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Rigzone President Talks Hiring Trends in Michael Berry Interview

In a radio interview with Michael Berry on The Michael Berry Show, which aired recently, Rigzone President Chad Norville highlighted some of the latest U.S. oil and gas hiring trends. “What we’re hearing from the medium to larger sized firms is that they’re expecting a relatively flat 2025 relative to 2024 … there’s a lot […]

In a radio interview with Michael Berry on The Michael Berry Show, which aired recently, Rigzone President Chad Norville highlighted some of the latest U.S. oil and gas hiring trends.

“What we’re hearing from the medium to larger sized firms is that they’re expecting a relatively flat 2025 relative to 2024 … there’s a lot of optimism in the marketplace, but there are headwinds,” Norville told Berry in the interview.

“The discussions we’re having … [are] kind of a ‘wait and see’ approach but … cautiously optimistic. That’s what we’re hearing from the larger producers,” he added.

“[From] the medium and smallers, we’re hearing more optimism … more near-term optimism, on hiring, fast-tracking projects … getting permits, doing different things of that nature,” he continued.

Looking at the type of positions hiring now, Norville, who highlighted in the interview that Rigzone conducts job fairs “in all the key [U.S.] oil and gas markets” said, “what we’re seeing is a lot of tech roles, field operations types [of] roles”.

“Those are the things that I’ve been seeing and I’m still seeing with the job fairs that we’re putting together now, and who we’re talking to,” he added.

“You can go on Rigzone and find a petroleum engineer, a mechanical, electrical engineer, geophysical roles, those are always there, but we see large changes as the cycles change,” Norville continued.

“We saw things during the pandemic, for instance, it went to a lot of white-collar office roles. Now we’re seeing a lot of tech roles. So, field service technicians, I&E technicians, that’s instrumentation and electrical, mechanics. Those are the types of roles right now we’re seeing,” he noted.

“A lot of instrumentation, a lot of electrical, a lot of valve technicians. Those types of field roles are the things that we’re really seeing the most right now, and I’m not seeing any change in that yet,” he went on to state.

In the interview, Norville highlighted that Rigzone has talked to “some fairly large players that are not signing up for our job fairs right now but looking to … sign… up three or four months down the road”.

“It feels like there is the ‘wait and see’ kind of how are the tariffs going to play out … there’s so many positives … there’s so many … really great things coming out of this unleash American energy policy, but at the same time, there are headwinds potentially out there that … when it comes to the massive capital expenditures that some of these companies are responsible for … the risks are potentially reduced, but there’s other risks and new variables coming into play,” he added.

Artificial Intelligence

In the interview, Norville was asked by Berry how fast, if at all, he thinks “AI is going to … replace the jobs of people who are reading, calibrating, doing workovers, tear down … [and] doing things that relate to the instrumentation and the importance of that instrumentation”.

Responding to the question, Norville said, “I think it will affect it, but I think it’s just going to change the mechanisms in which you work and operate”.

“I’ve seen that in what I do … We’ve released some AI tools onto our website as well here in the last two weeks actually – we’ve been working on them for a year – they all benefit the recruiters in the industry,” he added.

“Go ask for some salary information on Rigzone’s new AI Rigzone GPT chatbot and see what you get from it. It’s fascinating,” he continued.

“We have looked at a bunch of different cover letters over the years … did qualitative maintenance on them and found the ones that we thought were most accurate and that recruiters would appreciate, that outline how our work history would apply most directly to a job,” Norville said.

“We trained the model, an AI model, and now we’re leveraging that model for our candidates and the recruiters because it’s going to highlight for them more effectively and efficiently … what that candidate is bringing to the table,” he noted.

“That’s live for free now for candidates, and what our recruiters get whenever they sign up on Rigzone. So, I’m fully embracing it. I’m more productive now … As a brainstorming tool, it’s brilliant,” Rigzone’s President went on to state.

