How to hire an energy economist

How to hire an energy economist, step by step

Here's a step-by-step energy economist hiring guide:

• Step 1: Identify your hiring needs
• Step 2: Create an ideal candidate profile
• Step 3: Make a budget
• Step 4: Write an energy economist job description
• Step 5: Post your job
• Step 6: Interview candidates
• Step 7: Send a job offer and onboard your new energy economist
• Step 8: Go through the hiring process checklist

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1. Identify your hiring needs

   First, determine the employments status of the energy economist you need to hire. Certain energy economist roles might require a full-time employee, whereas others can be done by part-time workers or contractors.

   Determine employee vs contractor status

   Is the person you're thinking of hiring a US citizen or green card holder?

   Yes

   No

   You should also consider the ideal background you'd like them an energy economist to have before you start to hire. For example, what industry or field would you like them to have experience in, what level of seniority or education does the job require, and how much it'll cost to hire an energy economist that fits the bill.

   Here's a comparison of energy economist salaries for various roles:

   Type of Energy Economist	Description	Hourly rate
   Energy Economist	Economists study the production and distribution of resources, goods, and services by collecting and analyzing data, researching trends, and evaluating economic issues.	$12-63
   Economic Development Internship	An economic development intern is responsible for supporting an organization's market performance, analyzing trends in the industry, and strategizing techniques to improve business services. Economic development interns perform administrative duties under the supervision of tenured staff and managers... Show more	$12-25
   Economic Developer	While a development specialist works on creating plans for community development, the economic developer helps implement the development strategies set forth by specialists. They help in the distribution of survey questionnaires and the collection of data, as well as the interpretation of results... Show more	$17-33

   Show more

2. Create an ideal candidate profile

   Common skills:

   • Renewable Energy
   • Economic Analysis

   Responsibilities:

   • Manage, utilize, and archive database for commodities in assign areas.
   • Develop, specify, and test econometric models using time-series econometrics, panel-data econometrics, and limit dependent variable techniques.
   • Utilize a combination of SQL querying and qualitative research to investigate results gain from statistical analyses.

3. Make a budget

   Including a salary range in your energy economist job description is one of the best ways to attract top talent. An energy economist can vary based on:

   • Location. For example, energy economists' average salary in wyoming is 70% less than in district of columbia.
   • Seniority. Entry-level energy economists 81% less than senior-level energy economists.
   • Certifications. An energy economist with certifications usually earns a higher salary.
   • Company. Working for an established firm or a new start-up company can make a big difference in an energy economist's salary.

   Average energy economist salary

   $58,368yearly

   $28.06 hourly rate

   ---

   Entry-level energy economist salary

   $25,000 yearly salary

   Updated December 16, 2025

4. Writing an energy economist job description

   A job description for an energy economist role includes a summary of the job's main responsibilities, required skills, and preferred background experience. Including a salary range can also go a long way in attracting more candidates to apply, and showing the first name of the hiring manager can also make applicants more comfortable. As an example, here's an energy economist job description:

   Energy economist job description example

   Phillips 66 & YOU - Together we can fuel the future
   
   Phillips 66 has more than 140 years of experience in providing the energy that enables people to dream bigger and go farther, faster. We are committed to improving lives, and that is our promise to our employees and our communities. We are sustained by the backgrounds and experiences of our diverse teams, which reflect who we are, the environment we create and how we work together. Our company is built on values of safety, honor and commitment. We call our cultural mindset Our Energy in Action, which we define through four simple, intuitive behaviors: We work for the greater good, create an environment of trust, seek different perspectives and achieve excellence. Phillips 66 was recognized by Forbes as one of "America's Best Employers" in 2021.
   
   Learn more about Phillips 66 and watch our video "Trying New Things" by visiting phillips66.com/about.
   
   Description
   
   The Office of the Chief Economist (OoCE) supports the Executive Leadership Team (ELT) in a corporate staff role. The Chief Economist develops and articulates the long-term view of global economic and market factors driving Company performance. The OoCE provides corporate glue to the various Phillips 66 functions and business units with strategic alignment and the executive's vision in the context of both the global marketplace and their specific business realities.
   
   As an Energy Economist , you will work closely with Senior Energy Economists and the Chief Economist in developing analysis and projections and supporting various ELT functions and business initiatives/ deep dives. The primary function of this role is to develop high quality content for use throughout Phillips 66. This analytical role will focus on providing long-term fundamental market analysis, drawing conclusions, and communicating findings throughout all levels of management. You will work closely with the various Business Unit Strategy teams, Corporate Strategy, the Value Chain Optimization team, and the Investor Relations team. Success in this role requires a high degree of energy and enthusiasm as well as intellectual curiosity and strong analytical thinking skills.
   
   Responsibilities May Include
   
   * Annual Long-Range Plan: Develop, execute, and articulate throughout the organization the tier one price deck and associated global macroeconomic/energy and regulatory assumptions, bases, and views
   
   * Create and utilize economic models, statistical models, and technical models to analyze data
   
   * Interpret and forecast market trends and present research results
   
   * Provide ad hoc support/ consulting/ analysis to various to executive team and BU leadership (market analysis, capital allocation decisions, competitor analysis, changing market conditions, etc.)
   
