Engage us for a single hard-to-fill role or for a full operating roster. Each service runs to its own scope, timeline and commercial model — set out before any work starts.
01 · Retained executive search
A confidential, fully mapped search for leadership seats — and for the boards and investment committees behind them. We build the market map first: every operation in the region and the comparable ones outside it, every person doing the job you are hiring for, and an honest read on who is movable.
Retained search is the right model when the role is scarce, senior or sensitive, when an advert would tip off the market, or when you need the search itself documented for a board or a lender.
| Typically | Detail |
|---|---|
| Roles | General Manager, Mine Manager, Registered Mine Manager, Head of Technical Services, Processing Manager, COO, HSE Director |
| Model | Staged retainer against agreed milestones |
| Deliverables | Market map, longlist rationale, competency-assessed shortlist, referencing pack, offer management |
| Guarantee | Replacement period set by seniority and agreed up front |
02 · Specialist technical hiring
Discipline-led recruitment for the technical seats that keep an operation honest — resource geology, mine planning, geotechnical, metallurgy, survey and ventilation.
The difference is the screen. A generalist recruiter matches keywords against a job description. We assess against the commodity, the mining method, the plant configuration and the stage of the operation, because a metallurgist who has commissioned a flotation circuit is not interchangeable with one who has run a heap leach.
03 · Project mobilisation
When an operation moves from construction to first ore, hiring stops being a series of vacancies and becomes a logistics problem. We run it as one.
Your roster translated into a hiring schedule — by discipline, by crew, by the week each seat has to be filled.
Regional and international campaigns, assessment centres and trade testing, run to the plan rather than to a vacancy list.
Medicals, police clearances, trade certification, visa and iqama processing tracked per candidate.
Flights, camp allocation and induction sequencing so people arrive when the plan says they arrive.
Fixed-term and rotational resourcing for studies, shutdowns, commissioning windows and interim technical cover. We carry the employment, payroll, insurance and compliance so you carry the scope.
Org design, roster modelling, remuneration benchmarking and build-versus-buy analysis for the Saudi and wider GCC mining market — the work that should happen before the first requisition is raised.
Graduate and apprentice pipelines, operator upskilling, and structured knowledge transfer from expatriate specialists to Saudi national teams — with named successors and a handover horizon written into the mandate.
Entering the Kingdom or standing up a new JV? Talent mapping, salary structure, Saudization pathway and the workforce documentation that regulators, lenders and JV partners will ask for.
How an engagement runs
No black box. Every mandate runs to the same four stages, with the timings agreed up front and reported against.
A working session on the role, the site, the roster and the stage of the operation. You get an honest read on availability and salary before any fee is discussed.
Response within 1 business dayTargeted approach against a mapped market — by commodity, method and operating stage — rather than an advert and a wait.
First longlist in 48 hoursCompetency interviews against the actual work, site-fit and safety screening, and references that go to performance on shift.
Shortlist inside 10 working daysOffer management, notice navigation, medicals, visa and iqama, travel and site arrival — tracked to your production schedule.
Tracked to your start dateStart a conversation
Most briefs start as one thing and turn out to be another. Describe the problem as you would on site and we will tell you which model actually fits — including when the answer is that you do not need us yet.
Brief our mining team
