If you want to expand production from 5 to 15 million tonnes per annum then you’ll need a big increase in headcount on site. That’s what this iron ore producer faced in 2024. They knew they had ...
In 2022, we worked with a copper producer in the United States to hire talent for a range of technical and management roles.
The challenge
The technical mining talent pool in the US is large but often they’re already engaged. Particularly in mineral-rich areas, the market is extremely competitive for experienced technical and operational engineers.
“For this copper producer, it meant they had the opportunity to broaden their search to find highly experienced candidates who were willing to relocate,” explains Agata Sobolewska, lead search consultant for Globe 24-7 in North America.
For the project to go safely, smoothly, and efficiently, they needed to fill a range of senior roles including:
– Mine Manager
– Senior Geotechnical Engineer
– Capital Projects Manager
– Contracts Manager
– Senior Engineers
With intense competition and tight timelines, the human resources team knew they had to look to other markets for the right talent.
How we helped
Agata explains, “We met with the VP and hiring team to discuss the technical aspects and understand the personality type of the right candidate.”
We’ve placed candidates in over 150 countries, so we know how important it is that a candidate is the right cultural fit, and has the relevant skills.
Following the initial meeting, we worked with the team to:
1. Map specific talent markets
2. Source passive and active candidate pools
3. Shortlist candidates
Within two weeks of our initial meeting, we provided a shortlist of candidates that fitted with the technical and cultural requirements.
4. Arrange interviews
We set up interviews with the star candidates, Nevada Copper HR, and technical teams.
5. Coordinate site visits
We arranged site visits so the onsite team could get to know the candidate before the HR team made a formal offer.
6. Support the relocation process
We facilitated consulate appointments and immigration requirements so the candidates were on the ground and ready to start.
And we met with the client weekly to ensure that they were kept up-to-date with any opportunities or issues in the process.
The results
We successfully placed a team of highly experienced international candidates.
“It’s a great outcome,” said Agata.
“Mid-tier miners can be put off by the complexity of employing global candidates. But often it takes longer to fill positions if you’re restricted to the local market.”
“Opening up the role for international applicants meant they had candidates in place and met their recruitment deadlines.”
For the HR team, it has reduced their project management burden. They know they have the right people in place and can focus on other areas to ensure the operation is a success.
Read more about our executive search capabilities here.
Related Case Studies
Executive Search for Cyient: Global Head of Mining Role
As an engineering and technology company, Cyient helps all kinds of industries, including the mining sector, apply technology to make their operations more efficient and reliable. It’s niche and ...
How this PNG gold mine reduced time-to-fill by 50 percent
In 2019, a gold mining operation in Papua New Guinea had an average time-to-fill of 190 days, and more than 500 vacant roles. Talent acquisition had become an administrative burden for the site ...
