In May 2026, a junior mining company with an active exploration project in the United States found itself at a standstill. It needed qualified technical talent on the ground quickly, but had no internal HR or recruiting function to make that happen. After exhausting personal networks, the "who do you know" approach common at junior companies, the right calibre of candidate still hadn't surfaced.

The broader market wasn't helping. Mining was deep in a high-demand cycle, with technical talent contested aggressively across the industry. Without dedicated recruitment infrastructure or local market connections, the company was stuck. A referral from a trusted industry contact brought them to TPD.

roles filled across technical, geological, and advisory functions

months from engagement to full team placed

TPD's initial mandate was a VP of Exploration search. From the start, though, the approach went beyond filling a job title. For a junior company at this stage of growth, finding the right people meant looking at the whole person: technical capability, leadership style, and cultural fit. Ego-free team players who believed in the project were as important as credentials.

TPD presented a curated slate of five candidates, each with distinct strengths. Some brought deep technical expertise, others stronger leadership track records, and others valuable experience in Indigenous relations. That range gave the client a clear view of what the market had to offer and sharpened their thinking on what they actually needed.

The clarity led to a strategic shift. As the search progressed, it became evident that the company's first need wasn't a VP. It was a technical team: a Chief Geologist and an Exploration Geologist who could take hands-on ownership of the project's technical work. TPD adapted mid-search, pivoting the engagement to reflect the company's real priorities rather than the original job description.

One of the most significant hurdles was benefits. Junior mining companies, particularly those headquartered in Canada and staffing projects in the US, often don't have benefits packages in place. That was a real barrier for candidates weighing their options. TPD worked with the client on practical solutions: identifying benefit options the company could offer and, where that wasn't possible, structuring compensation so candidates could source their own coverage without a financial hit. It required open conversations on all sides, and both client and candidates met that challenge.

Throughout the engagement, TPD supplied market intelligence the company couldn't access on its own: the local talent landscape, connections to candidates outside their network, US compensation benchmarks, and a clear picture of what candidates expected on benefits.

internal HR resources. TPD served as the company's entire recruitment function

candidates presented in the initial slate, showing the full range of market talent

Within two months, TPD placed three members of the company's new exploration team, all based at the project site in the US: a Technical Advisor, a Chief Geologist, and an Exploration Geologist.

What made the outcome strong was the team dynamic. By understanding what each candidate wanted beyond a job title, and by getting them invested in the project itself, TPD helped build a team that was aligned, collaborative, and committed to a shared goal, not just technically qualified.

"We came to TPD without any internal recruiting function, and needed to move fast. They served as our hiring team, adapting the search as our needs became clearer and finding people who were the right technical and cultural fit. Now our team is in a great place, and working with TPD has really worked out for us."

- CEO

TPD has spent 45 years placing technical talent in hard-to-fill roles. If you're a junior or mid-tier mining company without in-house recruitment, we can be that function for you. 

Book 15 minutes with our mining search team.