In a recent interview with Spencer Ogden, Markus Wild and Damien Zachlod, Managing Directors at&nbsp;<a style="color: #84a44e;" href="https://www.enbw.com/company/" target="_blank" rel="noopener">EnBW (Energie Baden-W&uuml;rttemberg AG)</a>,&nbsp;shared their firsthand experiences and insights into EnBW's ambitious journey from traditional energy sources to leading the charge in renewable energy.&nbsp;
This discussion not only highlights the company's significant strides in this transition but also the strategic and operational challenges faced along the way.
<h4 dir="ltr" align="justify">​EnBW's Evolution and Vision</h4>
EnBW, established as a classic energy company, has been at the forefront of the energy transition for over a decade.&nbsp;
Since 2012, we have invested around five billion euros in renewable energies &ndash; in Germany and internationally. A further four billion is set to be invested between 2021 and 2025, which means that 50% of the installed capacity of our generation portfolio will consist of renewable energies by 2025.
Focusing on renewable energy, electricity grids, telecommunications networks, e-mobility, and smart energy solutions, EnBW is paving the way toward a sustainable future.&nbsp;
With a clear vision, the company aims to achieve climate neutrality by 2035, reflecting its commitment to achieving the goals agreed at&nbsp;<a href="https://cop28.spencer-ogden.com/">COP28</a>, the global sustainability agenda and the Paris Agreement.&nbsp;EnBW's climate protection goals are in line with the Paris 1.5 degree target and have been scientifically verified by the Science Based Targets initiative.
When discussing how long-standing employees felt about the transition, Wild described: "Our strategy hinges on connecting EnBW's vision with global sustainability goals, such as those outlined in the Paris Agreement and&nbsp;<a style="color: #84a44e;" href="https://cop28.spencer-ogden.com/" target="_blank" rel="noopener">COP28</a>. It's about aligning our business objectives with the urgent call for climate neutrality, thereby imbuing our work with a profound sense of purpose. We aim to make every employee a stakeholder in this mission, fully aware of the critical role they play."
<h4 dir="ltr" align="justify">​Insights from the Transition</h4>
<a href="https://www.linkedin.com/in/markuswild/?originalSubdomain=uk" target="_blank" rel="noopener">Wild</a>&nbsp;and&nbsp;<a href="https://www.linkedin.com/in/damien-zachlod-7942a92/" target="_blank" rel="noopener">Zachlod&nbsp;</a>shared compelling statistics that illustrate EnBW's progress.&nbsp;
The company has reached a remarkable milestone, with renewable energy now accounting for a significant portion of its energy mix. EnBW has successfully increased the share of its generation plants accounted for by renewable energies from almost 19% to over 40%, boasting an installed output of around 5,400 megawatts.
This shift not only reflects EnBW's dedication to sustainability but also highlights the company's role in driving the energy transition forward.
<h4 dir="ltr" align="justify">​Challenges in Talent Management</h4>
As EnBW navigates this transition,&nbsp;<a style="color: #84a44e;" href="https://www.spencer-ogden.com/blog/2024/02/navigating-talent-challenges-in-the-renewable-energy-sector-insights-from-james-pipe?source=google.com" target="_blank" rel="noopener">a critical challenge has been recruiting, managing and adapting</a>&nbsp;its workforce to meet the evolving demands of the renewable energy sector.&nbsp;
The company achieved a record hiring number in 2023, bringing on board 3,400 new employees group-wide. This expansion underscores EnBW's proactive approach to talent attraction and retention, emphasising the importance of aligning the company's sustainable goals with the aspirations of its employees.
"While we face our share of obstacles and challenges, especially in international contexts, our core strategies for talent management have proven effective. Navigating these complexities is part of our journey toward a sustainable future," said Zachlod.
<h4 dir="ltr" align="justify">​Infrastructure and Technological Innovations</h4>
EnBW's strategic investments in technology and infrastructure are central to its transition strategy.&nbsp;
The company is not only expanding its renewable energy projects but is also ensuring that its gas-fired power plants are hydrogen-ready, laying the groundwork for a future that leans heavily on green hydrogen as a sustainable energy source.&nbsp;
"As we pivot from coal and lignite to gas and hydrogen, the need to invest in our operational teams has never been clearer. This transition requires a significant shift in skills, underscoring our commitment to upskill and support our employees through every phase of our energy evolution."
<h4 dir="ltr" align="justify">​Navigating the Complexities of Nuclear Decommissioning</h4>
A significant aspect of EnBW's transition to renewable energy involves the decommissioning of nuclear power plants, a complex and long-term challenge that Wild and Zachlod discussed in detail.&nbsp;
As Germany phased out its last nuclear power station in April 2023, EnBW embarked on the meticulous process of dismantling these facilities. This task not only requires specialised knowledge and skills but also presents a unique opportunity for talent management and development within the company.&nbsp;
EnBW is committed to&nbsp;<a style="color: #84a44e;" href="https://www.spencer-ogden.com/blog/2024/02/bridging-the-skills-gap-strategies-for-attracting-talent-to-the-renewable-energy-sector?source=google.com" target="_blank" rel="noopener">re-skilling and retaining</a>&nbsp;its nuclear workforce for these decommissioning projects, ensuring that their invaluable experience and expertise continue to contribute to the company's evolution. This approach highlights EnBW's holistic strategy in transitioning its energy portfolio while maintaining a focus on sustainability, safety, and employee development.&nbsp;
Through initiatives like these, EnBW is not only addressing the technical and environmental challenges of nuclear decommissioning but also reinforcing its role as a forward-thinking and responsible energy provider on the global stage.
<h4 dir="ltr" align="justify">​Looking Ahead</h4>
Looking forward, EnBW's strategic vision for 2025 and beyond is to transform from a classic energy company to an innovative and sustainable infrastructure service provider.&nbsp;
This vision is supported by the company's robust plans for the expansion of renewable energies, grid development, and the introduction of new, innovative products and services for its customers.
The interview shed light on the&nbsp;<a style="color: #84a44e;" href="https://www.spencer-ogden.com/blog/2024/02/addressing-talent-challenges-in-renewable-energy-insights-and-strategies-post-cop28?source=google.com" target="_blank" rel="noopener">global challenges in talent recruitment and development</a>&nbsp;in the renewable energy sector. EnBW's experiences in the UK and Asia illustrate the diverse strategies required to bridge the talent gap and foster a workforce equipped to drive the energy transition.&nbsp;
&ldquo;The offshore market here in the UK is very mature and developed. So it's much easier to find talent to approach. I was working in Asia for four years between 2018 and 2022. and talent simply wasn&rsquo;t available, you had to train or relocate staff to support projects&rdquo; Wild explained.
Despite the competitive nature of the industry, EnBW's collaborative efforts, especially in interfacing with political and regulatory bodies, demonstrate the company's commitment to achieving sustainable energy goals on a global scale.
​EnBW's journey is a testament to the company's unwavering commitment to leading the energy transition. Wild and Zachlod's insights provide a valuable glimpse into the strategic, operational, and human resource challenges and opportunities that lie ahead.&nbsp;
As EnBW continues to innovate and evolve, its contributions to the renewable energy sector and its vision for a sustainable future remain more relevant than ever.
​If you&rsquo;ve found this article useful and would like to hear more about the impact of COP28&rsquo;s commitments on talent, you can dive deeper with our latest report,&nbsp;<a href="https://cop28.spencer-ogden.com/" target="_blank" rel="noopener">Powering the Energy Transition.</a>

