“As the focus shifts toward securing licenses and moving into early-stage development and production, the demand for skills, especially in geology, will continue to grow.”
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What are the areas of Hoffmann Reed’s expertise within the mining and metals sector?
Hoffmann Reed is a global executive search and leadership advisory firm with offices in 17 cities across five continents. We are delighted to announce the opening of our 18th office in Riyadh. Our focus is appointing leadership talent, including chairs, board directors, CEOs, CFOs, other executive committee members and senior management to the mining and metals industry. In addition, we assess and develop talent.
Within the mining sector, we appoint, assess and develop talent throughout the entire value chain. We also conduct board evaluation and remediation, and provide corporate education tailored to organizations to improve their capabilities. To coincide with our launch in the Kingdom, we have designed and built talent assessment and development tools in Arabic, so we are able to support the Kingdom’s 2030 Vision of diversifying the economy and growing its local employment.
Where is the current focus in terms of demand in KSA’s mining industry?
Right now, there is a strong emphasis on exploration projects to scale-up the sector, spurred on by the Ministry of Industry and Mineral Resources offering very attractive initiatives to attract foreign mining houses and investment as well as streamlining the process for awarding mining rights.
As the focus shifts toward securing licenses and moving into early-stage development and production, the demand for skills, especially in geology, will continue to grow, alongside mine design and construction, noting that many of the mines being developed in KSA are open-pit operations.
How does mining contribute to Saudi Arabia’s broader economic transformation strategy?
Mining is crucial in KSA’s shift from oil and petrochemicals to an industrialized economy. Companies like Ma’aden and its international arm, Manara Minerals, are at the forefront of this transformation. Not only will mining contribute significantly to the Kingdom’s GDP, but moreover the shift to industrialization is anchored in the mining sector’s ability to supply commodities to drive the aerospace, automotive, construction and chemicals sectors, for example.
How is the global push for decarbonization impacting the demand for mining skills, especially in KSA?
There is currently a global supply-deficit of mining skills, which will continue to worsen as we experience growing calls for decarbonization. The supply-deficit of mining skills is made worse by the declining number of graduates entering the field globally.
This is evident in KSA, especially in mining, where the gap has driven up demand for international executives with extensive global mining experience. Since the mining sector in KSA is still developing, having expertise in greenfield and brownfield projects is crucial.
How are generations changing, and is technology important in recruitment?
Younger generations are definitely reshaping values and expectations regarding work. They prioritize work-life balance, seek purpose in what they do, and are keenly aware of the impact of their roles.
Now, when we look at technology, it helps us find talent around the globe, but our search process follows a detailed 100-step blueprint that blends technology with human insight. While tools like AI and knowledge management systems are crucial for identifying candidates, the human touch is irreplaceable, especially when reaching out to executives and assessing their suitability.
What are Hoffmann Reed’s goals within KSA, and what sets the company apart?
Our goal is clear: to be the number one executive search provider in KSA’s mining and metals sector. Beyond mining and metals, we also specialize in related infrastructure areas such as ports, logistics, rail, power, and water. This holistic approach enables us to support the mining sector and the infrastructure that underpins it.
Establishing a local office in KSA, will help set Hoffmann Reed apart from our competitors, noting our global footprint. Unlike other organizations that fly-in and fly-out, we have made a long-term commitment to the Kingdom and its Vision 2030, an initiative we feel you cannot genuinely advocate for from outside the country. Coupled with our global presence, we are able to tap into talent from anywhere on the globe, ensuring that we do not just find candidates but we appoint world-class talent to the Kingdom. Also, in light of our Arabic assessment and development tools, we can nurture and develop Saudi talent in the mining and metals sector in the Kingdom and across the Middle East region.
What are the areas of Hoffmann Reed’s expertise within the mining and metals sector?
Hoffmann Reed is a global executive search and leadership advisory firm with offices in 17 cities across five continents. We are delighted to announce the opening of our 18th office in Riyadh. Our focus is appointing leadership talent, including chairs, board directors, CEOs, CFOs, other executive committee members and senior management to the mining and metals industry. In addition, we assess and develop talent.
Within the mining sector, we appoint, assess and develop talent throughout the entire value chain. We also conduct board evaluation and remediation, and provide corporate education tailored to organizations to improve their capabilities. To coincide with our launch in the Kingdom, we have designed and built talent assessment and development tools in Arabic, so we are able to support the Kingdom’s 2030 Vision of diversifying the economy and growing its local employment.
Where is the current focus in terms of demand in KSA’s mining industry?
Right now, there is a strong emphasis on exploration projects to scale-up the sector, spurred on by the Ministry of Industry and Mineral Resources offering very attractive initiatives to attract foreign mining houses and investment as well as streamlining the process for awarding mining rights.
As the focus shifts toward securing licenses and moving into early-stage development and production, the demand for skills, especially in geology, will continue to grow, alongside mine design and construction, noting that many of the mines being developed in KSA are open-pit operations.
How does mining contribute to Saudi Arabia’s broader economic transformation strategy?
Mining is crucial in KSA’s shift from oil and petrochemicals to an industrialized economy. Companies like Ma’aden and its international arm, Manara Minerals, are at the forefront of this transformation. Not only will mining contribute significantly to the Kingdom’s GDP, but moreover the shift to industrialization is anchored in the mining sector’s ability to supply commodities to drive the aerospace, automotive, construction and chemicals sectors, for example.
How is the global push for decarbonization impacting the demand for mining skills, especially in KSA?
There is currently a global supply-deficit of mining skills, which will continue to worsen as we experience growing calls for decarbonization. The supply-deficit of mining skills is made worse by the declining number of graduates entering the field globally.
This is evident in KSA, especially in mining, where the gap has driven up demand for international executives with extensive global mining experience. Since the mining sector in KSA is still developing, having expertise in greenfield and brownfield projects is crucial.
How are generations changing, and is technology important in recruitment?
Younger generations are definitely reshaping values and expectations regarding work. They prioritize work-life balance, seek purpose in what they do, and are keenly aware of the impact of their roles.
Now, when we look at technology, it helps us find talent around the globe, but our search process follows a detailed 100-step blueprint that blends technology with human insight. While tools like AI and knowledge management systems are crucial for identifying candidates, the human touch is irreplaceable, especially when reaching out to executives and assessing their suitability.
What are Hoffmann Reed’s goals within KSA, and what sets the company apart?
Our goal is clear: to be the number one executive search provider in KSA’s mining and metals sector. Beyond mining and metals, we also specialize in related infrastructure areas such as ports, logistics, rail, power, and water. This holistic approach enables us to support the mining sector and the infrastructure that underpins it.
Establishing a local office in KSA, will help set Hoffmann Reed apart from our competitors, noting our global footprint. Unlike other organizations that fly-in and fly-out, we have made a long-term commitment to the Kingdom and its Vision 2030, an initiative we feel you cannot genuinely advocate for from outside the country. Coupled with our global presence, we are able to tap into talent from anywhere on the globe, ensuring that we do not just find candidates but we appoint world-class talent to the Kingdom. Also, in light of our Arabic assessment and development tools, we can nurture and develop Saudi talent in the mining and metals sector in the Kingdom and across the Middle East region.
