We strive to attract, train, develop and retain individuals with the knowledge and skills to implement our business strategy and who support our values and ethics. To this end, we offer university internships across multiple disciplines to attract the best talent and, as needed, recruit experienced hires to maintain a broad range of skills and experience. We promote continued learning, development and technical training through structured development programs designed to enhance the technical and functional skills of our employees.
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Absolutely BS. When I interviewed at CoP noticed the peer interviewers were dysfunctional among themselves and lots of competition between employees. Backbiting, etc to keep up ratings. Better to work in a peaceful and collaborative environment.
Some of the biggest ones in Spirit 2 sure aren’t cheap.
But id--ts cost little.
I have yet to see an asset in L48 that lives by this post. Every asset I've been associated with has been 5% good, hard-working, knowledgeable people, and 95% complete id--ts (including management - both local and HQ).
Whoever posted this has drank way too much of the kool-aid!
So whose child will that be?
Wait till the Finance golden child arrives!
College new hires might work for peanuts but the stuff they produce, when they show up, is trash.
As if the current exploration crew and leadership is any better now compared to the LA days? They are all essentially still there minus a few knuckleheads.
Melmar 4 EVAH!
“...as needed, recruit experienced hires to maintain a broad range of skills and experience...”
I could list many (sad) examples, but the absolute worst of these “experienced hires” was The Finder, in 2008, who lost the company billions of dollars, tried to sell Eagleford for a pittance, and was “retired” with a 7-figure package.