Energy Gigs
A specialised marketplace matching energy employers with certified talent
Higher qualified-applicant ratio
Time to shortlist per role
Monthly organic sessions from insights content
01 — Context
Where the client was
A two-sided marketplace for oil, gas, and renewables hiring. Employers were drowning in unqualified applications from general job boards, and the specialised candidates they needed were invisible in that noise.
02 — Problem
The problem, commercial and technical
General job boards buried specialised oil, gas, and renewables roles, so employers received high volumes of unqualified applications.
Matching quality was a data-modelling problem, not a search problem. Certifications, tickets, and competencies were free text everywhere in the industry, so no ranking could be trusted until qualifications were structured, validated, and expiry-aware.
03 — Approach
What we did
- Modelled certifications and competencies as first-class data, not free text
- Built matching that ranks candidates by verified qualifications
- Shipped an employer dashboard for postings, pipelines, and applicant review
- Added an industry insights hub to drive recurring organic traffic
Key decisions and trade-offs
Structured certifications first
We built the taxonomy before the matching engine. Ranking on structured, expiry-aware qualifications is defensible to employers in a way that keyword relevance never is.
Search infrastructure sized to the domain
A dedicated search index rather than database queries let us tune ranking weights per role family without a rewrite each time hiring patterns changed.
Content as an acquisition channel
The insights hub was built into the platform, not bolted on, so it compounds organic supply of candidates without paid spend.
05 — What we run today
After go-live
We operate the search infrastructure and matching model, and run a continuous improvement cycle on ranking quality with the client's talent team.
Technology
Industry
Energy & Industrial
Engagement
Delivered by a dedicated senior squad. See engagement models.
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