A US specialist oil, gas and energy recruitment firm built around basin fluency, credential rigor and hires that last past the first year turnaround.
Most recruitment agencies that cover US oil and gas treat it as one more vertical to staff. A brief lands. A generalist consultant runs a keyword search against a mixed database. A stack of resumes arrives on the drilling manager’s desk. Half of the candidates have never worked a horizontal well in the Permian. The engineer pitched as API-580 has expired credentials. The turnaround planner who left three refineries inside two years looks fine on paper.
Petrol Gang Recruitment was set up to do the opposite. We are a specialist US energy desk. Upstream E&P, oilfield services, midstream and pipelines, downstream refining, petrochemicals, drilling and completions, HSE and process safety, LNG, energy transition, reservoir and geoscience, executive search, and commercial/land/trading. Nothing outside those twelve practices. Every consultant on the team is fluent in the discipline they recruit for, and every candidate we introduce has been screened against the actual credential, basin experience and package bar you set on the intake call.
We place permanent US oil, gas and energy talent for operators, oilfield services firms, midstream operators, refining and petrochemical companies, LNG operators, PE-backed portfolio companies, and standalone energy-transition players. From field-hardened technical hires through VP appointments. One consultant accountable end to end, from the intake call through onboarding follow-up at day 90.
Every candidate on a Petrol Gang shortlist has been assessed against the same standard before an introduction:
Every shortlist arrives with our written notes on each candidate. If we cannot articulate why they meet the credential bar and the basin fit, the resume does not leave our desk.
Our clients include US-listed operators, PE-backed portfolio companies, oilfield services majors and independents, national and regional refiners, petrochemical operators along the Gulf Coast, US LNG terminal operators, midstream MLPs, and standalone energy-transition players (renewables developers, CCS project sponsors, hydrogen hub operators). Hiring managers who value a properly researched shortlist over resume volume, and who are prepared to hold a search to a decision timetable rather than let it drift for six months.
A successful placement is not a signed offer letter. It is the moment eighteen months later when the drilling engineer has closed out a critical pad on plan, when the refinery turnaround has come in under budget for the second time, when the midstream ops leader has taken the compressor-station uptime from 94 to 98 percent and stayed there. That is the only outcome that matters, and it is why our published median for hires still in role at twelve months is ninety-one percent.
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