   * Attend external conferences
   
   * Participate in both internal and external workshops
   
   * Support Corporate Strategy function initiatives/ deep dives
   
   * Prepare slides and speaking notes for various internal & external engagements (Earnings calls, Board meetings)
   
   * Regularly communicate with external consultants and internal global frontline BU personnel to gather real-time data
   
   Required Qualifications
   
   * Legally authorized to work in the job posting country
   
   * Bachelor's degree
   
   * 2 or more years of experience in the energy industry
   
   Preferred Qualifications
   
   * Bachelor's degree in Engineering, Economics, or Finance
   
   * Working Knowledge of Phillips 66 businesses and key value drivers
   
   * Collaborates effectively in a team-oriented environment
   
   * Strong verbal and written communication skills
   
   * Advanced Microsoft Excel skills
   
   * Adaptable and flexible to fluctuating work hours
   
   Total Rewards
   
   At Phillips 66, providing access to high quality programs and care for you and your family is important to us. Maintaining a culture of well-being - physical, emotional, social, and financial - is essential for a high-performing organization. When we are at our best, we are poised to deliver exceptional results - personally and professionally. Benefits for certain eligible, full-time employees include:
   
   * Annual Variable Cash Incentive Program (VCIP) bonus
   
   * 8% 401k company match, with an additional 0-4% Company 401k contribution based on the Company's financial performance
   
   * Cash Balance Account pension
   
   * Medical, Dental, and Vision benefits with an annual company contribution to a Health Savings Account for employees on HDHP
   
   * Total well-being programs and incentives, including Employee Assistance Plan, well-being reimbursement, and backup family care services
   
   Learn more about Phillips 66 Total Rewards at hr.phillips66.com/.
   
   To be considered
   
   In order to be considered for this position you must complete the entire application process, which includes answering all prescreening questions and providing your eSignature on or before the requisition closing date of October 26, 2022 .
   
   Candidates for regular U.S. positions must be a U.S. citizen or national, or an alien admitted as permanent resident, refugee, asylee or temporary resident under 8 U.S.C. 1160(a) or 1255(a)(1). Individuals with temporary visas such as E, F-1, H-1, H-2, L, B, J, or TN or who need sponsorship for work authorization now or in the future, are not eligible for hire.
   
   Phillips 66 is an EEO and Affirmative Action Employer of Women/Minorities/Veterans/Individuals with Disabilities
   
   
   Location: Texas - Houston
   
   Job Field: Accounting/Finance
   
   Division : Investor Relations
   
   Technical Req : No

   Copy this example

   

5. Post your job

   To find energy economists for your business, try out a few different recruiting strategies:

   • Consider internal talent. One of the most important talent pools for any company is its current employees.
   • Ask for referrals. Reach out to friends, family members, and your current work to ask if they know any energy economists they would recommend.
   • Recruit at local colleges. Attend job fairs at local colleges to recruit entry-level energy economists with the right educational background.
   • Social media platforms. LinkedIn, Facebook, and Twitter have more than 3.5 billion users, and they're a great place for company branding and reaching potential job candidates.

   Post your job online:

   • Post your energy economist job on Zippia to find and recruit energy economist candidates who meet your exact specifications.
   • Use field-specific websites.
   • Post a job on free websites.

6. Interview candidates

   To successfully recruit energy economists, your first interview needs to engage with candidates to learn about their interest in the role and experience in the field. You can go into more detail about the company, the role, and the responsibilities during follow-up interviews.

   Remember to include a few questions that allow candidates to expand on their strengths in their own words. Asking about their unique skills might reveal things you'd miss otherwise. At this point, good candidates can move on to the technical interview.

   The right interview questions can help you assess a candidate's hard skills, behavioral intelligence, and soft skills.

7. Send a job offer and onboard your new energy economist

   Once you have selected a candidate for the energy economist position, it is time to create an offer letter. In addition to salary, the offer letter should include details about benefits and perks that are available to the employee. Ensuring your offer is competitive is vital, as qualified candidates may be considering other job opportunities. The candidate may wish to negotiate the terms of the offer, and it is important to be open to discussion and reach a mutually beneficial agreement. After the offer has been accepted, it is a good idea to formalize the agreement with a contract.

   It's equally important to follow up with applicants who don't get the job with an email letting them know that the position has been filled.

   After that, you can create an onboarding schedule for a new energy economist. Human Resources and the hiring manager should complete Employee Action Forms. Human Resources should also ensure that onboarding paperwork is completed, including I-9s, benefits enrollment, federal and state tax forms, etc., and that new employee files are created.

8. Go through the hiring process checklist

   • Determine employee type (full-time, part-time, contractor, etc.)
   • Submit a job requisition form to the HR department
   • Define job responsibilities and requirements
   • Establish budget and timeline
   • Determine hiring decision makers for the role
   • Write job description
   • Post job on job boards, company website, etc.
   • Promote the job internally
   • Process applications through applicant tracking system
   • Review resumes and cover letters
   • Shortlist candidates for screening
   • Hold phone/virtual interview screening with first round of candidates
   • Conduct in-person interviews with top candidates from first round
   • Score candidates based on weighted criteria (e.g., experience, education, background, cultural fit, skill set, etc.)
   • Conduct background checks on top candidates
   • Check references of top candidates
   • Consult with HR and hiring decision makers on job offer specifics
   • Extend offer to top candidate(s)
   • Receive formal job offer acceptance and signed employment contract
   • Inform other candidates that the position has been filled
   • Set and communicate onboarding schedule to new hire(s)
   • Complete new hire paperwork (i9, benefits enrollment, tax forms, etc.)

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