The Energy Recruiter

Spencer Ogden is a new and innovative, specialist energy recruitment company.

With extensive knowledge and experience in each sector of the energy market, we represent energy professionals at all levels and recruit for clients both nationally and internationally in the sectors of:

• Oil & Gas• Nuclear• Renewables

Energy recruiting is Spencer Ogden’s solefocus. By joining the dots of all major energysectors and providing dedicated service, skillsand expertise as one recruitment companywe create opportunity for both clients andcandidates. We strive to deliver the best qualityof service to both candidates and clients byinvesting in the best - people, services andinfrastructure, systems and training.

As the energy sector is currently undergoinga rapid period of change, it is experiencing ashortage in the skills needed to accommodatea wide variety of ambitious projects. The quicklychanging energy landscape means that thereis a transition period in which governments andindustry must address the adaption of new skillsand technology needed. At Spencer Ogden, ourexperienced and forward-thinking consultantsapproach this issue by thinking ‘outside the box’and working together across sectors in order tofacilitate the changing needs of our clients andcandidates.

Spencer Ogden works in partnership with ourUK and International client base which includesenergy & utility providers, manufacturers,developers, research institutes, consultanciesand international government bodies within theenergy sector.

Spencer Ogden offers a complete recruitmentsolution encompassing permanent and contractcontingent services. We offer the highestlevel of service for clients across the followingsectors:

Oil• Gas• Nuclear• Wind Offshore and Onshore• Solar• Geothermal• Biomass• Waste Energy• Carbon Capture• Wave/Tidal•

The Government wants the country togenerate 30% of its energy from renewable

sources by 2020. Currently we get 4%of our energy from those sources. It alsowants to see the proportion of energy weget from nuclear rising from 15% to 25%.

All that is going to require a huge amount ofinvestment. We expect to see £200 billionof investment poured into the renewableenergy sector alone in the next decade.

Oil

Spencer Ogden has a dynamic team ofspecialist oil and gas recruitment consultants, with a combined experience of over 20 years, providingrecruitment solutions

across the upstream and downstream sectors, globally. Our extended database is developed through strong, long held relationships throughout the industry and through the extended network of Spencer Ogden offices, in the key market centres of Aberdeen and London. Our multi-national presence provides access to a global talent pool through which we are able to move skilled labour between projects and countries, as well as provide a number of value added services to make these moves easier for both client and candidate.

The global downturn had an adverse effecton the energy industry as a whole, but there has been a recent recovery in the oil price. This recovery has allowed investors to evaluatethe market and subsequently the resurgence in pan European and global project activity has spelt an upturn in the demand for highly qualified Onshore, Offshore, Surface, Subsea and Subsurface Oil and Gas specialists.

Gas

The natural gas industrycontinues to be an increasingly vital partof the energy mix, as a cheaper, and cleanersource of energy than other fossil fuels. Itcurrently provides

approximately 20 to 25% of global energy needs and consumption is growing at a rate of 1.6 percent per year to meet demand. New technologies are opening the door to even more sources of supply and these advancements will ensure that the industry sees continued growth and plentifulcareer opportunities.

Nuclear

At Spencer Ogden our search expertise,comprehensive industry knowledge andexperience, help our consultants to deliverconsistently exceptional recruiting results within

the Nuclear sector. We deliver individuals across all industry activities within the nuclear field for a number of clients including independent power companies, international utility companies, consultancies, equipment manufacturers and contractors. We are continuously recruiting technical specialistsfrom multiple engineering capacities, through tosenior level international project managementofficers.

Nuclear power began in the 1950’s and has since grown to become a vital part of the global energy mix, with 436 commercial nuclear power reactors operating in some 30 countries, and providing 16 per cent of the world’s energy needs. The quest to replace dependency on fossil fuels with affordable, dependable, low carbon electricity has only increased the importance of the nuclear energy sector. There are a further 30 plants under construction and 90 reactor sites firmly planned worldwide.The nuclear power sector in the UK is entering into a period of transition; the 19 reactor sites currently operating within the country provide 15 per cent of energy needs and of these, all but one are scheduled to reach the end of their life cycle by 2023. In order to fill the oncoming energy gap, the Department of Energy and Climate Change have announced 10 potential sites across the UK with the first expected to come online for 2017.

