with the right support,” Agata adds. “Our team handles everything from sourcing to visa processing, allowing companies to focus on their operations while we take care of the details.”

A way to find more committed talent

One of the key advantages of hiring internationally is the long-term commitment of candidates. “These are individuals making a significant life decision to relocate their families,” says Agata. “They are seeking stability and are tied to their employer for three years under the visa. This level of commitment is rare in the current local talent pool.”

With a strong presence in Mexico and bilingual recruiters, our team can connect with candidates in their native language, assess their English proficiency, and guide them through the transition. “We’re not just finding candidates, we’re helping them and their families integrate into their new communities,” Agata adds.

How it’s worked for in practice mines in Nevada

Nevada Copper, Elevation Gold, and Nevada Gold Mines are examples of companies that have benefited from this approach. They’ve successfully hired dozens of skilled professionals through this program, improving their operational stability in the process.

In some cases, Globe has helped mines hire up to 90% of their placements with highly-skilled international professionals, filling roles that were critical to the company’s operations.

This approach has accelerated time-to-hire for our clients. “We can have a short list of highly-educated, English-proficient candidates on their desk within 1-2 weeks. With our local knowledge, we’re able to identify qualified professionals quickly, streamline the visa process, and handle the intricate details that could otherwise slow things down.”

For mining companies skeptical about the process, Agata offers reassurance: “Two to three months is nothing compared to the years spent searching for local candidates.”

“When positions go unfilled, it’s not just a hiring problem—it’s an operational risk. Companies are losing productivity every day that these roles remain vacant.”

“These employees bring a fresh perspective and dedication,” says Agata. “The mining companies have even received calls from their families, expressing gratitude for the opportunities that have transformed their lives.”

Is it time to adjust your recruitment approach?

As the mining talent shortage persists, North American miners need to adopt new strategies to stay competitive. International recruitment, supported by knowledgeable recruitment partners, is worth looking into. 

With a new approach you can not only fill critical roles but also build a more stable and dedicated workforce. As Agata succinctly puts it, “The demand for mining professionals has outpaced the supply in the US for years. Without alternative strategies, this gap will only widen.”