Entry Level

In the interview, Berry focused on entry level hiring in the sector and told Rigzone’s President that he gets “a lot of emails from people who’ve just gotten out of the military, and they say,
what should I do? Where should I go? Who’s hiring?”.

“They want a career, not just a job … I tell people, find a job in energy,” Berry added in the interview, before asking Norville, “what do you say to that guy – he just got out of the marines?”.

Responding to the question, Norville told Berry, “first and foremost, the very explicit oil and gas roles and training and education is going to be there for a long time – as long as someone, at that point, would be able to fulfill a career with it”.

“Whether that’s petroleum engineering or mechanical engineering focused on oil and gas, geology, chemical engineering, electrical engineering focusing on oil and gas, those things are going to be there for the foreseeable future. I mean … to 2050 I would guess, at least,” he added.

“We’re not going to see a significant change in at least the demand side of oil and gas for a good while. So, I think they could still fulfill a strong career. And here’s the thing – some people might be reticent to go get a petroleum engineer degree, so there’s going to be less competition,” he continued.

“There’s a lot of people with a lot of experience that are going to be retiring … there’s going to be openings and opportunities there for those folks,” he went on to state.

Norville also highlighted “tech roles” in the interview “if you are concerned and you’re wanting something more transferable”.

“Electrical and instrumentation are massive and you don’t have to get a full Batchelor’s degree to do that. You could get an associate’s or a certification,” he added.

“For electrical, there’s electrical engineering technology, power distribution technicians are in massive demand. Huge oil services companies I know right now are … chomping at the bit to get power distribution folks,” he said.

“Power plant technology, energy systems, industrial maintenance technology, so you
can be a maintenance tech. They’re [in] massive demand and they’re transferable skills. Those are
associate’s degrees. Certifications … there’s a power systems tech, electrical power distributions certifications, I know those are out there – industrial electricians,” he continued.

“You could do any of those things … That could be as little as three to six months on those certifications, and you could get a job. There…[are] roles out there for those folks, and they’d love to train you up. And like I said, it’s transferable. You could do a lot of different things. A lot of industries you know, require those skills,” Norville went on to state.

“You can get an associate’s degree in instrumentation or controls automation. They have robotics technology, which is cool, that goes into it – ROV [remotely operated vehicle]. We have huge companies we work with that just focus on that,” Norville said.

“There’s certifications in automation and instrumentation too – there’s control systems tech certifications, there’s automation professionals. You can get a PLC programming certification, those exist. For someone coming in, those are really highly transferable skills and things that aren’t massively time consuming to go get a certification or associate’s degree,” he added.

“I would say that for that person from the military looking into it, those are you know, good skills that are going to be there no matter what happens to set your mind at ease. If you were concerned about the industry, which I’m not,” Norville stated.

Job Search

In the interview on The Michael Berry Show, Rigzone President Chad Norville also highlighted Rigzone’s job search process.

“For our website, you upload … [your CV/resume] to Rigzone, activate your account, your CV, do some searching, do some applying,” Norville pointed out.

“We have AI mechanisms in there that will do what it can to help you. It will look at what your qualifications are. It will look at what job titles you’ve had previously, or what your experiences are. It will keep an eye out on those … it will look at those things, and as jobs become available that you qualify for, it will send you those,” he added.

“It’s tiered, so it’s going to give you the most optimal job for your experiences and what you’re looking for right then, and then it’ll tier down and say, okay, let’s step out a little more broadly and see if there’s anything in the space maybe that you know might work for you. And then it’ll go even more general. So not everything is going to be on the nose, but it’s looking all the time,” Norville continued.

In the interview, Norville also encouraged people to head to Rigzone’s events page and look at what job fairs are coming up.

“Almost every event will have someone that they’re looking to train up and give … entry level without experience, and it’s broad,” he highlighted.

“There’s a lot of different types of roles that they’ll take in and they’ll train you up. Some of them are a little harder – you have to have certifications for some kind of training in order to do it,” he added.