Renewable Energy

The renewable energy sector is at the forefront of the world’s attention as governments around the globe seek to curb their carbon emissions and ease dependency on imported fossil fuels. Total investment in the sector reached £85 billion last year, a number that far outpaces any other sector including IT and biotech.

Jobs in the renewable energy sector have experienced what could only be described as three years of explosive growth. It is estimated that the industry currently employs 2.3 million, and this number is expected to grow exponentially as governments continue to push growth in the sector and look to invest a further £200 billion.

We are continuously recruiting for a complete range of skilled candidates across all renewable disciplines including Wind energy offshore and onshore, Solar, Geothermal, Wave/Tidal, Bio fuels, Hydro, Waste to Energy and Carbon Capture. We supply engineers, consultants, project managers, technicians, grid connection specialists, and analysts to our clients.

Energy Sources in 2010

Energy Sources in 2020

Solar

Solar power, in both solar thermal andPV forms, is swiftly catching up with windas the fastest growing renewable. Newinvestment in the sector has outpaced that of

any other renewable and global grid connectedcapacity has increased 70 per cent in 2008to 3GW. Government support in the form ofsubsidies and feed-in electricity tariffs has seenGermany and Spain take the lead in producingsolar energy. The European Commission hasearmarked £16 billion towards the developmentof the solar sector over the next 10 years inanticipation of it providing 15 per cent of theEU’s electricity needs.

Geothermal

Although geothermal power accounts for onlya small percentage of global energy, some 50countries (14 of which are in the EU) are set upto harness this natural resource. The deep

geothermal resources in South West Englandalone are thought to be enough to provide 2%of the country’s annual electricity demand.England’s only operating geothermal plant hasexisted in Southampton for the past 20 yearsand the government is pushing the industry byproviding £6 million for the purpose of deepunderground heat exploration in the next coupleof years.

Biomass

The biomass and biofuels industry is growing quickly in the UK and across Europe as it becomes an increasingly important renewable energy option. Currently

only 3.7% of Europe’s total energy usage is sourced from biomass fuels, however the UK’s Renewable Transport Fuels Obligation target of 14% of fuel to come from biofuels by 2020, and the EU’s target of 10% means that there is strong incentive and job creation occurring in the industry. In the UK some 550 MW of biomass plants are in the building and planning stages and will add to the 1500 MW capacity currently in operation.

Waste Energy

Waste Management or Energy-from-Waste(EfW) is a technology has been steadilygrowing worldwide due to its multiple benefits,including negative variable input costs,

waste removal and storage solution, andenergy production. Incineration plants havetraditionally been public sector but they are nowattracting large scale investment as technologyhas advanced the plants to produce profitableelectricity/heat. Approximately 5,000 plants arein operation across Europe, with 30 currentlylocated within Britain and the ambition of 1,000plants to be in operation in ten years.

Carbon Capture

The carbon capture and storage industry is gaining strength as governments lookfor ways to harness emissions in tandemwith renewable energy technologies. The UK

is at the forefront of the industry along withcountries such as Canada, China, Norway andAustralia who all have carbon capture projectsin development. The first commercial scaleproject in the UK is set to open in 2014 toharness the emissions from coal plants whichprovide 37 percent of the UK’s total energy.The April budget outlined that the UK wouldeventually fund as many as four CCS projects.The EU has also earmarked a large sum to beawarded to carbon capture projects and mustbe awarded to developers by 2010.

Wave / Tidal

Europe is the global leader when it comesto tidal and wave energy, with projectsconsidered, planned or installed in Spain,Portugal, Scotland, Ireland and Norway.

