How AI Is Transforming Data Centre Design, Construction and Operations 

The Data Centre Skills Gap: The Biggest Risk to AI Infrastructure Growth 

AI Will Grow. Human Expertise Will Always Lead.

AI Is Accelerating a Global Data Centre Investment Boom 

Our recent webinar brought together Spencer Ogden&rsquo;s&nbsp;<a style="color: #84a44e;" href="https://www.linkedin.com/in/paulking04/">Paul King</a>, <a style="color: #84a44e;" href="https://www.linkedin.com/in/emilygabbott/">Emily Abbott</a>, and <a style="color: #84a44e;" href="https://www.linkedin.com/in/scarlett-menzies-4ba84b209/?lipi=urn%3Ali%3Apage%3Aorganization_admin_admin_page_posts_published%3B08f37181-22ad-4ca1-91e9-2c6a57e4ffe8">Scarlett Menzies</a>, alongside industry leaders <a style="color: #84a44e;" href="https://www.linkedin.com/in/mcgrathjohn/">John McGrath</a> (LinkedIn), <a style="color: #84a44e;" href="https://www.linkedin.com/in/chris-brookes-959132170/">Chris Brookes</a> (Pentagon Technical Services), and <a style="color: #84a44e;" href="https://www.linkedin.com/in/mspsolutionist/">Paul Mudd</a> (TRS and Energy Industries Council). 
Our panel explored the latest shifts across infrastructure, sustainability, and the wider energy markets in EMEA, and what these trends mean for hiring, skills, and workforce planning going into Q4.
Below is a roundup of the key themes and insights shared during the session.
Hiring Trends Across EMEA: A Stable but Selective Market
Paul King opened with an overview of Q3 hiring activity from Spencer Ogden&rsquo;s <a style="color: #84a44e;" href="https://www.spencer-ogden.com/blogs/spencer-ogdens-global-market-update-q3-and-beyond/">market update</a>. While the quarter showed a slight softening in volume (around five per cent down quarter on quarter), much of this was linked to seasonal patterns and short term project cycles rather than a drop in confidence.
The overall sentiment remains positive. Clients are taking a more strategic, long term approach to building capability, focusing on the right roles rather than high volume hiring. As a result, engineering, commissioning, and project delivery roles continue to dominate demand, especially across data centres, grid modernisation, and nuclear activity.
Growth Areas: Data Centres, Grid Projects, and Energy Transition Roles
Infrastructure remains a major growth driver across the region, with strong activity in:
<ul style="margin-top: 0cm;" type="disc">
<li class="MsoNormal" style="mso-list: l2 level1 lfo1; tab-stops: list 36.0pt;">Data centre delivery, especially in the Nordics</li>
<li class="MsoNormal" style="mso-list: l2 level1 lfo1; tab-stops: list 36.0pt;">Grid modernisation projects, driven by increased electrification</li>
<li class="MsoNormal" style="mso-list: l2 level1 lfo1; tab-stops: list 36.0pt;">Nuclear recommissioning, creating demand for specialised engineering skills</li>
</ul>
On the sustainability side, hiring is steady across solar, wind, grid connection, energy storage, and commissioning roles. Many clients are now prioritising capability building and investing in core teams that can support multi year transition goals, rather than the rapid scaling seen in previous years.
Workforce Models and Retention: Balancing Flexibility with Stability
Contract hiring continues to dominate across EMEA due to fluctuating project timelines and overlapping delivery windows. Permanent hiring is still active but more targeted, usually focused on senior technical, finance, governance, and regulatory roles.
Across the panel, there was a clear theme: organisations are increasingly looking to retain skilled teams over the long term. Leadership development, mobility, and investment in core capability are becoming essential to workforce planning as transition projects expand.
LinkedIn Talent Insights: High Demand and a Growing Talent Pool
John McGrath shared real time data from LinkedIn Talent Insights showing strong growth across the EMEA talent market:
<ul style="margin-top: 0cm;" type="disc">
<li class="MsoNormal" style="mso-list: l1 level1 lfo2; tab-stops: list 36.0pt;">16% increase in professionals year on year</li>
<li class="MsoNormal" style="mso-list: l1 level1 lfo2; tab-stops: list 36.0pt;">13% movement in job transitions</li>
<li class="MsoNormal" style="mso-list: l1 level1 lfo2; tab-stops: list 36.0pt;">Almost 4,000 live roles across 40,000 platforms at the time of the webinar</li>
</ul>
Demand remains extremely high across engineering, commissioning, project management, and civil engineering. At the same time, attrition is rising, with many large employers seeing between six and fifteen per cent turnover in the last twelve months.
This creates a dual challenge: attracting new talent while strengthening retention. John highlighted the importance of employer brand, strategic sourcing, and a more predictive approach to workforce planning.
Data Centre Project Delivery: Practical Challenges on the Ground
