Careers

Most of our jobs are at a mine, not in an office.

Nine and a half thousand people, 94% of them recruited in the country where they work. This page includes the number we are not proud of, because a careers page without one is an advertisement.

People: 9,500
Recruited nationally: 94%
Open roles: 18
Apprentices in programme: 342

Who works here

Nine and a half thousand people work at Quintel operations: 6,400 employees and 3,100 contractors. Ninety-four per cent of them were recruited in the country where they work, and at four operations more than half were recruited within the province or region.

The largest single group is mining production — operators, drillers, blasters and supervisors. Then maintenance, then processing, then geology and technical services, then the support functions every operation needs: safety, environment, community relations, human resources, finance, procurement, security, medical and camp services. Head office, in London and Johannesburg combined, is 84 people.

Most of our vacancies are at mines rather than in offices, and most of those mines are in places where there is no comparable employer for a hundred kilometres. That fact shapes almost everything about how the group hires, trains, houses and pays people.

The national workforce commitment

Every operation must reach 90% national employment within five years of first production. This is a hard commitment in the group’s employment standard, and every operation currently exceeds it.

It is not a difficult target to state and it is a genuinely difficult one to meet, because in several of our host countries the technical skills required do not exist in sufficient number and cannot be bought. Meeting the target therefore requires the group to build the skills rather than recruit them, which takes between four and eight years and has to start before the mine does.

That is why the training centre at Bagoé opens eighteen months before first gold rather than after commissioning, and why the group runs technical institutes at Asankran and Mbengwe that are open to people who do not work for Quintel. Roughly half the graduates of both institutes take jobs elsewhere, which the group treats as the programme working rather than failing.

How we hire

Every vacancy is advertised. Positions at an operation are advertised locally first — in the affected communities, through village and district structures, and in the languages people actually speak — before being advertised nationally or internationally.

Recruitment fees charged to candidates are prohibited absolutely, by Quintel and by any agency or contractor acting for it. No candidate is ever asked to pay anything at any stage. If someone claiming to represent Quintel asks you for money in connection with a job, it is a fraud and we want to know about it.

Selection is structured: a defined competency framework, the same questions for every candidate for a role, at least two interviewers, and a written record. This is not bureaucracy for its own sake. In a district where a mine job changes a family’s circumstances, an unstructured hiring process becomes a patronage system very quickly, and that damages both the community and the operation.

Development

The group spent US$18.4 million on training in FY2025, an average of 61 hours per employee. Apprenticeships run at five operations, with 342 apprentices currently in programme across mechanical, electrical, instrumentation, boilermaking and heavy equipment operation.

The graduate programme takes sixty people a year through four six-month rotations across at least two operations and two disciplines. At least 75% of places are reserved for nationals of host countries.

Internal mobility is deliberate. Of the group’s six general managers, five were promoted internally and four have worked at three or more Quintel operations. The Chief Executive was a general manager at Asankran; the Chief Operating Officer ran Lubumba and then Mbengwe. Working across assets and across countries is the normal path to senior operational roles here rather than an unusual one.

Where we are not good enough yet

Women are 27% of the group workforce and 31% of leadership roles, but only 19% of operational supervisory roles — the shift supervisors, mine captains and plant superintendents from whom the next generation of general managers is drawn. The 2025 interim target was 24%. The group missed it.

The cause is not recruitment. Recruitment met its target. Retention did not. An exit interview review identified rostering patterns incompatible with caring responsibilities, and site accommodation designed on the assumption that operational employees are men, as the two most cited factors. Both are being changed at three operations during 2026, and the group will report against the same target rather than adjusting it.

Publishing this is uncomfortable and it is the point. A careers page that describes only the programmes and not the outcomes is a recruitment advertisement rather than information.

Disciplines

What people do here

A mine is a small town that also happens to be an industrial plant. The range of work is wider than most people expect.

Mining

Open pit and underground production, drill and blast, geotechnical engineering, mine planning, survey and grade control.

Processing

Metallurgy, plant operations, laboratory, reagent and cyanide management, hydrometallurgy and flotation.

Engineering and maintenance

Mechanical, electrical, instrumentation, fixed and mobile plant, reliability engineering and project delivery.

Geoscience

Exploration, resource geology, geophysics, geochemistry, database management and resource estimation.

Health, safety and environment

Critical control management, occupational hygiene, environmental science, water, closure planning and emergency response.

Social performance

Community relations, land access and resettlement, grievance management, local content and human rights.

Commercial and finance

Marketing, logistics, supply chain, group reporting, tax, treasury and internal audit.

Corporate

Legal, governance, human resources, communications, information technology and data.

Routes in

Life at QuintelRosters, pay, accommodation, mobility and what the work is actually like.Graduate programmeSixty places, four rotations, and how selection works.Open rolesCurrent vacancies by operation and discipline.OperationsThe mines you would be working at.Health and safetyWhat we do to make sure you go home.Speak UpHow to raise a concern, including during recruitment.

Apply

Eighteen roles open now, across seven operations.

Underground mine manager in Zambia, chain of custody lead in the DRC, environmental superintendent in Gabon, project controls manager in Côte d'Ivoire, and twelve more.

See open roles Graduate programme