While the sector is still underdeveloped, theUK government is showing its support with £60million in funding earmarked to be invested inocean energy sources. The British coastline is11,072 miles long and has some of the highesttidal ranges in the world making it naturallyendowed to be a global leader in the industry.

Wind

On-Shore WindWind is the fastest growing source ofclean renewable energy in the world today with more than 100,000 large turbines installed worldwide; more

wind power is being installed then any other electricity generating technology. In the UK the wind energy sector has exploded over the past 15 years due to the country’s natural abundance of this resource, with the amount of energy generated by wind turbines increasing by almost 30 fold to 120 GW of operating capacity with another 3.5 GW in the construction and development stages. This is expected to create 60,000 green collar jobs in the coming years.

Off-Shore Wind The development of offshore wind energyis seen as an important factor in meetingproposed renewable energy targets in countries around the

world. Currently, ten offshore wind farms are in operation worldwide, all located within the EU, with another ten European and two American projects in proposal. The UK is a global leader in this sector with a current operating capacity of 598MW and another 33GW of potential offshore wind farm sites being made available.

Our Culture

Quality & Service

We strive to deliver the best quality of service to both candidates and clients by investing in the best - people, services and infrastructure, systems and training. We are devoted to being a pioneer by fore fronting the necessary change towards integrating the energy verticals and connecting the energy sectors. In order to facilitate across projects and countries, Spencer Ogdenalso provides a full breadth of value-added services that aid client and candidate to achieve an easy transaction.

Why Clients choose Spencer Ogden

Our ClientsSpencer Ogden works in partnership with our UK and International client base which includes energy & utility providers, manufacturers, developers, research institutes, consultancies and international government bodies within the energy sector.

Candidate Search and SelectionBy focusing on specific Energy Markets, our comprehensive selection process provides the best candidates available. We invest heavily in a variety of media including the internet, national and local press, job boards and sponsorship. Utilising state-of-the-art sourcing techniques, coupled with our market specialisation, we have access to high calibre job seekers, and our targeted head hunting approach connects us with ‘passive’candidates not actively looking to move.

Why Candidates choose Spencer Odgen

We focus on the quality of the jobs we provide and ensure we have the depth of knowledge to be able to communicate with both the candidate and the client. Our consultants will guide a candidate professionally through the recruitment process from initial selection, submission and shortlist through to interview, offer, negotiation and acceptance. Spencer Ogden’s consultants are consistently trained in their specialist markets and the end to end recruitment process.

We’re passionate about energy recruitment. If you’re into energy contact us at one of our offices or visit us online at www.spencer-ogden.com

Contact Offices:

Spencer Ogden LimitedTerms and Conditions of Business

Definitions

The Specialists: Spencer Ogden Limited Office 839 Al Fardan Office Tower, PO Box 31316The Client: The Company, Firm, Entity or Person requiring the introduction of full-time, part-time, contract or contingent workers from the Specialists.Engagement: The engagement by the Client of the person, or limited company, introduced by the Specialists.

Candidate: Any third party introduced by the Specialists to the Client

Introduced: The provision by the Specialists to the Client of all or any details of a candidate, whether in oral or written form, for any potential engagement.Remuneration: Total pay , comprising basic salary, housing allowance, transportation allowance and bonus payments to be paid over 12 months before applying any exemptions, allowances or deductions.Client Paid Advertising: The Provision by the Specialists of an Executive Search service, including writing and creative services and the subsequent placing of an advertisement in a publication with the full agreement of the Client and at full cost re-charged to the Client.

LAW

For the avoidance of doubt, Qatari law shall apply to this agreement and any disputes arising from it are subject to the exclusive jurisdiction of the courts of Qatar

THE CONTRACT

A1. These terms constitute the contract between the Specialist and the Client which are deemed to be accepted by the Client by virtue of an introduction to, or the Engagement of, an applicant or the passing of any information about the Candidate to any third party following an introduction.

These terms contain the entire agreement between the parties and, unless otherwise agreed in writing by a duly authorised officer of the Specialist, these Terms prevail over any other Terms or purchase conditions put forward by the Client.

