Energy · People & HR

Samso Industry Demo · Updated May 2026

People & HR for Energy

People at an upper-mid Permian operator is field-vs-corp hiring, multi-shift onboarding, and the safety + certifications training that keeps wells producing and crews home safe. Samso runs the funnel and people-ops workflows for 220 FTE - field operations 96, facilities + HSE 28, engineering + G&G 32, land + marketing 18, corp 46 - across 184 producing wells with active service-company poaching pressure on field roles.

Function KPIs · how the people & hr org reads its own week

Time to fill (avg)

32 d

−10 d LTMCorp faster · field roles slower with cert + medical hurdles

Offer accept rate

88%

+5pp YoYComp benchmarked to Permian peer + service-co retention bands

OSHA + HSE training completion

96%

30/60/90 planIncludes H2S · SafeLandUSA · DOT · ISN compliance

Field hires vs plan (Q2)

14 / 24

Plan behind 42%Service-company poaching + 2 senior completions hires lost

Q2 hiring funnel by team - applied → started

STAGE COUNTS · CANDIDATES · FIELD-VS-CORP SPLIT · PLAN FTE OVERLAY · MOCK DATA

03056109151.2KCANDIDATES24168PLAN FTEAPPLIEDSCREENON-SITE / FIELD VISITOFFERACCEPTEDSTARTED

Field hiring

Field operations (drillers · completions · production techs · flowback)Maintenance + facilities + HSE (in-field + SWD facilities)Engineering / G&G / petroleum engineers (HQ + field rotation)

Corporate

Corporate (G&A · finance · land · IT · IR · marketing)

Twelve services · sized to energy

Each tile is what Samso runs in this function for a energy org.

01 · Service

Job Description Drafting

JDs for field operators, drilling supervisors, completions techs, petroleum engineers, land, and IR - aligned to comp bands, certifications, and shift differentials.

JDs / qtr

44

Days to draft

1

02 · Service

Resume Screening & Shortlists

Shortlists scored against rubric for hiring loop - with rationale capture, certifications (CDL · WellSharp · IADC · H2S) flagged, and prior-operator experience surfaced.

Resumes / mo

1.2K

Shortlist rate

14%

03 · Service

Interview Scorecards & Candidate Packets

Interview kits with role-specific rubrics, field-site visit scripts, and per-candidate packets - including safety-culture assessment for field roles.

Loops / qtr

48

Auto-packet

100%

04 · Service

Offer Letter & Comp Package Generation

Offer letters and comp summaries - base, shift differentials, production bonuses, and equity (corp only) generated and pushed to e-sign in minutes.

Offers / qtr

24

Days to issue

1.0

05 · Service

Role-Specific Onboarding Plans

30/60/90 plans tailored per role - field onboarding includes OSHA, H2S awareness, SafeLandUSA, and DOT driver training; corp tied to release-train cadence.

Plans / qtr

24

First-90 retention

92%

06 · Service

Performance Reviews & 360 Synthesis

Annual + mid-year cycles with synthesized 360 feedback - themes, calibrated ratings, and field-supervisor cross-pad calibration for completion-supervisor and reservoir-eng promotions.

Cycles / yr

2

Review coverage

100%

07 · Service

Compensation Benchmarking Reports

Role-level bench vs Permian peer operators + service-company poaching pressure - refreshed twice a year with shift-differential and retention-bonus pattern intel.

Roles benchmarked

62

Refresh

Semi-annual

08 · Service

Employee Handbook & Policy Drafting

Handbook + policy drafts on DOT, OSHA, drug + alcohol, fitness-for-duty, driver handbook, and remote-work - refreshed against jurisdiction and federal updates.

Policies live

26

Last refresh

Apr 2026

09 · Service

Org Chart & Headcount Visualization

Living org chart and headcount plan tied to budget and 6-quarter hiring roadmap - field-vs-corp split captured for ops, completions, and corp teams.

FTE today

220

Plan year-end

248

10 · Service

Engagement Survey Analysis

Quarterly engagement + pulse survey verbatims clustered by team - field, facilities, engineering, and corp themes ranked with safety-culture index.

Cadence

Quarterly

Response rate

82%

11 · Service

Training Material & Course Outlines

Module outlines for OSHA + H2S awareness + SafeLandUSA + DOT driver + tablet-tooling onboarding - tied to role-specific onboarding plans.

Modules

28

Refresh cadence

Annual

12 · Service

Exit Interview Synthesis

Departure themes by team - field service-company-poaching pressure, completions-crew burnout, and commute-fatigue patterns rolled up for retention and culture signals.

Exits / qtr

8

Themes / qtr

5

What you get · every week & every month

Concrete deliverables, not just dashboards.

Deliverable

Weekly hiring report (field + corp)

Every Monday: open reqs by team, candidates in flight by stage, certifications-pending, offer activity, accept-rate trend, and slipped-vs-plan field hires for the people lead.

Deliverable

Monthly safety-training compliance

OSHA + H2S + SafeLandUSA + DOT driver compliance status per role, recertification calendar, lapsed-cert flags, and ISN customer-portal posture for the HSE lead.

Deliverable

Quarterly comp benchmark refresh

Permian peer operator + service-company comp pool refresh with role-level bench, shift-differential and retention-bonus pattern, and recommended band moves for the CFO + CPO.

Deliverable

Always-on attrition + service-co poaching tracker

Live attrition tracker per crew and discipline with departure themes, replacement readiness, and 90-day risk flags - refreshed daily on the people lead's desktop.

Energy · People & HR

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