Chris Brooks and Scarlett Menzies explored the realities of technical hiring across Europe&rsquo;s data centre market. Several practical issues are slowing down mobilisation:
<ul style="margin-top: 0cm;" type="disc">
<li class="MsoNormal" style="mso-list: l3 level1 lfo3; tab-stops: list 36.0pt;">Talent is available, but often based in the wrong locations, such as Middle East applicants for European roles</li>
<li class="MsoNormal" style="mso-list: l3 level1 lfo3; tab-stops: list 36.0pt;">Visa and compliance requirements delay mobilisation</li>
<li class="MsoNormal" style="mso-list: l3 level1 lfo3; tab-stops: list 36.0pt;">Short term project cycles make contractor retention difficult</li>
<li class="MsoNormal" style="mso-list: l3 level1 lfo3; tab-stops: list 36.0pt;">Severe skill shortages in MEP, electrical commissioning, and technical services</li>
</ul>
Chris described Pentagon&rsquo;s &ldquo;hire, train, deploy&rdquo; model as one solution. By training new hires directly on client projects, companies can build a stronger, more predictable talent pipeline. Modular construction and prefabrication were also noted as ways to reduce on site labour demand.
The Future Workforce: Retention, Returners, and Skills Gaps
Paul Mudd emphasised that the sector must shift from cyclical to structural workforce planning. He shared initiatives aimed at widening the talent pool, including flexible and part time roles to attract returners, particularly women in STEM.
However, upskilling remains difficult. Many experienced professionals are reluctant to move into new industries, choosing overseas opportunities or early retirement instead. Combined with ageing workforces in key technical areas, this creates bottlenecks for large infrastructure and energy transition programmes.
Without stronger planning, simultaneous project launches could create competition for the same talent pool, driving up costs and slowing delivery.
Regulation, Investment Patterns, and New Skills Demand
The panel also touched on the impact of shifting regulation, permitting, and funding. Delayed approvals continue to create &ldquo;cliff edge&rdquo; hiring spikes rather than predictable demand, making early planning crucial.
At the same time, investment patterns are shifting. Some private investors are moving away from offshore wind and into data centres. Manufacturing relocations from the US to Europe are also creating new clusters of hiring demand.
Security and compliance are becoming significant skill areas, with many smaller companies needing to recruit roles they have never hired for before.
Talent Mobility: Thinking Beyond Borders
Regional mobility continues to shape hiring in EMEA. The panel noted strong flows from the Middle East into Europe, and movement from Canada into France. The Netherlands is emerging as a digital economy hub with a particularly international workforce.
Local hiring is still preferred for long term stability, but in reality, skill shortages make international recruitment unavoidable. Early planning and realistic mobilisation timelines are key to successful delivery.
Key Recommendations for Q4 and Beyond
Paul King closed the session with several practical recommendations for clients and industry leaders:
<ul style="margin-top: 0cm;" type="disc">
<li class="MsoNormal" style="mso-list: l0 level1 lfo4; tab-stops: list 36.0pt;">Start planning earlier as approvals and mobilisation timelines lengthen</li>
<li class="MsoNormal" style="mso-list: l0 level1 lfo4; tab-stops: list 36.0pt;">Balance permanent and contract hiring to create both stability and flexibility</li>
<li class="MsoNormal" style="mso-list: l0 level1 lfo4; tab-stops: list 36.0pt;">Look beyond borders, especially for niche skills</li>
<li class="MsoNormal" style="mso-list: l0 level1 lfo4; tab-stops: list 36.0pt;">Lead with purpose, offering development, progression, and retention pathways</li>
<li class="MsoNormal" style="mso-list: l0 level1 lfo4; tab-stops: list 36.0pt;">Build strategic partnerships across the supply chain to stay competitive</li>
</ul>
Looking ahead to 2026, many organisations are already thinking about how to build resilient teams, plan earlier, and secure critical skills in a more selective market. If you would value an advisory session, are reviewing your workforce strategy, or need support with hiring across infrastructure, sustainability, or other energy sectors, we&rsquo;d be happy to help.
Please <a style="color: #84a44e;" href="https://www.spencer-ogden.com/branches/">contact us</a> or get in touch with your Spencer Ogden contact and we will assist you. <iframe title="YouTube video player" src="https://www.youtube.com/embed/g_0feN7fWJw?si=itsRHdBo4s_NG6QJ" width="560" height="315" frameborder="0" allow="accelerometer; autoplay; clipboard-write; encrypted-media; gyroscope; picture-in-picture; web-share" allowfullscreen="allowfullscreen" referrerpolicy="strict-origin-when-cross-origin"></iframe>&nbsp;