EnBW's Journey from Classic Energy Company to Sustainable Partner for Infrastructure

We provide the best-in-class when it comes to engineering excellence.
Challenge:&nbsp;
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.
Solution:
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.
Result
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.
Candidates contacted: 14 Candidate CV&rsquo;s submitted: 4 Candidates interviewed: 4 (2 or more interviews each) Candidates offered: 1 Candidates hired: 1

Filling a Senior Director Skill Gap

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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. 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.

Going beyond transactional recruitment

<h2>Going beyond transactional recruitment</h2>

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. 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. 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.

The Global Energy Transition

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.

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.

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We love what we do - and we’re proud of it

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

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

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Candidates partner with Spencer Ogden for their next career move for several reasons:

Why Choose Us?

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.<h4> We're here to support you.</h4>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. 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.For more information, get in touch with your regional support centre:ASIA: <a href="mailto:ccs.asia@spencer-ogden.com" target="_blank" rel="noopener">ccs.asia@spencer-ogden.com</a> AUSTRALIA: <a href="mailto:ccs.au@spencer-ogden.com">ccs.au@spencer-ogden.com</a> EMEA: <a href="mailto:emeacompliance@spencer-ogden.com" target="_blank" rel="noopener">emeacompliance@spencer-ogden.com</a> Germany: <a href="mailto:germanycompliance@spencer-ogden.de" target="_blank" rel="noopener">germanycompliance@spencer-ogden.de</a>

Mobilisation

Candidates

Spencer Ogden has implemented a seven-step formal recruitment process that is followed by all our&nbsp; consultants globally to ensure an effective recruitment process.

