We’ve built our workforce intelligence solutions around the industries that run on scarce, safety-critical, technical skill, the ones where a wrong hire or an empty seat costs the most.
A keyword can’t tell a hydrometallurgy engineer from a water-treatment one. Sector context can. That’s the whole game in roles like these.
hiring difficulty on the scarcest roles we map
modelled in depth: mining, energy, oil & gas, resources, infrastructure
defence, data centres & critical minerals pipeline
The industries that build the world’s energy infrastructure and deliver its major projects face a talent challenge generic hiring tools aren’t built to solve. AQYR is.
From hydrometallurgy to mine planning, the roles that hold up production are exactly the ones generic systems misread. We understand the difference between processing routes, commodities and site contexts - and we map the people who fit, including those not actively looking.
Hiring challenges: long lead times for scarce specialists, commodity-specific skill requirements that don’t translate between gold, lithium and iron ore operations, and a market where the best candidates are rarely actively searching.
The energy transition is creating demand faster than the talent pool can grow. We track availability and cost across renewable energy, power generation and transmission - and we recognise transferable skills, so a candidate moving into the sector is surfaced, not screened out.
Hiring challenges: new role types emerging faster than candidate supply (battery storage, grid integration, hydrogen), skills transfer from adjacent sectors not recognised by traditional shortlisting, and project timelines that don’t match standard recruitment cycles.
Upstream, midstream and downstream operations require highly specific technical expertise that doesn’t cross over cleanly from other sectors. We map the candidate pools across LNG, conventional oil and gas production, and petrochemicals - including the specialists who are rarely visible on standard job boards.
Hiring challenges: project-based demand spikes require rapid specialist mobilisation, niche certifications and licences (process safety, pressure systems) narrow the candidate pool significantly, and shutdown/turnaround events create concentrated short-term demand.
Critical minerals, coal, iron ore and bulk commodities each have distinct workforce profiles. We’ve built our data around the actual differences - so a metallurgist with lithium brine experience isn’t assessed the same as one from a hard-rock gold operation.
Hiring challenges: critical minerals demand is outpacing the established talent pipeline, commodity-specific expertise doesn’t transfer easily across processing routes, and the market for senior technical specialists is genuinely tight across the board.
Major projects live or die on the right people arriving at the right phase. We model skills by project stage (design, delivery, commissioning), so workforce planning is proactive and you’re never staffing a milestone reactively.
Each search teaches the platform something a competitor can’t easily copy: who’s good, who’s available, what they cost, in your exact corner of the market.
Built from real recruitment activity, not bought-in lists, so it reflects the market you actually hire in.
We sit over your ATS and HRIS rather than forcing you off them.
Recruiters who know the difference a single project's experience makes.
Pick a role you’re struggling with and we’ll show you the live market, assessed.