EMEA Energy Market Insights: Webinar Recap

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<h2 data-start="83" data-end="166"> Spencer Ogden Publishes Voluntary Climate-Related Financial Disclosures for 2024&nbsp;</h2>
At Spencer Ogden, we know that the future of the energy and infrastructure sectors depends on meaningful action on climate change. As a global recruitment specialist working at the heart of the energy transition, we understand our responsibility to lead by example. This year, we&rsquo;ve released our voluntarily disclosed climate-related financial report, aligned with the Financial Conduct Authority (FCA) requirements and the Task Force on Climate-related Financial Disclosures (TCFD) framework.
<h3 data-start="663" data-end="704">Our Commitment to a Net-Zero Future</h3>
In 2024, we strengthened our sustainability journey by pledging to reach net-zero greenhouse gas (GHG) emissions by 2035. This target is supported by a clear, actionable roadmap that outlines the steps we will take to reduce our environmental impact across our global operations.
As a service-based organisation, most of our emissions come from Scope 3 sources &mdash; areas such as our supply chain and external services. This means collaboration is crucial. Achieving our goal will require working closely with suppliers, partners, and the wider industry to drive shared progress.
<h3 data-start="1284" data-end="1335">Understanding Climate Risks and Opportunities</h3>
Our latest report explores how climate change could impact our business and the clients we support. Using scenarios developed by the Network for Greening the Financial System (NGFS), we assess potential risks and opportunities across three possible pathways for global climate development up to 2035.
We examine both physical risks &mdash; such as extreme weather events &mdash; and transitional risks that arise as the world moves towards a low-carbon economy. To understand the full landscape, we look at four key areas that may influence our business:
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<li data-start="1881" data-end="1945">
Policy: How regulations and climate policies may evolve.
</li>
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Market: Shifts in demand as industries decarbonise.
</li>
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Technology: Advancements that support sustainability.
</li>
<li data-start="2068" data-end="2144">
Reputation: The expectations of clients, candidates, and stakeholders.
</li>
</ul>
<h3 data-start="2146" data-end="2180">Supporting a Greener Economy</h3>
This disclosure is more than a requirement &mdash; it&rsquo;s part of our ongoing commitment to support the global energy transition. By understanding the challenges and opportunities ahead, we can ensure our services remain resilient, relevant, and aligned with a sustainable future.
As the industries we serve continue to evolve, Spencer Ogden will remain committed to helping businesses and professionals shape a greener, more sustainable world.