The Recruitment Process

Testimonials

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

Case Studies

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. Clients choose to work with Spencer Ogden for several reasons:

Accreditations:

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

<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. 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. 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>Interested in working with Spencer Ogden on a bid or project? Email us <a href="mailto:Bids@spencer-ogden.com" target="_blank" rel="noopener">BIDS@SPENCER-OGDEN.COM</a>

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. 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

monitored; carrying out regular auditing processes such as individual appraisals, team meetings, and management reviews. 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.

ISO 9001:2015 certified

We are trusted by

We partner with our clients to build long lasting relationships

Clients

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

Our Terms of Business

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. 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; 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.

Over 40% of our contractors have extended or remobilised onto new projects with Spencer Ogden more than once. 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.

Comprehensive global mobilisation services

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. A note on sponsorship: If there’s a suitable contract position available, we can sponsor overseas nationals for the role, subject to the relevant Codes of Practice.

A flexible, autonomous approach

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. The features we can offer in high risk locations include but are not limited to:<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>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. 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.

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

Unlock Your Potential. Together

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

Contract Solutions

For more information, get in touch with your regional support centre:

We pride ourselves on delivering a high quality service to our clients and contractors.

Contractor Care

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. We place equal emphasis on supporting you throughout your contract as we do in securing the role for you in the first place.&nbsp; 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; Explore below to help guide you, whether you are new to contracting, or an existing or seasoned contractor.

A reputation underpinned by our people.

<h2>Here to break new ground</h2> 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. 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.

Contractor Solutions

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

Disciplines

​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.

Recruitment and selection

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. ​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. ​By putting ED&amp;I at the heart of our development, we create a safe and welcoming environment to work in.

We mean business when it comes to the development of our people. We strive to create diverse, and inclusive teams worldwide. 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.

Diversity, Equity &amp; Inclusion

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.

Progression and development

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; ​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. ​If you would like additional information, support, or advice, please contact us at: <a href="mailto:info@programmeone.com">info@programmeone.com</a>

Programme One

​LGBTQIA+ is our newest network. We encourage our employees both new and old are to get involved in when they join! 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. The network has achieved a lot since beginning its journey, the types of changes are below.<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>

Our Networks

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.

Powering the global energy transition

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Making A Positive Impact

Environmental, Social &amp; Governance

We are always looking to demonstrate our market expertise to help fine tune your recruitment plans and business strategies.

Our Latest News

The case studies below demonstrate the exceptional service we apply to every placement.

Explore Our Case Studies

Specialists in placing Leading Talent across the world in

Partnerships to Power a Sustainable Future

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. ​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.

Making A Positive Impact

​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. &nbsp; Additionally, as of 2021, we are a carbon neutral business. 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: <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 Net-Zero

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

Environmental, Social &amp; Governance

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.

Our Charity Partners

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

​UN Sustainable Development Goals

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. 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. 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. 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

Governance

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People.

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

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.

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.

#GrowWithSo

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

Grow with us

Success Stories.

Work for Us

Grow with Spencer Ogden

<h2>Featured Jobs</h2>

Featured Jobs

Creating Careers to Power a Sustainable Future

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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.

Our Rewards

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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 success. While we do work hard, we also know how to have fun along the way.

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

It's more than just recruitment.

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With decades of experience our senior leaders manage the strategic direction and operations of our company.

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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. We’ve grown faster than the market and with our world class training programmes, you’ll learn and grow at the same pace. 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.​

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

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

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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.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!<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

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.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.<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>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.&nbsp;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.

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.

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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.

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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. 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.

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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.

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Infrastructure is crucial for a nation&rsquo;s economic and social development. Our highly experienced consultants who focus on civil infrastructure and power generation operate globally and have access to a vast database of qualified, skilled and searchable candidates to support urgent and full project life cycle hiring requirements across all regions.

Infrastructure

Location: Moore Dam, Littleton, New Hampshire 
Pay: $55-$60/hr 
Per Diem: $216/day worked (5 days) 
Start Date: May 2025 
Schedule: 5/10s 
Contract Lenth: 6 months 
 
Looking for 5-10 years of QAQC construction experience; hydro is a plus but not required. This is a generator job, and any generator experience will help. Someone from an O&G or power background would do really well in this role.  
 
