Field operations
Permit-to-work, SIMOPS and barrier management as daily practice.
Our Employees
The people who keep the barrier true.
P&ES is field technicians, wellsite leaders, engineers, HSE advisers and the administrators who refuse to post a number they cannot evidence.
How we staff a job
Named roles, current certificates, a frozen crew list before travel. Substitutions go through the same gate. A CV is not a competence matrix.
Office and portal staff are held to the same integrity rule: the file matches the money and the plant.
What a technician is for
Not to look busy for a photograph. To notice the trip-tank disagreement, to refuse the lift, to write the sentence that later protects everyone. That is the job.
Development that can be described
Field to supervisor, engineer to well-lead, analyst to reviewer. Paths have certificates and named mentors. Rumour is not a career system.
In practice
The gantry is a workplace, not a backdrop.
We photograph crews with faces turned because the work is not a celebrity shoot. Competence is the portrait.
Capability notes
What this work actually covers.
Engineering & planning
Constructability input that keeps plans honest.
HSE & integrity
Risk assessment and inspection that protect people and assets.
Administration
Verification, contracts and wallet updates under defined workflows.
Supervision
People who can stop the job and explain why in the file.
On-call
A competent person answering when a gate fails after midnight.
Operators ask
Straight answers before a briefing.
How do I apply?
Through careers contact on the office email, with certificates attached. A slogan covering letter is not a certificate.
Do you hire locally?
Where supervision and tickets can be real. See Social.
What is the fatigue rule?
Rosters are part of the mobilisation pack. Tired people do not keep barriers true.
From the field
Photographs of the work, not stock theatre.
How energy companies actually work
Six facts every briefing should be able to say out loud.
A well is a system of barriers
Primary barrier is usually hydrostatic — the mud column. Secondary is mechanical — the BOP. If either is unproven, the bit does not turn.
Offshore and onshore fail differently
Offshore is weather, marine spread and the stack. Onshore is access, water, pads and neighbours. Do not copy a jack-up plan onto a land pad.
Hold-points are cheaper than incidents
A hold-point is a named gate with a criterion and an owner. ISO 45001 is the management-system language. A poster is not.
Transition is still a live-plant job
Solar on a producing location still needs isolations, lifting and SIMOPS. Reliability first. Intensity reduction second.
Records must match the steel
Investor administration uses the same idea as well control: nothing posts without evidence.
Communities are an operating condition
Roads, noise, local workforce and grievance routes belong in the mobilisation pack.
Safety as an operating condition
If a gate cannot stop the date, it is decoration.
P&ES treats competence, barriers, SIMOPS and return-to-service as hold-points. Digital tracking names who released the step. Stop-work is not insubordination.
The energy system
Four rooms one company must be fluent in.
Upstream
Molecules start in a wellbore
Exploration, appraisal and development are different jobs. The abandonment plan should be visible before the first joint.
Plant
Integrity is a life-of-asset problem
Inspection planning is production support, not a compliance tax.
Power
Electrons have a grid code
Interconnection and offtake decide whether a plant is an asset or a stranded slide.
People
Competence expires
Tickets have dates. A frozen crew list is a hold-point. A CV is a biography.
Careers
Work with colleagues in many countries and help supply the equipment and support the energy sector depends on.
One Team Across Borders
People from many backgrounds and viewpoints work together at Petroleum & Energy Surges to improve how we design and deliver energy services. Role and location aside, we expect colleagues to learn from each other so skills and coverage keep growing.
Applying for a Role
Anyone who wants to join is treated with care through hiring. After you apply, you should hear from us at each stage. We aim for clear, direct updates from first submission through the final decision.
Petroleum & Energy Surges stands out because of the people who work here. We plan training and assignments around each person’s aims, interests, and strengths. That is how clients and the company keep a skilled field and office team.
Donald Moore
Chief Executive Officer
Our People
Results come from thousands of colleagues who take ownership and move the work forward. You are not a headcount line. Read staff accounts to see how people support one another and why many treat the company as a second base.
Service Starts With Our Staff
We take part in the towns where we live and aim for changes that last. The same duty applies inside the company. Staff are our first clients. Training and growth paths are open so people can build a career that holds up over time.
Room to Solve Real Problems
Energy work needs people who can keep improving tools and methods. We fund skill growth so staff can tackle hard field problems and raise the standard of what we sell and support. Investing in people is how better ideas reach clients.
A Mixed Workforce
Outcomes depend on the many people who deliver Petroleum & Energy Surges services and tools in different countries. We pledge to back their growth and keep that shared drive alive. Wider awareness and a mix of backgrounds help us run an open, staff-first culture across the group.
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