Task-force for Climate-related Financial Disclosures (TCFD)  Report 2025

Women in Renewable Energy: Financing the Energy Transition - Event 

Spencer Ogden&rsquo;s latest Global Market Update brings together exclusive data, expert insights, and first-hand intelligence from our teams across EMEA, APAC, and the Americas,&nbsp;offering a clear view of how global hiring evolved through Q3 2025.
This quarter reinforced a defining trend of the year: stability built on selectivity. Across most markets, contract demand remained strong, driven by project-critical hiring in grid, renewable, and infrastructure delivery. Permanent hiring continued to be strategic, with employers focusing on long-term value through leadership, finance, and technical capability. This was seen particularly within data centres, battery storage, and grid modernisation.
While the global market is adjusting to shifting policy landscapes and capital conditions, investment in energy transition and digital infrastructure remains robust. The growing intersection between power and data, from hyperscale projects to AI-driven energy demand, is reshaping where and how companies build their teams.
<blockquote data-start="1304" data-end="1566">
&ldquo;We&rsquo;ve moved from cyclical trends of supply and demand into what I would call a secular acceleration, where technology, policy, and investment are converging at unprecedented speed.&rdquo; &ndash; Henry de Lusignan, CEO
</blockquote>
<h4 data-start="1573" data-end="1612">What you&rsquo;ll learn from the report</h4>
<ul data-start="1614" data-end="2400">
<li data-start="1614" data-end="1715">
Quarter-on-quarter hiring trends across Sustainability, Infrastructure, Natural Resources and US Energy Finance&nbsp;
</li>
<li data-start="1716" data-end="1833">
Contract and permanent hiring insights - where demand is growing and which skill sets remain most competitive
</li>
<li data-start="1834" data-end="1928">
Sector-specific breakdowns of in-demand roles, emerging technologies, and project hotspots
</li>
<li data-start="1929" data-end="2043">
Regional hiring outlooks across EMEA, APAC, and the Americas, supported by insights from our local experts
</li>
<li data-start="2044" data-end="2141">
Proprietary data and analysis drawn from our global database and LinkedIn Talent Insights
</li>
<li data-start="2142" data-end="2287">
Commentary on how factors such as energy security, investment shifts, and AI-led infrastructure growth are reshaping workforce strategies
</li>
<li data-start="2288" data-end="2400">
Forward-looking insights into how organisations are building resilience and planning for 2026 and beyond
</li>
</ul>
<h4 data-start="2407" data-end="2427">Why it matters</h4>
Hiring data remains one of the strongest early signals of market change. Whether you&rsquo;re planning investment, building capability, or managing workforce transitions, our quarterly updates are designed to help you make informed, confident decisions in an increasingly complex landscape.
Download the full Q3 2025 report now and get ahead of the trends shaping the future of global energy, sustainability, and infrastructure.

Spencer Ogden's Global Market Update: Q3 and Beyond

<h4 data-start="47" data-end="106">Connecting Industry Leaders Through Insightful Events</h4>
At Spencer Ogden, we believe the best ideas are sparked through connection. That&rsquo;s why we host a diverse range of events designed to bring together leaders, innovators, and change-makers from across the global energy landscape. From intimate breakfast roundtables and networking drinks to informative webinars, each event provides an opportunity to share perspectives, challenge assumptions, and collaborate on the issues shaping our industry&rsquo;s future.
To bring this to life, we&rsquo;ll be kicking off 2026 with our first Spencer Ogden Market Advisory Breakfast in New York, focused on finance and investment leaders who are driving and funding the next phase of the energy transition. The session will explore:
<ul data-start="832" data-end="1039">
<li data-start="832" data-end="893">
Where capital is flowing in the evolving energy landscape
</li>
<li data-start="894" data-end="971">
How investor strategies are shifting in response to policy and technology
</li>
<li data-start="972" data-end="1039">
What this means for talent across the global energy value chain
</li>
</ul>
This event marks the start of a series of Advisory Breakfasts and networking events we&rsquo;ll be hosting across EMEA and APAC in 2026, continuing the conversation on sustainable growth and talent in energy.
If you&rsquo;d like to be part of our upcoming events, share your insights, or stay informed about future sessions, we&rsquo;d love to hear from you:
&nbsp;