“But there are a lot of other types of roles … floorhands, deckhands – a lot of people make a lot of money in this industry that started kind of at the bottom and worked their way up. And you can do it quickly … in some instances,” Norville continued.

To contact the author, email [email protected]

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From Lab to Gigawatt: CoreWeave’s ARENA and the AI Validation Imperative

The Production Readiness Gap AI teams continue to confront a familiar challenge: moving from experimentation to predictable production performance. Models that train successfully on small clusters or sandbox environments often behave very differently when deployed at scale. Performance characteristics shift. Data pipelines strain under sustained load. Cost assumptions unravel. Synthetic benchmarks and reduced test sets rarely capture the complex interactions between compute, storage, networking, and orchestration that define real-world AI systems. The result can be an expensive “Day One” surprise:  unexpected infrastructure costs, bottlenecks across distributed components, and delays that ripple across product timelines. CoreWeave’s view is that benchmarking and production launch can no longer be treated as separate phases. Instead, validation must occur in environments that replicate the architectural, operational, and economic realities of live deployment. ARENA is designed around that premise. The platform allows customers to run full workloads on CoreWeave’s production-grade GPU infrastructure, using standardized compute stacks, network configurations, data paths, and service integrations that mirror actual deployment environments. Rather than approximating production behavior, the goal is to observe it directly. Key capabilities include: Running real workloads on GPU clusters that match production configurations. Benchmarking both performance and cost under realistic operational conditions. Diagnosing bottlenecks and scaling behavior across compute, storage, and networking layers. Leveraging standardized observability tools and guided engineering support. CoreWeave positions ARENA as an alternative to traditional demo or sandbox environments; one informed by its own experience operating large-scale AI infrastructure. By validating workloads under production conditions early in the lifecycle, teams gain empirical insight into performance dynamics and cost curves before committing capital and operational resources. Why Production-Scale Validation Has Become Strategic The demand for environments like ARENA reflects how fundamentally AI workloads have changed. Several structural shifts are driving the need for production-scale validation: Continuous, Multi-Layered Workloads AI systems are no longer

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Microsoft will invest $80B in AI data centers in fiscal 2025

And Microsoft isn’t the only one that is ramping up its investments into AI-enabled data centers. Rival cloud service providers are all investing in either upgrading or opening new data centers to capture a larger chunk of business from developers and users of large language models (LLMs).  In a report published in October 2024, Bloomberg Intelligence estimated that demand for generative AI would push Microsoft, AWS, Google, Oracle, Meta, and Apple would between them devote $200 billion to capex in 2025, up from $110 billion in 2023. Microsoft is one of the biggest spenders, followed closely by Google and AWS, Bloomberg Intelligence said. Its estimate of Microsoft’s capital spending on AI, at $62.4 billion for calendar 2025, is lower than Smith’s claim that the company will invest $80 billion in the fiscal year to June 30, 2025. Both figures, though, are way higher than Microsoft’s 2020 capital expenditure of “just” $17.6 billion. The majority of the increased spending is tied to cloud services and the expansion of AI infrastructure needed to provide compute capacity for OpenAI workloads. Separately, last October Amazon CEO Andy Jassy said his company planned total capex spend of $75 billion in 2024 and even more in 2025, with much of it going to AWS, its cloud computing division.

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John Deere unveils more autonomous farm machines to address skill labor shortage