 
 
•Ensure compliance to all technical requirements & drawings from engineering during erection and commissioning. 
•Responsible for establishing a project quality management system (Quality Plan) in agreement with the Project Director, and Project Quality Leader, in compliance with CLIENTand customer requirements. 
•Establish a verification plan to assure compliance to the Quality Plan at all parts of the project. 
•Responsible to report and escalate, to the project team, about the Quality matters. 
•Train the project team members in the use of the quality tools. (GE/contractors) 
•Assist in the preparation of project specific procedures and quality deliverables. 
•Act as the main quality representative at site, towards the customer. Promote awareness of the STOP Work strategy, and ensure any STOP Work is documented 
 
Site Preparation (Startup)        
• Participate, document and own the post-handover tasks and responsibilities. 
• Prepare a mitigation plan for activities that required follow-up from the PQL handover. 
• Participate in the Site project kick-off 
• Review of contract QA requirements as part of contract familiarisation 
• Review of Quality Requirements to Supplier against contract requirements, if necessary, establish project specific Supplier Quality Requirements (SQR), in coordination with Supplier Quality organization. 
• Establish and implement project specific methods, or procedures driven by customer requirements applicable only to that project/client. 
• Familiarize and execute according to the standard ITP ensuring it covers the contract-specific requirements if the deviation of QA requirements updates standard ITP’s to project specific. Liaise with Project Manager to discuss any commercial impact. 
• Review standard supplier documentation request list against contract-specific requirements if deviation of QA requirements updates the standard requirements to include the project specific. Liaise with PM, Supplier Quality Leader, and/or C&C Sourcing, to discuss any commercial impact. 
• Analyze the Lessons Learnt from previous projects, and propose improvement actions that could be applicable to the project. 
• Establish the project audit plan (System & Process) 
• Initiate and drive the criticality assessment 
• Create and get client approval for the Inspection and Testing Plan for site erection, as per MDL. 
• Prepare the site quality book as per contract & client requirements, for all the required reports SRS. 
 
 
 
•Minimum of 5-years of prior quality supervision experience preferrably in Hydro business 
• Project Management experienced with a background in Quality and/or Engineering and/or installation Operations 
• Ability to read and comprehend technical drawings is requested (mechanical, piping, electrical) 
• Proficiency in English, both written and oral. 
• High skill in managing documents and reports. 
• Familiarity with the layout of hydroelectric powerhouses 
• Knowledge of construction and installation quality systems, including policies and procedures 
• Ability to communicate clearly and well with external Customers and internally in the Organization. 
• Ability to influence others and lead small teams. 
• Effective problem identification and solution skills

Site Quality Supervisor

<h1>Senior Civil Engineer - Power Division</h1> Your Role: We are currently seeking a Senior Civil Hydrotechnical Engineer to join our client's exciting renewable energy team in the United States or Canada. The successful candidate will provide civil engineering leadership and experience on small to large water resources and hydropower design projects. You will develop analysis plans and contribute to design activities to ensure project goals are met, and provide engineering leadership to consulting assignments ensuring value to our clients. <h2>Responsibilities:</h2> <ul> <li>Provide oversight and direction for the development and implementation of water and hydro project execution plans. <li>Develop project concepts and alternatives, including systematic assessment and project optimization. <li>Engage in power and energy modelling, cost estimating, and project economics. <li>Design civil works based on hydrotechnical design efforts and geotechnical inputs. <li>Participate in regulatory approval processes and support client interaction with regulatory agencies. <li>Contribute to the growth and development of the company, identify improvement opportunities, contribute to proposals, and lead in the pursuit of new project opportunities. <li>Maintain strong relationships with clients through business development activities. </ul> <h2>Qualifications:</h2> <ul> <li>Civil Engineer with a strong hydrotechnical background. <li>Professional Engineer registration in at least one Canadian jurisdiction. <li>At least 15 years of consulting engineering experience, capable of working on several major projects simultaneously in a multidiscipline environment. </ul>

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Senior Hydrotechnical Engineer

Civil Engineer

Construction Manager-Texas

Generation Project Manager - Anna

Land Manager - Data Centres

Project Engineer - Wastewater Treatment Process Design

Senior Safety Specialist

I&C Design Engineer (HVAC / F&G)

Structural Engineer

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