register your interest for our events

<h4 class="MsoNormal">Celebrating the women shaping the financial future of clean energy</h4>
As the world accelerates towards a cleaner, more sustainable energy future, financial innovation remains at the heart of that progress. Behind every successful renewable project are the women driving capital, partnerships, and policy forward - transforming ambition into action.
Join us at Sky Loft, 50 Hudson Yards, New York 17th&nbsp;November 2025, 18.00-20.00 RSVP <a style="color: #84a44e;" href="https://www.eventbrite.co.uk/e/women-in-renewable-energy-financing-the-energy-transition-tickets-1872877078759?aff=oddtdtcreator" target="_blank" rel="noopener">here</a>
That&rsquo;s why we&rsquo;re proud to partner with WRISE (Women of Renewable Industries and Sustainable Energy) and sponsors EnergyRE, Arevon, Greenback, and Generate Capital for Women in Renewable Energy: Financing the Energy Transition - an exclusive evening dedicated to celebrating and empowering women across finance, energy, and sustainability.
Hosted at the stunning Sky Loft, 50 Hudson Yards, New York, the event will bring together industry leaders, investors, and emerging talent for an evening of networking and thought-provoking discussion on the evolving relationship between finance and renewable energy.
<h4 class="MsoNormal">Shaping the future of sustainable finance</h4>
The event&rsquo;s central panel discussion will spotlight women at the forefront of financing clean energy - exploring how innovation, investment, and inclusion are working hand-in-hand to accelerate the global energy transition.
From green bonds and infrastructure funds to emerging technologies and policy shifts, the conversation will highlight how diverse perspectives are not just influencing, but redefining, how the sector operates.
This evening isn&rsquo;t just a celebration - it&rsquo;s a reminder of the collective effort needed to meet the world&rsquo;s climate ambitions, and the power of representation in driving progress.
<h4 class="MsoNormal">Building connections that power change</h4>
Alongside the panel, guests will have the opportunity to network with peers, investors, and sustainability advocates while taking in breathtaking skyline views from one of New York City&rsquo;s most impressive venues.
It&rsquo;s a chance to exchange ideas, spark collaborations, and champion the voices of women shaping the future of renewable energy finance.
<h4 class="MsoNormal">Why events like this matter</h4>
At Spencer Ogden, we believe progress in energy is powered by people. By creating spaces where diverse voices can connect, collaborate, and lead, we help build a more inclusive and resilient industry.
As we continue to partner with organisations like WRISE, our commitment remains clear - to empower talent, drive opportunity, and support the global transition to sustainable energy.
&nbsp;

Upcoming NYC Event - Women in Renewable Energy: Financing the Energy Transition

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

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;
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.
<h3 align="left">Challenges</h3>
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.
<h3 align="left">Solutions</h3>
<ul>
<li>
Consultative sourcing and vetting of highly skilled renewable energy management team &bull;&nbsp;
</li>
<li>
Mobilisation services to mitigate local high end technical labour shortages&nbsp;&nbsp;
</li>
<li>
Volume recruitment sourcing and vetting of a local craft labour workforce.
</li>
<li>
&nbsp;Compliant, local time sensitive background and drug and alcohol screening of workforce
</li>
<li>
All workforce compliant with Affordable Care Act legislation and co-employment issues thanks to full W2 solution provided by Spencer Ogden&nbsp;
</li>
<li>
Time sensitive milestone based deployment
</li>
<li>
Payroll financing of entire work force
</li>
</ul>
<h3 align="left">Result</h3>
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;
This joint success has resulted in numerous client recommendations and contract extensions
<ul>
<li>
Candidates contacted: 2000+
</li>
<li>
Candidates shortlist screened: 1000+
</li>
<li>
Candidate CV&rsquo;s submitted: 515
</li>
<li>
Candidates interviewed: 324
</li>
<li>
Candidates offered: 171
</li>
<li>
Candidates hired: 152
</li>
</ul>

USA! USA! USA!

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;
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;
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;
<h3 align="left">Challenges</h3>
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.
<h3 align="left">Solutions</h3>
<ul>
<li>
Recruitment sourcing and vetting of highly skilled inspections experts&nbsp;
</li>
<li>
Employment contracts compliant with European regional variations&nbsp;
</li>
<li>
Payroll finance in-country compliances for social securities and taxes&nbsp;
</li>
<li>
In country support for accommodation and transport&nbsp;
</li>
<li>
Streamlined process within a framework agreement&nbsp;
</li>
<li>
Interviews arranged within Spencer Ogden facilities
</li>
</ul>
<h3 align="left">Result</h3>
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.
<ul>
<li>
Candidates contacted: 900+
</li>
<li>
Candidates shortlist screened: 403
</li>
<li>
Candidate CV&rsquo;s submitted: 134
</li>
<li>
Candidates interviewed: 84
</li>
<li>
Candidates offered: 42
</li>
<li>
Candidates hired: 36
</li>
</ul>

Time is Money

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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;
<h3 align="left">Challenges</h3>
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.
<h3 align="left">Solutions</h3>
<ul>
<li>
Active candidate sourcing, utilising detailed Spencer Ogden resources and specialised market knowledge&nbsp;
</li>
<li>
Mobilisation to project location, with all of the necessary transportation and working documents arranged
</li>
<li>
Payroll financing within country, along with taxes and insurances
</li>
<li>
In country support with accommodation arrangements&nbsp;Continued support throughout the duration of the project&nbsp;
</li>
</ul>
<h3 align="left">Result</h3>
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;
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;
<ul>
<li>
Candidates contacted: 1000+
</li>
<li>
Candidates shortlist screened: 460
</li>
<li>
Candidate CV&rsquo;s submitted: 132
</li>
<li>
Candidates interviewed: 62
</li>
<li>
Candidates offered: 33
</li>
<li>
Candidates hired: 29
</li>
</ul>
</div>
</div>
</div>
</div>
</section>
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Thermal Power Plant Project