No variation or alteration to these Terms shall be valid unless the details of such variation are agreed between the Specialist and the Client and are set out in writing, with a copy given to the Client.

A2. The FEE payable by the Client to the Specialist for the introduction of a Candidate is calculated as presented in the Scale of Fees below, on the remuneration agreed between the Candidate and the Client .The Client will disclose to the Specialists full details of remuneration offered as soon as the engagement has been accepted.

SCALE OF FEES AND PAYMENT

25% of TOTAL RENUMERATION.

Payment terms - 14 days from candidate start date.

A3. All Introductions are confidential and the communication of an Introduction to a different employer, which results in an engagement, will render the Client liable to that FEE calculated in Clause A2.

A4. An introduction fee is calculated in accordance with Clause A2.This will be charged in relation to any Candidate engaged as a consequence of or resulting from an introduction by or through the Specialists, whether direct or indirect, within 12 months from the date of the Specialists introduction. This applies regardless of whether not the Client knew the candidate previously.

A6. In the event that any employee of the Specialist with whom the Client has had personal dealings, accepts an Engagement with the Specialist within 3 months of leaving the Specialist’s employment, the Client shall be liable to pay an introduction fee to the Specialist in accordance with Clause A2.

A7. Details regarding a Candidate will be deemed to have been passed on, and an introduction fee payable by the Client in consequence, if a Candidate is engaged by a person connected with the Client within twelve months of any information concerning that Candidate being supplied to the Client by the Specialist. The phrase ‘connected with’ has the meaning set out in regulation 3 of the Conduct of Employment Agencies and Employment Businesses Regulations 2003.

A8. In the case of each Candidate there is a minimum fee of £5,000.

SCALE OF REFUNDS

Occasionally, for whatever reason and because of the human element involved, engagements break down. The Specialists recognise this and have provided a scale of refunds which will compensate the Client over a period of ten weeks in the event of such a situation.

i.So long as the Specialists’ Fees have been paid in full by the Client in accordance with Clauses A2 and A3; and ii.So long as the Client, within SEVEN DAYS of the termination of the engagement, provides details in writing to the Specialists the Client will be entitled to the following refunds:

Refunds relate to permanent engagements only and are only for clients who pay within the Client’s payment terms (14 days)

0-4 weeks 100%5-8 weeks 50%8-12 weeks 25%

A9. Should the Candidate’s engagement be terminated within ten weeks and subsequently reengaged on any basis whatsoever by the Client or by any subsidiary, associated or tied company within twenty six weeks of the termination of the engagement, a further FEE will be charged, calculated in accordance with Clause A2.

LIABILITY

The Specialist shall not be liable under any circumstances for any loss, damage or expense suffered or incurred by the Client arising from or in any way connected with the Specialists searching for a candidate for the Client or the Introduction to the Client by the Specialists of any Candidate or the Engagement of any Candidate by the Client.

RESPONSIBILITIES

The Specialists can be relied upon to do their professional, level best to ensure the suitability of every candidate in accordance with all relevant statutory obligations. It is incumbent upon the Client, however, to satisfy themselves as to the appropriateness and usability of a candidate. The Client is strongly urged to personally take up any references and testimonials provided by the Specialists and/ or the Candidate before an engagement. Furthermore, the Client shall always be responsible for obtaining work and other permits, for the arrangement of medical examinations and/ or medical history enquiries, where considered appropriate, and satisfy any other statutory or legal requirements pertaining to their specific engagement.

RETAINED ASSIGNMENT

The Specialist’s fees for this service are based on remuneration as described in definitions above and are as follows:

33% of remuneration, payable in three stages.

11% on agreed acceptance of the assignment.11% on presentation of shortlisted candidates.11% on completion and subsequent engagement of candidate terms for the introduction of staff for contract and temporary assignments.

The Client authorises the Specialist to advertise the availability of the position which the Client engages the Specialists to seek to fill.

Spencer Ogden LimitedTerms and Conditions of Business