Join our daily and weekly newsletters for the latest updates and exclusive content on industry-leading AI coverage. Learn More Self-driving tractors might be the path to self-driving cars. John Deere has revealed a new line of autonomous machines and tech across agriculture, construction and commercial landscaping. The Moline, Illinois-based John Deere has been in business for 187 years, yet it’s been a regular as a non-tech company showing off technology at the big tech trade show in Las Vegas and is back at CES 2025 with more autonomous tractors and other vehicles. This is not something we usually cover, but John Deere has a lot of data that is interesting in the big picture of tech. The message from the company is that there aren’t enough skilled farm laborers to do the work that its customers need. It’s been a challenge for most of the last two decades, said Jahmy Hindman, CTO at John Deere, in a briefing. Much of the tech will come this fall and after that. He noted that the average farmer in the U.S. is over 58 and works 12 to 18 hours a day to grow food for us. And he said the American Farm Bureau Federation estimates there are roughly 2.4 million farm jobs that need to be filled annually; and the agricultural work force continues to shrink. (This is my hint to the anti-immigration crowd). John Deere’s autonomous 9RX Tractor. Farmers can oversee it using an app. While each of these industries experiences their own set of challenges, a commonality across all is skilled labor availability. In construction, about 80% percent of contractors struggle to find skilled labor. And in commercial landscaping, 86% of landscaping business owners can’t find labor to fill open positions, he said. “They have to figure out how to do

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2025 playbook for enterprise AI success, from agents to evals

Join our daily and weekly newsletters for the latest updates and exclusive content on industry-leading AI coverage. Learn More 2025 is poised to be a pivotal year for enterprise AI. The past year has seen rapid innovation, and this year will see the same. This has made it more critical than ever to revisit your AI strategy to stay competitive and create value for your customers. From scaling AI agents to optimizing costs, here are the five critical areas enterprises should prioritize for their AI strategy this year. 1. Agents: the next generation of automation AI agents are no longer theoretical. In 2025, they’re indispensable tools for enterprises looking to streamline operations and enhance customer interactions. Unlike traditional software, agents powered by large language models (LLMs) can make nuanced decisions, navigate complex multi-step tasks, and integrate seamlessly with tools and APIs. At the start of 2024, agents were not ready for prime time, making frustrating mistakes like hallucinating URLs. They started getting better as frontier large language models themselves improved. “Let me put it this way,” said Sam Witteveen, cofounder of Red Dragon, a company that develops agents for companies, and that recently reviewed the 48 agents it built last year. “Interestingly, the ones that we built at the start of the year, a lot of those worked way better at the end of the year just because the models got better.” Witteveen shared this in the video podcast we filmed to discuss these five big trends in detail. Models are getting better and hallucinating less, and they’re also being trained to do agentic tasks. Another feature that the model providers are researching is a way to use the LLM as a judge, and as models get cheaper (something we’ll cover below), companies can use three or more models to

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OpenAI’s red teaming innovations define new essentials for security leaders in the AI era

Join our daily and weekly newsletters for the latest updates and exclusive content on industry-leading AI coverage. Learn More OpenAI has taken a more aggressive approach to red teaming than its AI competitors, demonstrating its security teams’ advanced capabilities in two areas: multi-step reinforcement and external red teaming. OpenAI recently released two papers that set a new competitive standard for improving the quality, reliability and safety of AI models in these two techniques and more. The first paper, “OpenAI’s Approach to External Red Teaming for AI Models and Systems,” reports that specialized teams outside the company have proven effective in uncovering vulnerabilities that might otherwise have made it into a released model because in-house testing techniques may have missed them. In the second paper, “Diverse and Effective Red Teaming with Auto-Generated Rewards and Multi-Step Reinforcement Learning,” OpenAI introduces an automated framework that relies on iterative reinforcement learning to generate a broad spectrum of novel, wide-ranging attacks. Going all-in on red teaming pays practical, competitive dividends It’s encouraging to see competitive intensity in red teaming growing among AI companies. When Anthropic released its AI red team guidelines in June of last year, it joined AI providers including Google, Microsoft, Nvidia, OpenAI, and even the U.S.’s National Institute of Standards and Technology (NIST), which all had released red teaming frameworks. Investing heavily in red teaming yields tangible benefits for security leaders in any organization. OpenAI’s paper on external red teaming provides a detailed analysis of how the company strives to create specialized external teams that include cybersecurity and subject matter experts. The goal is to see if knowledgeable external teams can defeat models’ security perimeters and find gaps in their security, biases and controls that prompt-based testing couldn’t find. What makes OpenAI’s recent papers noteworthy is how well they define using human-in-the-middle

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