Sales (Former Employee) – Calgary, AB – 26 February 2013
If I were looking for a new job I would not neccessarily take a job here. The company in my opinion shields and protects the wrong people and therefore there is very little room for advancement because they are not interested in really making the company better. There is not good work life balance and you are Pigeonhole into a specfic roles. I found the environment toxic, but the reason that I stayed so long is the other great employees who inittially believe Sanjel was a good company.
HP Operator (Former Employee) – Red Deer, AB – 2 July 2016
company doesn't exist anymore it was a great company to work for and great experience working for them as a first Typical work day was long i learned a lot of hard work ethic co-workers were awesome and the hardest part was the time away from family and most enjoyable was the pay
Critical Well Supervisor (Current Employee) – Calgary, AB – 18 May 2016
Left all remaining employees with nothing. Gave packages to earlier layoffs but nothing to those who stuck with them. We took pay cuts and bonus cuts and forced leave to help them, but the owner decided to take his brother in law's offer and make off with the profits.
Operator (Former Employee) – Red Deer, AB – 4 April 2016
I worked for this company for almost 4 years. I have a lot of management experience in other fields and wanted to try the oil and gas industry. I can say right from the get go they were disorganized, from management down, inefficient, ineffective and wasted money all over the place because they had promoted people because of years of experience in the field rather than hiring or promoting the right person that could do the job. It does not surprise me that they are selling off parts of the company because it was only a matter of time with all of the deficiencies and the downturn that it was going to happen. I am very glad I got out when I did but there are a lot of people that will be finically destroyed because of this.
Treated well while working at Sanjel, the only reason for moving onto another job was my desire to work oversaes for a season.
Shop Lead Hand (Former Employee) – Grand Prairie, AB – 7 March 2016
Working at Sanjel was most agreeable, training was always ongoing. Management were good peoples and as well the same could be said of my fellows crew members. For myself, the crew I worked with was the most enjoyable part of the job
Working with Sanjel Corporatiohas been memorable and fascinating. The company culture is great and provides employee's with a supportive environment.
Client Support Analyst (Former Employee) – Calgary, AB – 8 April 2015
Great benefits, hands on training, very competitive pay rates and the people are just great! The corporate culture is relaxed while there is a major feeling of being a part of a team. The company mission statement is clear and it seems that all employees really are there to help people find jobs in their own way. Expectations and goals are high but the support is present to help all employees achieve set goals. Management wants to help their teams succeed.
Sanjel was a company which prided itself on safe perfomance and i agree fully with this mission statement!
Operator 1 Transport/Frac (Former Employee) – Red Deer, AB – 28 March 2015
I enjoyed my tenure at Sanjel corporation for the time I was an employee. I was trained in all aspects that pertained to an operator required to transport and offload both NO 2 and various sand invoved in the frac process. I have all the necessary ticket required and safety classes that prepared me for life as a member of a diverse and growning field in the expansive oil patch industry.
Good general staff and co workers made the job enjoyable
RUST the people they work for; Have PRIDE in what they do; and ENJOY the people they work with.
Technical Support Analyst Tier I-II (Former Employee) – Calgary Alberta – 21 January 2015
rust is the defining principle of great workplaces — created through management’s credibility, the respect with which employees feel they are treated, and the extent to which employees expect to be treated fairly. The degree of pride and levels of authentic connection and camaraderie employees feel with one are additional essential components.
CHIEVE ORGANIZATIONAL OBJECTIVES; With employees who GIVE THEIR PERSONAL BEST; and WORK TOGETHER AS A TEAM / FAMILY in an environment of TRUST There are nine ways – or practice areas – where leaders and managers create an environment of trust. Great workplaces achieve organizational goals by inspiring, speaking and listening. They have employees who give their personal best by thanking, developing and caring. And they work together as a team / family by hiring, celebrating and sharing.