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EOG Resources is an Equal Opportunity/Affirmative Action Employer including Veterans and Disabled. Familiarity with geologic interpretation software such as Petra, Geographix, or Petrel.
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EOG Resources is an Equal Opportunity/Affirmative Action Employer including Vets and Disabled. This position is responsible for providing engineering support to Permian basin compression facilities and operations.
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Ideal candidate will have graduated in the top 25% of their law school class and have worked in private practice with a Martindale Hubbell AV rated firm. Researches, drafts, reviews and/or approves major/complex contracts, leases, farmout agreements, asset purchase agreements, joint operating agreements, and other agreements common in the oil and gas industry.
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This position will report to the Division Environmental Manager and will work as part of a multi-disciplinary team in a fast-paced oil and gas environment.
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The role of our Denver Engineering Tech is to facilitate and drive continuous improvement through accurate reporting and forecasting of the gathering and processing operations budget as well as supporting the facilities capital budget.
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EOG Resources, Inc. This position, with the help of EOG HQ Supply Chain personnel; willoversee division OCTG logistics, inventory management, maintenance, andrepairs of material needed by the San Antonio Division.
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Under the general direction and supervision of the Administrative Director - Residence Life and Residence Life Manager, the Assistant Residence Life Manager assists with supervising and managing of day-to-day operations of the College student residential units.
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Experience with Cat 3600 series engines and turbine powered centrifugal compression is an advantage. Ideal candidate will be knowledgeable in all facets of onshore compression operations, with a strong emphasis on safety, regulatory, and environmental practices.
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Technical knowledge of business, analytical, and database tools such as: MS Office, Oracle, SQL Server, Access, Crystal Reports, and Spotfire. Knowledge of SOX compliance standards. Experience with P2 Merrick's ProCount production accounting system is a plus.
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Provide technical and operational skills to troubleshoot corrosion, measurement, pigging, separation, compression, integrity and related pipeline and facility problems. Perform field activities on the pipelines including corrosion control, system integrity, pipeline pigging and condensate recovery processes.
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Evaluate, prepare, and analyze designs for electrical systems, including power generation, utility inter-ties, distribution, motor plant logic, control systems, lighting, emergency power, supplies, grounding, alarm, and safety shutdown systems.
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5+ years of prior Oil & Gas industry experience is required, preferably in supply chain, materials or warehouse management. Prior experience with a service company, fabricator, supplier or other oil and gas operator is also beneficial.
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Ensure operation of machinery and mechanical equipment by completing preventive maintenance requirements on engines, motors, pneumatic and hydraulic systems, and various other equipment used in Materials.
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As the job market remains highly competitive, we have seen a surge in "rage applying." This is when candidates apply to multiple jobs, often without considering whether they are truly interested in the role. Rage applying goes hand-in-hand with quiet quitting. Often, employees want to entertain the thoughts and feelings of leaving their job, but they aren't necessarily serious about leaving yet. Meanwhile, other employees engaging in this trend are actually trying to find a better role. As a recruiter, it can be hard to identify who are the real applicants in a sea full of quiet quitters, but understanding rage applying and identifying red flags will certainly help.
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In today's competitive job market, writing quality job ads is critical for attracting top talent to your organization. While networking and candidate referrals are prime real estate for finding qualified candidates, nothing beats the tried-and-true method of writing an extraordinary job ad. But while writing a great job ad is the first step, what's more important is increasing visibility. You could have the most detailed, well-written ad on the internet, but if no one sees it, then you are wasting time (and potentially money!). Employers often believe that job boards are the root of the problem, but you can learn how to increase job ad exposure by tweaking a few steps of your recruitment process.
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Building a candidate pipeline through a great internship program for local college students and recent graduates at local universities is a great and cost-effective way to attract and retain top talent. By offering meaningful and impactful work experiences, regular feedback, coaching, and mentorship, you can create a positive internship experience that will make your organization a sought-after destination for future employees. This not only benefits the organization in the short-term but also in the long-term, as you'll have a pool of well-trained and experienced candidates who may be interested in full-time employment once they graduate. Furthermore, building relationships with local universities and college students can increase brand awareness and build a positive reputation for your organization in the local community.
Hiring Transparency
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In the current candidate-driven job market, recruiters are looking for unique ways to attract talent. Some have resorted to even (dare we say it?) recruitment strategies on the border of weird and wacky. What can we learn from the unusual recruitment tactics that are being used and actually getting results? Here’s a rundown of some unique recruitment strategies that actually work.