Precision Drilling: Hiring, Background Check & Employment Verification FAQs

Precision Drilling was founded in 1951 and grew over subsequent decades into a major Canadian oilfield services company. In 1987, the company was acquired by Cypress Drilling, led by Hank Swartout, in a reverse takeover that left Precision with a fleet of 19 rigs and set the stage for significant growth under Swartout's leadership until his retirement in 2007. Precision Drilling is headquartered in Calgary, Alberta, Canada, and trades on both the Toronto Stock Exchange and the New York Stock Exchange.

Over the following decades, Precision expanded through acquisitions and technology development, including launching its Super Series rig family in 1990 and beginning trading on the NYSE in 1996. In 2005, the company sold its energy services and international contract-drilling divisions to Weatherford International and reorganized as an income trust, later converting back to a corporation in 2010. In 2008, Precision acquired its U.S. rival Grey Wolf Inc. for approximately $2 billion, significantly expanding its U.S. rig count. Today, Precision Drilling operates contract drilling rigs and well completion and production services across Canada, the United States, and select international markets, employing several thousand people.

Precision Drilling's workforce includes rig crew members, drillers, derrick hands, and floor hands who operate drilling equipment in the field, along with maintenance technicians, camp and catering staff supporting remote drilling operations, and corporate functions. Given the physically demanding and safety-sensitive nature of oilfield drilling work, safety training and screening are significant parts of the company's hiring process.

Company culture and employee programs: Precision Drilling has emphasized workplace safety through initiatives such as its "Target Zero" program, launched in 2002 with the goal of eliminating injuries, occupational illnesses, and environmental harm across its operations. The company has also invested heavily in automation and technology, including its AlphaAutomation suite of drilling automation solutions. Benefits, training, and advancement opportunities can vary by role and region, so candidates should confirm specifics with a recruiter during the hiring process.

Yes. Employers in the oilfield services industry, including Precision Drilling, are legally permitted to conduct pre-employment background checks on job candidates, provided they comply with applicable federal, state, provincial, and local laws. In the United States, employment screening is governed by the Fair Credit Reporting Act (FCRA), which requires employers to obtain written consent, provide disclosures, and follow adverse action procedures.

Precision Drilling is generally reported to conduct background checks as part of its hiring process, which is standard and often required for safety-sensitive oilfield roles, particularly given the physically demanding and hazardous nature of drilling rig work.

The hiring process for rig crew positions at Precision Drilling typically includes an application, an interview, a physical fitness or medical assessment given the demands of oilfield work, a drug and alcohol screening, and a background check prior to a final offer.

Background check timelines can vary based on the type of screening requested and how quickly records can be verified. Learn more about typical background check turnaround times to understand what factors can affect the process.

A typical pre-employment background check for an oilfield services role may include:

Under the FCRA, criminal history reporting is generally limited to seven years for most background checks, though state and provincial laws may extend or restrict this timeframe depending on the type of record and jurisdiction.

Hiring decisions involving candidates with criminal records are generally made on a case-by-case basis, taking into account the nature of the offense, how much time has passed, and its relevance to a safety-sensitive drilling role. Some jurisdictions have adopted "ban-the-box" laws that restrict when employers can ask about criminal history during the hiring process.

Candidates can generally expect to provide personal information such as full legal name, date of birth, and Social Security number or equivalent identification, along with signed consent authorizing the background check, in compliance with FCRA and applicable requirements.

The Fair Credit Reporting Act (FCRA) is a federal law that regulates how employers can use background check information in hiring decisions. It requires employers to notify candidates before running a check, obtain written consent, and follow specific adverse action procedures if a decision is made based on background check results.

Running a personal background check with Checkr lets you preview what Precision Drilling may see during the hiring process, helping you address any concerns before you apply. A personal background check can include:

Learn more about Checkr Personal Background Checks and explore your Checkr Profile to see what information may appear in your own background check.

If you're a candidate with a background check in progress through Checkr as part of your application to Precision Drilling or another employer, you can check your status through the Candidate Portal. For additional support, visit the Checkr Help Center.

The information provided in this article does not, and is not intended to, constitute legal advice. All information is for general informational purposes only. Checkr does not guarantee the accuracy, completeness, or usefulness of this information and is not responsible for any errors or omissions, or for the results obtained from the use of this information. This article may contain links to other third-party websites. Such links are only for the convenience of the reader. Checkr does not endorse the contents of the third-party sites and disclaims any affiliation with the companies mentioned in this article unless otherwise stated.