By Martin San Jose, VP People & Culture & Lindsay Hill, Marketing Manager
Lindsay Hill: Let’s start with the big picture — what does “Powered From Within” mean to you when it comes to Scovan’s people and culture?
Martin San Jose: To me, “Powered From Within” represents the engine that drives Scovan forward—and at its core, that engine is our people. It’s their knowledge, expertise, dedication, and engagement that give the organization its strength and momentum. Without them, the engine doesn’t run. Our people are not just contributors—they are the catalysts who define our culture and bring our core values to life in everything we do. When we’re “Powered From Within,” it’s a reflection of how every individual’s effort, commitment, and passion fuels the success of the organization as a whole.
LH: Scovan has always been about innovation driven by people. How do you ensure that spirit continues to thrive as the company moves forward?
MS: Innovation has always been a key ingredient in Scovan’s “secret sauce,” and it starts with our people. We foster a culture where curiosity, creativity, and a drive for improvement are celebrated—from hiring and retaining team members to the way we empower them to contribute ideas every day. Our core value of “Disruption for Better” captures this mindset perfectly: innovation doesn’t always mean grand breakthroughs—it means consistently striving to do things better, challenging assumptions, and finding new ways to improve. By embedding this mentality into everything we do, we ensure that Scovan’s spirit of innovation continues to thrive as we grow and evolve.
LH: What makes Scovan’s culture distinct within the Canadian energy landscape?
MS: Scovan’s culture has grown organically—it’s something we live every day, not just something on paper. It’s consistent across the organization and shared from the top down, creating a sense of connection and belonging at every level. It’s not uncommon, for example, for a Friday Happy Hour to include the President sharing stories with a summer intern—moments like these reflect how accessible, authentic, and people-centered our culture is. At its foundation, our culture is built on our core values, which define who we are and differentiate us from peers in the industry. It’s a culture of collaboration, respect, and shared purpose that fuels engagement, innovation, and a sense of pride in being part of Scovan.
LH: In your view, how does the idea of Canadian energy self-reliance connect to how Scovan invests in its people?
MS: Canadian energy self-reliance is about having the talent, expertise, and innovation in-house to lead our industry forward—and at Scovan, that starts with our people. We operate with an entrepreneurial spirit, giving every team member ownership and accountability over their work. Whether it’s a project or an internal initiative, employees are empowered to own the roadmap and the results, supported with the right tools, resources, and guidance to succeed.
Being a people-focused organization, we also invest heavily in development opportunities at every level—from helping engineers achieve their P.Eng. designation to strengthening leadership and management skills. By cultivating talent from within, we ensure that Canada’s energy leadership remains homegrown, capable, and innovative—reflecting both our commitment to self-reliance and our belief in empowering our people to reach their full potential.
LH: How do you identify and develop leaders who embody Scovan’s values of disruption for the better, figure it out, work hard and good vibes, great energy?
MS: At Scovan, leadership isn’t defined by title—it exists at every level and can show up in countless ways: through projects, initiatives, team collaboration, or simply in how someone embodies our core values. We focus on empowering leadership within people, giving them the space and support to take initiative and make an impact. To nurture this, we use consistent engagement and feedback mechanisms to stay connected to the culture and identify rising leaders. These individuals are encouraged to act as agents of change—driving innovation, reinforcing our values, and inspiring their teams. By recognizing and cultivating leadership wherever it appears, we ensure Scovan continues to grow a strong, values-driven culture fueled by people who lead with energy, accountability, and purpose.
LH: Scovan’s work often involves solving complex, future-focused challenges. How do you build teams that stay resilient and optimistic when facing the unknown?
MS: At Scovan, we embrace a win together, lose together mentality. Success comes from teamwork, engagement, and strong execution, and when things don’t go as planned, we address challenges collectively—learning, growing, and strengthening camaraderie along the way.
We go beyond simply creating a “safe space” for people to make mistakes. We foster a courageous space—one where individuals feel empowered to take risks, share ideas, and push boundaries, knowing they have the full support of their peers and managers, regardless of the outcome. This mindset builds resilience, optimism, and a sense of shared purpose, ensuring our teams are ready to tackle even the most complex, future-focused challenges.
LH: Energy transition and technology transition are not just technical shifts—they are human ones. What role do people and culture play in driving that change?
MS: At Scovan, we know that if we don’t evolve, we fall behind—and it’s our people and our culture that make transformation possible. Innovation is the vehicle for change, and our team members are the fuel that propels it forward. This is embodied in our core value of “Disruption for Better”—a mindset of curiosity, continuous improvement, and challenging the status quo. By encouraging people to look at problems from new perspectives, take calculated risks, and explore different ways of doing things, we ensure that both technology and energy transitions are not just implemented—they are embraced, driven, and sustained by the very people who make Scovan what it is.
LH: You often talk about “creating space for people to shine.” What does that look like in practice at Scovan?
MS: At Scovan, creating space for people to shine starts with our philosophy of “Right People, Right Seat.” The Right People are those who align with and live our core values—individuals who thrive within our culture and help strengthen it every day. The Right Seat ensures that team members understand what success looks like in their role, are passionate about the work they do, and have the skills and support to excel.
When both come together, individuals are empowered to showcase their unique abilities, take ownership, and make a meaningful impact. It’s about placing people where they can succeed, feel fulfilled, and contribute in ways that elevate both themselves and the organization. At Scovan, this is how we turn potential into performance and create an environment where everyone has the space—and encouragement—to shine.
LH: Scovan’s careers page emphasizes purpose-driven work. How do you help employees find and fuel that sense of purpose?
MS: From the beginning, we’ve said, “we just want to build cool sh*t.” While not a formal mission statement, it reflects the type of work we aspire to do, the way we approach it, and the impact we aim to make. At Scovan, purpose comes from doing things differently and better—whether through innovation, leveraging technology, or improving processes and standards. We encourage employees to take ownership, push boundaries, and contribute ideas that make a real difference.
This sense of purpose fuels engagement, drives meaningful results, and creates a workplace where employees feel their work matters—not just to the company, but to our clients and the energy industry as a whole.
LH: Culture is never static. What shifts have you seen in what people value most at work—and how is Scovan adapting?
MS: Culture can stagnate if it doesn’t evolve. In today’s fast-changing world, employers must pay close attention to economic trends, global influences, and generational differences within the workforce. Events like COVID have reshaped how people work, redefining productivity, engagement, and what it means to feel supported at work.
Over the past few years, we’ve seen a meaningful shift in what employees value most: balance, purpose, recognition, and opportunities for growth—beyond traditional measures of success. At Scovan, we’ve been intentional in adapting our culture and programs to reflect these evolving expectations:
- Flexible Work Hours: Flexibility is a key driver of engagement and retention. Our flexible work arrangements empower employees to manage their time effectively, supporting both performance and well-being.
- Recognition and Appreciation: People want to know their contributions matter. We continue to strengthen our recognition culture—celebrating achievements, milestones, and everyday contributions that drive our success.
- Project Diversity and Opportunity: Employees value challenge and growth. Our diverse project portfolio allows teams to apply their expertise in new ways, fostering innovation, learning, and continuous development.
- Total Rewards: Competitive, holistic total rewards remain a priority. We regularly review and enhance compensation, benefits, and incentive programs to ensure they reflect the value our people bring and support their overall well-being.
As expectations evolve, so does our culture. Scovan is committed to creating an environment where people are supported, recognized, and inspired—empowered to do their best work and contribute to a workplace that continues to grow and thrive.
LH: From an HR leadership standpoint, what does “Canadian-made energy leadership” mean when it comes to developing talent?
MS: At Scovan, “Canadian-made energy leadership” is about more than delivering world-class energy solutions—it’s about growing the people who make it possible. It’s a commitment to building talent at every level, empowering individuals to reach their full potential, and ensuring Canada continues to lead in energy innovation.
- Nurturing Talent from the Ground Up: We invest in apprentices, interns, and shop-level team members, giving them hands-on experience, mentorship, and the confidence to become the energy leaders of tomorrow.
- Empowering Emerging Professionals: Our engineers in training and early-career professionals receive structured guidance, project exposure, and leadership opportunities, creating a path from learning to leading.
- Fostering Expertise and Innovation: We cultivate subject matter experts, project managers, and product development leaders who push boundaries, solve complex challenges, and inspire their teams to achieve excellence.
- Building a Legacy of Leadership: By developing people at every stage—from grassroots talent to seasoned experts—we ensure that Canadian energy leadership is homegrown, innovative, and sustainable, anchored in the passion, skill, and dedication of our people.
At its core, Canadian-made energy leadership is about investing in people, igniting potential, and shaping a future where Canada sets the standard for energy innovation.
LH: Finally, if you could leave every Scovan team member with one thought about what it means to be ‘Powered From Within,’ what would it be?
MS: Being “Powered From Within” means owning your impact, embracing your potential, and lifting those around you. It’s about taking extreme ownership of your work, your choices, and the culture we create together. Every action shapes our teams, our projects, and the future of Scovan. When we each step into this mindset, we inspire excellence, fuel innovation, and build a workplace where people feel empowered, valued, and capable of achieving extraordinary things.
Own it. Live it. Inspire it. That is what it means to be Powered From Within.
Originally published in IGNITE V11.