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<h3 align="left">The perfect placement</h3>
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.
<h3 align="left">Challenges</h3>
Vestas were struggling to source a senior management position for its Global Research and Development Centre located in Arhus, Denmark.&nbsp;
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;
<h3 align="left">Solutions</h3>
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;
The following includes a summary of the delivered recruitment process:&nbsp;
<ul>
<li>
&nbsp;Met with Vestas&rsquo; hiring manager and the HR team to qualify the position and agree on timescales&nbsp;
</li>
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Allocated a specialist search team for the required position sponsored by an expert account director&nbsp;
</li>
<li>
The search commenced and a tailored headhunt was put into practise in line with all the information provided by Vestas&nbsp;
</li>
<li>
&nbsp;Spencer Ogden actively shortlisted four qualified candidates and prepared all candidates for final stage Interviews&nbsp;
</li>
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Spence Ogden managed the entire offer process to guarantee candidate acceptance&nbsp;
</li>
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Assisted successful candidate with resignation process whilst supporting Vestas with their on-boarding procedure
</li>
</ul>
<h3 align="left">Result</h3>
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;
<ul>
<li>
Candidates contacted: 52
</li>
<li>
Candidate CV&rsquo;s submitted: 14
</li>
<li>
Candidates interviewed: 4
</li>
<li>
Candidates offered: 4
</li>
<li>
Candidates hired: 1
</li>
</ul>
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Seamless Search Solutions

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.
<h3 align="left">Challenges</h3>
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;
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.
&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.
<h3 align="left">Solutions</h3>
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;
The following package was tailored for SUEZ to meet its hiring needs:&nbsp;
<ul>
<li>
Deliver three qualified profiles to the client within 48 hours&nbsp;
</li>
<li>
Enforce a robust headhunting approach for specialist positions&nbsp;
</li>
<li>
Utilise Spencer Ogden&rsquo;s Contractor and Compliance department to assist client with navigating complex employment laws across all states across the US&nbsp;
</li>
<li>
Handle manpower where prevailing wage environments are in operation&nbsp;
</li>
<li>
Bespoke travel and lodging assistance&nbsp;
</li>
<li>
PPE support
</li>
</ul>
<h3 align="left">Result</h3>
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;
<ul>
<li>
Candidates contacted: 200+
</li>
<li>
Candidate CV&rsquo;s submitted: 67
</li>
<li>
Candidates hired: 40
</li>
</ul>

Scalable Recruitment Solutions

<h3>North America Solar Projects</h3>
<h5>2017 -2022</h5>
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.
<h3>​Challenge</h3>
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.
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.
<h3>​Solution</h3>
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.
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.
<h3>Result</h3>
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.
​

North America Solar Projects

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.
<h3 align="left">Challenges</h3>
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;
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.
<h3 align="left">Solutions</h3>
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;
<ul>
<li>
Sourcing and screening the relevant talent for each department&nbsp;
</li>
<li>
Effectively overseeing offer management&nbsp;
</li>
<li>
Payroll solution compliant with regulatory requirements&nbsp;
</li>
<li>
Full mobilisation service arranging all work permits and visas for foreign workers&nbsp;
</li>
<li>
Dedicated account management
</li>
</ul>
<h3 align="left">Result</h3>
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;
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.
<ul>
<li>
Candidates contacted: 2000+
</li>
<li>
Candidates shortlist screened: 851
</li>
<li>
Candidate CV&rsquo;s submitted: 717
</li>
<li>
Candidates interviewed: 462
</li>
<li>
Candidates offered: 306
</li>
<li>
Candidates hired: 282
</li>
</ul>

Mobilising Against the Elements

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Offices Globally

Count 1

kg of ocean plastic removed with seven clean seas

Count 2

current total donation to Cool Earth

Count 3

careers created in 2025

Count 4

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.

About Us

Related News and Insights

News and Insight

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

Contact Us

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.

Sectors

​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

Full BANNER

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

Job search

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

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

Find Us

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.

Life at SO

#LifeAtSO

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.

Our Perks.

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

Our Leadership Team

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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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