3 min read February 2024 — In an interview with Invest:, Janette Marx, CEO of global workforce solutions provider Airswift, discussed the company’s achievements and strategies. Airswift experienced remarkable growth, expanding its global reach to 71 countries and addressed the talent shortage by leveraging transferable skills and embracing a hybrid work model for collaboration.
What were the company’s milestones during the past year?
The past 12 months have been our best yet as a company, marked by growth from a top-line perspective to our EBITDA. A significant achievement was acquiring Energy Resourcing, the recruitment arm of the engineering company Worley, based in Australia. Our success has been global, impacting lives in 71 countries, each with its unique cultures and norms. Our focus has been on ensuring customer and employee satisfaction, fostering a sense of value among our team, leading to financial success and a desirable company culture. We’ve concentrated on growth in key areas, valuing our people, and diversifying our business.
What factors have driven your recent success as an industry leader?
I believe success is fundamentally about the people you work with. Building high-performing teams that collaborate effectively is crucial. It’s about surrounding oneself with capable people, investing in their development, and nurturing their growth. At Airswift, we are a people-driven business. Our team members are essential because they represent our brand to customers, candidates, and make successful matches. They play a key role in helping our customers find top talent and in mobilizing these talents globally, ensuring compliance and passion in our approach.
How is Airswift addressing the talent shortage?
One of the biggest challenges, not just in the Houston economy but globally, is the talent shortage, particularly in STEM fields. At Airswift, we specialize in science, technology, engineering, and mathematics skill sets, which are crucial across numerous industries, including energy, IT and infrastructure. Despite our focus on these areas, the acute shortage of skilled professionals persists, making it vital to attract, train, and retain the right talent for our future. The Great Resignation has subsided somewhat as companies adapt and shift. People who insist on remote work only limit their options and abilities.
A notable accomplishment for Airswift has been recognizing and leveraging the transferable skills of our candidates. This strategy has allowed us to move people from traditional to alternative energy sectors, as well as into chemicals and infrastructure projects. Both hiring managers and candidates are more open to this approach, which expands the candidate pool and showcases our ability to navigate careers across different sectors of the energy industry and beyond.
Additionally, I believe in performance-based freedom. This concept involves joining a company, learning, understanding it, and performing at a high level, which grants the freedom to work where and how one wishes, as long as performance remains top-notch. If companies adopt this culture, they can attract talented individuals who can utilize their skills in diverse ways, grow, be challenged, and enjoy their work. We need to shift from a fixed mindset to one focused on contribution. Management’s recognition and reward of this contribution through freedom is crucial.
What services and industries are in demand in the Houston area?
In Houston, energy and alternative energy are booming. Private equity investments are flowing into hydrogen, carbon capture, and solar energy. Here in Houston, we have Greentown Labs, which is an incubator for alternative energies, and it’s fantastic. Houston isn’t just about one aspect of energy; it encompasses all aspects, making it the energy capital of the world. Infrastructure, specialty chemicals, and pharmaceuticals are also growing. Houston is known for great medical facilities.
What trends are you observing in office attendance across the Houston market?
We’ve adopted a hybrid work model in our offices, balancing remote and in-office days. This approach is crucial for collaboration and maintaining the energy and spirit necessary for our client-focused work. It’s particularly important for new hires in any industry, as in-person interaction is vital for learning and building their professional brand, which is essential for career progression.
This trend is evident across various companies in Houston and globally, with diverse approaches to office attendance. Some companies insist on in-office presence, others are fully remote, but a consensus is emerging around the hybrid model. Effective hybrid strategies involve coordinated in-office days to avoid situations where employees find themselves alone in the office.
What are the key trends observed in the Global Energy Talent Index?
Our annual Global Energy Talent Index surveys professionals and hiring managers across various energy sectors, including renewables, petrochemicals, oil and gas, nuclear and power. This survey provides insights into market trends and workforce dynamics and has observed shifts in what drives professionals’ career choices, from financial compensation to opportunities for challenges and career development. The survey also reveals a growing trend toward valuing transferable skills, with hiring managers increasingly willing to recruit based on potential rather than traditional experience. Additionally, it tracks regional variations in work location preferences, influenced by factors such as major energy projects and government policies.
Governments are advised to consider these trends in workforce strategies, especially regarding the integration of international talent. The Global Energy Talent Index highlights shifts in attitudes and priorities in the energy sector, with a special focus this year on the impact of AI and technology.
How does Airswift ensure a steady workforce for clients?
Our focus is on recruiting, attracting, and retaining top talent. Recruitment is at the core of our company’s mission, and it’s what our clients rely on us for. There are several strategies we employ to achieve this.
First, our brand and reputation play a significant role. We prioritize treating our employees exceptionally well and actively seek their feedback for continuous improvement. Our employees enjoy great benefits, including a 401K plan and various other perks. We view Airswift as a long-term career for our employees, and many choose to stay with us for years due to the excellent treatment they receive. Additionally, our contractors, candidates, and even our clients refer potential talent to us because of our outstanding reputation and the way we treat our people.
We have also invested in what we call “delivery centers.” These centers of excellence are strategically located in Brazil, Malaysia, and the UK and focus on building the right talent pools and strong relationships. They are staffed with specialists who excel at identifying and acquiring top talent for our clients, regardless of where they are located globally, recruiting talent from places like Houston, Louisiana, and the Permian Basin. We also have local teams to provide direct support to the talent we work with. The combination of these strategies has been instrumental in our ability to address the challenges posed by the talent shortage in our industry.
What role do you see technology playing in the future of your business?
We’ve adopted artificial intelligence and technology to improve our efficiency in sourcing and talent acquisition. These technologies help us find the right candidates more quickly. It’s important to note that while technology plays a significant role in our operations, it doesn’t replace the personal connections we establish during interviews, relocation support, and career transitions.
Looking ahead, we see technology serving a dual purpose. Firstly, it streamlines our front-end processes, making our talent acquisition more efficient. Secondly, it plays a vital role in our back-end operations, including financial management, billing, payroll, and reporting. We rely on technology for analytics and forecasting. Airswift prioritizes a people-centered approach. While we leverage technology to improve efficiency, we understand that the human element remains essential. The synergy between technology and human expertise is what will propel us forward.
For more information, please visit:
