2012 Oil and Gas Salry Survey
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Transcript of 2012 Oil and Gas Salry Survey
THE OIL & GAS GLOBAL SALARYGUIDE 2012Global salaries and recruiting trends.
DISCIPLINE AREAS COVERED 24COUNTRIES WORLDWIDE REPRESENTED 53RESPONDENTS WORK WITH A GLOBAL SUPER MAJOR 1,200+
RESPONDENTS ARE EMPLOYERS IN THE INDUSTRY 5,400PEOPLE RESPONDED TO THE SURVEY 14,400+
SURVEY SUMMARY
THANK YOUWe would like to express our gratitude to all those organisations and individuals who participated in the collection of data for this year’s survey. More than 14,000 responded , which is almost 30 per cent up on last year and this has once again ensured that we can produce an informative document to help support your business decisions.
Disclaimer: The Oil & Gas Global Salary Guide 2012 is representative of a value added service to our clients and candidates. Whilst every care is taken in the collection and compilation of data, the survey is interpretive and indicative, not conclusive. Therefore information should be used as a guideline only and should not be reproduced in total or by section without written permission from Hays.
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CONTENTS
2 Aglobalperspective
Section one - salary information
6 Overviewandsalariesbycountry
7 Salariesbydisciplinearea
8 Salariesbycompanytype
9 Contractordayratesbyregion
Section two - industry benefits
�2 Overviewofbenefits
�3 Benefitsbycompanytype
�4 Benefitsbyregion
Section three - industry employment
�7 Staffinglevels
�8 Diversityandmovementofworkforce
20Experienceandtenure
22Employmentmix
Section four - economic outlook
26Industryoutlook
27Mostsignificantissues14,400+
From boom times in Australia and Brazil to unrest in North Africa, our report on salaries once again displays the many trends, events and forces that shape the complex world of how people are paid in the oil and gas industry. We are often very aware of remuneration within our own regional industry (it is one of those topics that impacts us all in some way), however very few of us have a good handle on how remuneration changes as we move around the world. This is the endearing quality and attraction of this document and we are pleased to say the main reason why it receives so much interest throughout the industry.
In general the trend in remuneration for 2011 was up; driven on by a buoyant oil price and most countries around the world seeking to explore for, or extract the energy resources they need to advance their own economies. Indeed it was a year that stood out from others in the breadth of geographic coverage. Whilst South America and Asia Pacific continued to lead the way in new investment, two of the traditional power houses of the industry, the North Sea and the Gulf of Mexico, also came back on line in terms of hiring. This added to an already busy market, where very few areas of the globe were left untouched.
This wider participation was also reflected in those completing our survey, both in their geographic coverage and their number. To have over 14,000 respondents this year was a tremendous number which exceeded all expectations. This large response has allowed us to drill down into more specific roles, disciplines and regions. In this regard individuals can more clearly identify their own situation whilst at the same time we can ensure that the figures we produce are an accurate portrayal of the market.
Whilst assessing our own individual package against the figures is an emotive and often interesting activity, it is the movement of remuneration and employment trends over the last three years that provide the most fascinating insights. In general the market in 2010 reflected the tail end of the global recession of the previous year and was further weighed down by the oil disaster in the Gulf of Mexico. In 2011 we have seen these issues left behind and the market regain most of those losses, particularly so when it comes to permanent salary packages and benefits. Contractor rates are still below the highs of 2008, and with the general drift towards permanent staffing it remains to be seen whether they will return in the near future. Whilst the markets have softened towards the end of the year in the face of intense negative sentiment around Europe, the data shows an entrenched confidence that should prevail through 2012 and beyond.
Last year’s Salary Guide was downloaded by over 150,000 people. With a further 10,000 hard copies distributed at various industry exhibitions and conferences, it is fast becoming the reference of choice for those wishing to compare remuneration globally. This continues to be our driving ambition, and we will continue to work hard in improving the content to ensure that it remains as such.
There are numerous people to thank in the compilation of this document, not least of which are the many industry professionals that took valuable time to complete the survey. We would also like to thank those in our respective teams at ‘Hays Oil & Gas’ and ‘Oil and Gas Job Search’ that spent many an hour analysing the data and designing the format. Once again their hard work and the time taken by those responding have combined to produce a great reference document for our industry.
Matt UnderhillManaging Director, Hays Oil & Gas
Duncan FreerManaging Director, Oil and Gas Job Search
OIL & GAS SALARY GUIDE 20122
A GLOBAL PERSPECTIVE
PRE-SALTFIELDS,BRAZILThe Brazilian government pursues its ambitious plans to develop the deep water pre-salt fields with multi-billion dollar investments.
GULFOFMEXICOThe region sees a strong recovery in employment following the Horizon disaster of the year before.
NORTHSEAHiring returns to the region following a difficult recession.
WESTERNCANADABuoyant oil prices bring oil sands projects back on line and drives up salaries.
WESTAFRICAFurther discoveries and a lack of social disruption continue to serve the region well. Salaries rise for both imported talent and a growing body of local skills.
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AUSTRALIALimited human capital, multiple mega-projects underway and a new emerging Coal Seam Gas industry drive salaries to the top of the global league table.
POLANDEmerging shale market attracts foreign multinationals to the many opportunities on offer.
CHINAChinese operators extend their activities overseas, whilst at home they aggressively expand operations to keep up with supplying the countries mounting energy requirements.
MIDDLEEASTIraq proves to be the major draw card in the region for new projects as the country starts to develop its extensive oil reserves.
OIL & GAS SALARY GUIDE 20124
SECTION ONESALARY INFORMATIONPermanentsalariesrose6.�%overthelast�2months.
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Almost 50 per cent of respondents experienced an increase of more than 5 per cent to their salary compared to just under 30 per cent of respondents in 2011. A higher number of respondents also expect salaries to increase more than 10 per cent in the new year.
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CHANGES TO SALARIES IN THE LAST 12 MONTHS
ExPECTED SALARY CHANGE IN THE NExT 12 MONTHS
2012
2011
2012
2011
49.�% �6.6% 29.7%
4.2%
29.4% 20.4% 39.7% �0.�%
32.4% 30% 20.9% ��.7%
2�.6% 2�.3% 28% 2�.9%
�%
3.2%
OIL & GAS SALARY GUIDE 20126
SALARY SALARY INFORMATIONSALARIES
Algeria 40,600 89,200
Angola 48,400 �07,700
Argentina 68,800 N/A
Australia �64,000 �73,�00
Azerbaijan 40,400 �39,200
Bahrain N/A 77,900
Brazil ��9,600 �06,700
Brunei �40,�00 94,400
Canada �28,700 �23,300
China ��,700 �43,700
Colombia 69,000 �22,600
Denmark �06,300 ��2,400
Egypt 3�,300 �32,300
France 92,�00 ��8,400
Ghana 40,200 �39,900
India 39,300 �0�,600
Indonesia 4�,000 ��7,200
Iran �2,200 93,900
Iraq 36,900 �3�,000
Italy 68,400 9�,800
Kazakhstan 39,700 �28,�00
Kuwait N/A 73,000
Libya 44,�00 69,200
Malaysia 46,800 �28,400
Mexico 43,600 ��7,300
Netherlands �38,�00 N/A
New Zealand ��6,�00 ��2,400
Nigeria 4�,600 �23,200
Norway �80,300 �22,800
Oman 68,000 80,300
Pakistan 3�,600 ��,300
Papua New Guinea 29,600 �89,900
Philippines 37,�00 ���,300
Poland 6�,000 �29,300
Portugal 49,400 ��6,600
Qatar N/A 72,300
Romania 34,400 �23,000
Russia �9,�00 �38,200
Saudi Arabia �02,900 67,�00
Singapore 79,700 99,300
South Africa 79,200 9�,000
South Korea N/A �47,�00
Spain 70,700 73,�00
Sudan 29,200 79,400
Thailand 40,300 �37,200
Trinidad and Tobago 6�,300 �62,400
Turkey 67,�00 89,300
United Arab Emirates N/A 69,400
United Kingdom 87,�00 80,900
United States of America �24,000 ��9,200
Venezuela 7�,�00 �09,400
Vietnam 47,600 ���,900
Yemen 30,000 7�,�00
The headline figure in this data is the average permanent salary across the whole sample, which has risen this year to $US80,458 from last year’s figure of $US75,813. This is a significant increase for salaries across such a large sample and reflects the general buoyancy of the market following the down turn of 2008/9.
The year saw a flurry of activity from most corners of the globe as countries sought to take advantage of a high oil price and pushed through new developments, and rejuvenated the old. The general well being was unique in comparison to previous upturns both in its scale and global coverage, leaving very few countries not playing some role in the rush for energy. This in turn drove up vacancies, hiring and salaries.
The world was not without its share of economic worries, however (and without wishing to tempt fate) even the recent concerns in Europe have failed to impact the oil price significantly. This more than any other factor ultimately influences hiring intentions in the industry and its resilience led to a project rich environment for vacancies across deep water development, LNG and a range of non conventional plays. Adding to this buoyant outlook was a number of significant new field discoveries, and carbon capture also started to make its way from government funded research to live commercial projects.
The hotspots around the world which saw significant salary rises included Brazil, Australia, China and Iraq. All were driven by huge projects underway, which added further pressure to the already stretched skill pool. Regionally, West Africa had a good year, as did South East Asia, Northern Europe (including Poland) and North America.
When we break the figures down by local and imported we also noted an increase in those countries that actively encourage hiring local nationals. This took the form of significant increases in local pay whilst the imported figure remained relatively steady. Such examples included Saudi Arabia, Oman, Brazil and Venezuela.
The list of those countries importing skills at a lower cost to the local market rates have grown markedly since last year and now includes the UK, Norway, Netherlands, Saudi Arabia, Brunei, New Zealand, Canada, the United States and Brazil. All sought to reduce their cost base by importing lower cost options from overseas.
Perhaps more interestingly, are the countries that have seen falling salaries. Many of these are in two regions, Northern Africa and mainland Europe. Both are a reminder that whilst the demand for energy remains high the industry is not immune to what is going on in the world around us on a regional basis, be it social conflict or economic pain.
For those looking from the outside in, the situation in Europe is of most concern. At the time of writing, the situation continues to weigh heavily on equity markets and trading conditions within the wider global economy. The impact of this sentiment has been felt already with some recruitment markets softening in the last few months of 2011, and day rates struggling to maintain previous levels.
ANNUAL SALARIES BY COUNTRY
Localaverageannualsalary
Importedaverageannualsalary
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SALARY INFORMATIONSALARIES
ANNUAL SALARIES BY DISCIPLINE AREA
Operator/Technician Graduate Intermediate Senior
ManagerLead/Principal
VP/Director
Business Development/ Commercial ��,700 38,400 ��,800 60,700 94,700 �88,400
Commissioning 6�,300 N/A 68,�00 76,800 ��6,200 N/A
Construction/ Installation �2,900 47,300 �7,400 78,000 ��8,�00 �73,200
Downstream Operations Management 38,700 33,800 37,700 62,700 �03,600 �66,300
Drilling 60,900 30,900 7�,�00 98,000 �42,�00 N/A
Electrical ��,900 28,600 47,400 67,800 98,400 �36,000
Estimator/ Cost Engineer 28,000 29,600 39,000 67,�00 �07,900 N/A
Geoscience �6,700 3�,�00 �8,700 �09,000 �40,�00 ��9,�00
HSE �6,900 3�,200 �8,700 79,600 9�,900 �28,�00
Instrumentation, Controls & Automation ��,300 33,900 48,000 7�,300 �07,800 N/A
Logistics �3,900 3�,000 42,�00 72,�00 82,400 99,000
Maintenance 47,�00 N/A N/A �4,600 84,600 N/A
Marine/Naval 62,900 38,300 ��,000 8�,�00 ���,200 �68,700
Mechanical ��,400 30,400 4�,�00 66,700 �02,700 �22,300
Piping 47,400 28,400 43,�00 �9,000 96,900 N/A
Process (chemical) 48,200 30,�00 47,�00 68,�00 �04,800 �39,900
Production Management ��,300 3�,800 �9,300 67,�00 �07,700 260,700
Project Controls 4�,200 42,400 49,000 78,600 ��2,000 �34,�00
QA/QC ��,000 37,000 48,700 68,300 94,400 �28,900
Reservoir/ Petroleum Engineering 42,�00 37,900 6�,400 97,800 �23,400 ��0,000
Structural 43,700 3�,600 44,900 �9,200 �0�,800 N/A
Subsea/ Pipelines �6,000 38,600 �9,�00 �0�,200 �46,900 22�,000
Supply Chain/ Procurement 40,�00 29,�00 48,600 �8,200 98,�00 �80,000
Technical Safety 4�,400 32,�00 44,300 �8,�00 ��0,000 ���,900
Undoubtedly we are delicately poised when it comes to salaries within the industry for next year. Without a European induced collapse in the global economy we will inevitably be faced with skill shortages in more than just a few select locations. This will drive salaries up further, and in this scenario we would expect a larger increase than the rise we have seen in 2011. With this said, and when considering the alternative, it would be a ‘nice problem to have’.
How much difference a year makes in the oil and gas industry is demonstrated by the rise in salaries within drilling. Last year’s figures showed those in this sector of the industry were sitting in the middle of the pack. This year they are level pegging with subsea engineering as one of the hotspots for salaries. With demand for onshore drilling on non conventional sources at an all time high, and rig utilisation offshore rising, labour demand in this sector is obviously buoyant.
With drilling activity up, it is not unexpected that salaries for others in the exploration and production field are also strong this year. Geosciences and reservoir/petroleum engineers showed good increases and production management and logistics were also strong. Subsea engineering repeated its increases of last year and project controls and construction and installation proved that there was plenty of new projects under construction.
Core engineering disciplines didn’t fare so well with electrical, mechanical, structural and process engineers all flat in comparison to last year. These core disciplines are where most engineering professionals will start their careers, and may suggest why headline salaries have not increased beyond the levels seen.
OIL & GAS SALARY GUIDE 20128
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SALARY INFORMATIONSALARIES
ANNUAL SALARIES BY COMPANY TYPE
Operator/Technician Graduate Intermediate Senior
ManagerLead/Principal
VP/Director
Consultancy 44,600 32,700 46,800 76,000 �20,300 �46,800
Contractor 46,300 3�,300 ��,300 6�,800 �0�,900 �42,�00
EPCM 49,�00 36,400 ��,700 79,400 �20,600 �72,300
Equipment Manufacture and Supply 42,900 28,300 38,900 �9,700 73,800 �29,�00
Global Super Major 60,200 48,300 70,300 93,�00 �29,400 222,800
Oil Field Services 49,300 3�,�00 ��,300 69,200 89,400 ���,200
Operator ��,000 48,700 72,300 97,400 �49,200 22�,400
In line with the increase in project work those working in an EPCM company saw a rise in salary as did anyone working for an operator. The most significant rises however came for those with the least experience within any of the company types, and reflected the increasing competition for entry
level talent compared to the year before. We also saw a rise for the most experienced end of the market as companies sought to put their increasing profits to good use, both in rewarding that talent, and also in attracting new strategic hires.
20�2 $�02,000
20�� $�00,800
20�2 $67,300
20�� $64,�00
YEARLY SALARY CHANGES BY COMPANY TYPE
Consultancy
Contractor
EPCM
EquipmentManufacture
GlobalSuperMajor
OilFieldServices
Operator
andSupply
20�2 $90,200
20�� $8�,700
20�2 $74,800
20�� $7�,600
20�2 $9�,200
20�� $87,000
20�2 $6�,600
20�� $62,900
20�2 $�03,300
20�� $97,�00
+5%
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+4.6%
-2.2%
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+5.6%
With the market on the increase, in general it was a year in which most company types saw increases in salary of around the 5 per cent mark. The exceptions to this trend included both general contractors and equipment manufacturers, both of which have a high level of local employees (as opposed to imported talent). In this respect both groups will be more aligned to local economies than any global forces and may explain the lack of growth.
The third group to experience little movement in comparison to last year is the global super majors. This may be the effects of localisation/nationalisation drives within the workforce, reducing average salaries. Indeed we have noted an increase in local employees within this group from 47 per cent last year to approaching 55 per cent this year.
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Most contractor day rates have progressed through the year; however there were conflicting pressures on this market making it a complex back drop in which to extract any trends. In many ways employers were shifting their employment mix away from contractors to a more permanent staff base. This reduced the overall requirement for temporary employment and followed the increasing confidence employers felt throughout the year. Evidence of this can be clearly found within our results on pages 22 and 23.
Countering this trend is a general increase in the practice of using contractors in new regions and countries. The flexibility to be found for both employers and employees is a compelling driver for those seeking to match the cost base with fluctuating revenues.
Those regions experiencing skill shortages are most prone to hikes in contractor rates and it is no coincidence that both Australia and Brazil have seen the highest increases since last year. North Africa and Western Europe were relatively subdued reflecting weaknesses in their local economies.
Whilst the exchange rate movements through the year can account for some of the rise in the Australasian figures it is the local project led environment that is really driving the numbers. The same can be said for South East Asia, which continues to import a high level of expatriate skills. We also noted the rise of rates in West Africa as the region continued to expand.
CONTRACTOR DAY RATES BY REGION
Operator/Technician Intermediate Senior
ManagerLead/Principal
VP/Director
Northern Europe 4�0 440 670 840 �380
Western Europe 3�0 370 690 8�0 ��00
Eastern Europe 260 290 380 �00 900
CIS 300 3�0 630 730 830
Middle East 220 320 360 �40 820
North Africa 280 380 380 �00 7�0
West Africa 3�0 330 480 660 9�0
East/South Africa 280 3�0 380 670 N/A
Southern Asia �90 220 270 380 �60
South East Asia 2�0 260 440 720 �300
North East Asia 3�0 300 440 780 ��30
Australasia 630 680 970 �2�0 �830
North America 4�0 430 690 8�0 ���0
South America 300 320 ��0 6�0 830
Background for this section
Onlywherethesamplesizeislargeenoughhavewelistedfiguresinthesetables.Wherenotenoughresponseswerereceived,entriesarereturnedasN/A.
PermanentstaffsalariesarethefiguresreturnedbyrespondentsastheirbasesalaryinUSdollarequivalentfigures(respondentswereaskedtoconverttheirsalaryintoUSdollarsusingxe.comatthetimeofresponding)excludingone-offbonuses,pension,shareoptionsandothernon-cashbenefits,forthoseworkingonayearlypayroll.Thoseonadailypayrollareextractedandlistedseparately.
Theaveragesalarieslistedunderlocallabourarerepresentativeofrespondentsbasedintheircountryoforigin.Salarieslistedunderimportedlabourarerepresentativeofthosewhoareworkinginthatcountrybutoriginatefromanother.
ContractorratesarelistedasUSdollarequivalentdayratesaslistedbyrespondents.
Notes: EPCM - Engineering, procurement and construction management; HSE - Health, safety and environment; QA/QC - Quality assurance/quality control.
SALARY INFORMATIONSALARIES
OIL & GAS SALARY GUIDE 2012�0
SECTION TWOINDUSTRY BENEFITSBenefitsriseintheformofincentives.
��
Those benefits on the rise reflected the increasing confidence in the market and the desire of companies to provide an environment that incentivised growth. Consequently bonuses, commissions and share schemes all made the top five increases.
5 LARGEST INCREASES IN BENEFITS
20�2 20�� Increase
Bonuses 4.78% 3.�2% 1.27%
Pension �.94% �.44% 0.50%
Commission 0.78% 0.30% 0.48%
Hardship allowance �.26% 0.80% 0.46%
Share scheme 0.87% 0.48% 0.39%
Valueofthebenefitasapercentageoftheoverallpackage
OIL & GAS SALARY GUIDE 2012�2
OVERVIEW OF INDUSTRY BENEFITS
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Last year, we forecast an increase in benefits for this year’s survey and our data has confirmed this prediction as correct. Somewhat surprisingly it was not the number of respondents receiving benefits that increased but how much they were getting. It appears that as companies have grown out of the recession then the increasing wealth has been shared - but not with all.
In terms of numbers receiving benefits there were a few notable exceptions from the downward trend. These were share schemes, commissions and pensions, all of which rose compared to last year’s figures. These rises followed a global trend of wider company ownership within a company’s employees, and more immediate returns for those tasked with selling their products and services. In line with these trends we saw once again bonuses were prevalent in terms of the make-up of allowances and benefits overall.
Those allowances that dropped included health care, home leave and housing allowance, which suggests fewer experienced expatriates. We also noted a reduction in overtime, a trend following the wider working population.
Whilst the number of people receiving benefits returned a mixed bag of results in comparison to last year, the amount each of those benefits was worth was in positive territory across the board. Bonuses and commission payments led the way as we would expect given the market conditions, however a raft of other allowances also increased as more cash was available to meet specific requirements. These included allowances for meals, hardship, share schemes, schooling and training.
SALARY INFORMATION
Background:Thebarchartshowstwofiguresrelatedtobenefitsthatemployeesintheoilandgasindustryreceive.Thefirstfigurerepresentsthepercentageofrespondentsthatreceivethatparticularbenefit,i.e.3�%ofrespondentsreceivesomesortofbonus.Thesecondfigurerepresentsthevalueofthatbenefitstatedasapercentageoftheiroverallpackageforthosethatreceiveit,whichinthecaseofbonusesis�3.7%.
INDUSTRY BENEFITSOVERVIEW OF INDUSTRY BENEFITS
35% 13.7% 8.9% 8.8% 10% 11% 17.2% 11.3% 28.8% 11.4% 17.6% 10.7% 17.8% 17.6% 15.6% 12.8% 8.5% 14.8% 7.2% 14.9% 14.1% 12.2% 7.3% 11.9% 8.1% 14% 10.9% 12.7% 14.8% 16.5% 40.2%
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Background:Graphshereshowthetopbenefitsbycompanytypeandthepercentageofpeoplewhoreceivethem.
INDUSTRY BENEFITSCOMPANY BENEFITS
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4�% 2�% 22% �9% �7% �6% 3�%
32% 2�% �6% �7% �6% �7% 42%
33% �6% 2�% �7% �7% ��% 42%
43% 23% 28% �8% �9% �7% 33%
TOP BENEFITS BY COMPANY TYPE
EPCM/CONTRACTOR GLOBAL SUPER MAJOR/OPERATOR
EQUIPMENT MANUFACTURER & SUPPLY OILFIELD SERVICES/CONSULTANCY
In terms of company type, operators and the majors continued to distribute more benefits to their workforce than any other group at just over 29.5 per cent of overall package.
Bon
uses
Bon
uses
Bon
uses
Bon
uses
Pens
ion
Pens
ion
Hea
lthp
lan
Hea
lthp
lan
Hea
lthp
lan
Hea
lthp
lan
Car
/tra
nspo
rt/p
etro
l
Car
/tra
nspo
rt/p
etro
l
Car
/tra
nspo
rt/p
etro
l
Car
/tra
nspo
rt/p
etro
l
Hou
sing
Hou
sing
Hou
sing
Hou
sing
Hom
ele
ave
allo
wan
ce/fl
ight
s
Hom
ele
ave
allo
wan
ce/fl
ight
sH
ome
leav
eal
low
ance
/flig
hts
Mea
lallo
wan
ce
Ove
rtim
eO
vert
ime
No
bene
fits
No
bene
fits
No
bene
fits
No
bene
fits
OIL & GAS SALARY GUIDE 2012�4
Background: Graphs here and overleaf show the top benefits by region and the percentage of people who receive them. CIS includes Russia and the former Soviet Republics.
INDUSTRY BENEFITSREGIONAL BENEFITS
TOP BENEFITS BY REGION
AFRICA ASIA
0
10
20
30
40
50
0
10
20
30
40
50
0
10
20
30
40
50
0
10
20
30
40
50
0
10
20
30
40
50
0
10
20
30
40
50
0
10
20
30
40
50
0
10
20
30
40
50
0
10
20
30
40
50
0
10
20
30
40
50
0
10
20
30
40
50
0
10
20
30
40
50
0
10
20
30
40
50
0
10
20
30
40
50
0
10
20
30
40
50
0
10
20
30
40
50
0
10
20
30
40
50
0
10
20
30
40
50
0
10
20
30
40
50
0
10
20
30
40
50
0
10
20
30
40
50
0
10
20
30
40
50
0
10
20
30
40
50
0
10
20
30
40
50
0
10
20
30
40
50
0
10
20
30
40
50
0
10
20
30
40
50
0
10
20
30
40
50
0
10
20
30
40
50
0
10
20
30
40
50
0
10
20
30
40
50
0
10
20
30
40
50
AUSTRALASIA COMMONWEALTH OF INDEPENDENT STATES
On average, benefits received by those working in Africa are valued at 34% of their total package.
On average, benefits received by those working in Asia are valued at 36% of their total package.
On average, benefits received by those working in Australasia are valued at 17% of their total package.
On average, benefits received by those working in CIS are valued at 23% of their total package.
33% 24% �9% 2�% �8% �9% 28%
38% �7% �4% ��% 8% 8% 3�% 33% �3% �9% �3% ��% �3% 37%
42% �8% 27% 22% 23% �8% 2�%
Across most geographic regions we saw an increase in the value of the benefits paid, although most significantly in Africa and Asia. Australasia, Russia & the CIS, and Europe were also in positive territory. As has been the case in recent years we have seen most of the increases coming from developing nations, which is reflective of the desire of companies in these regions to retain trained staff in the face of increasing competition from overseas.
While both North and South American figures fell slightly, it was the Middle East that saw the largest drop in the value of the benefits in comparison to overall package. This was from previous highs of 38 per cent the year before to just over 32 per cent. However there is some evidence to suggest that this is more reflective of employers in that region shifting the emphasis in remuneration towards higher base salaries and away from allowances.
This relationship between benefits and base salary should not be ignored when considering the relative make up of employees’ remuneration. Whilst some regions continue to place more emphasis on either base salary or benefits, we have found that all regions are trending towards 72 per cent base salary and 28 per cent benefits.
Bon
uses
Bon
uses
Bon
uses
Bon
uses
Pens
ion
Pens
ion
Pens
ion
Hea
lthp
lan
Hea
lthp
lan
Hea
lthp
lan
Hea
lthp
lan
Car
/tra
nspo
rt/p
etro
l
Car
/tra
nspo
rt/p
etro
l
Car
/tra
nspo
rt/p
etro
l
Hou
sing
Hou
sing
Hou
sing
Hom
ele
ave
allo
wan
ce/fl
ight
s
Trai
ning
No
bene
fits
No
bene
fits
No
bene
fits
No
bene
fits
Mea
lallo
wan
ce
Hom
ele
ave
allo
wan
ce/fl
ight
s
Ove
rtim
e
Scho
olin
g
Mea
lallo
wan
ce
��
SECT
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ON
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FOR
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SECT
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TW
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ITS
SECT
ION
TH
REE
-IN
DU
STRY
EM
PLO
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TSE
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N F
OU
R -
ECO
NO
MIC
OU
TLO
OK
INDUSTRY BENEFITSREGIONAL BENEFITS
TOP BENEFITS BY REGION
0
10
20
30
40
50
0
10
20
30
40
50
0
10
20
30
40
50
0
10
20
30
40
50
0
10
20
30
40
50
0
10
20
30
40
50
0
10
20
30
40
50
0
10
20
30
40
50
0
10
20
30
40
50
0
10
20
30
40
50
0
10
20
30
40
50
0
10
20
30
40
50
0
10
20
30
40
50
0
10
20
30
40
50
0
10
20
30
40
50
0
10
20
30
40
50
0
10
20
30
40
50
0
10
20
30
40
50
0
10
20
30
40
50
0
10
20
30
40
50
0
10
20
30
40
50
0
10
20
30
40
50
0
10
20
30
40
50
0
10
20
30
40
50
0
10
20
30
40
50
0
10
20
30
40
50
0
10
20
30
40
50
0
10
20
30
40
50
0
10
20
30
40
50
0
10
20
30
40
50
0
10
20
30
40
50
0
10
20
30
40
50
EUROPE MIDDLE EAST
NORTH AMERICA SOUTH AMERICA
On average, benefits received by those working in Europe are valued at 16% of their total package.
On average, benefits received by those working in the Middle East are valued at 32% of their total package.
On average, benefits received by those working in North America are valued at 21% of their total package.
On average, benefits received by those working in South America are valued at 33% of their total package.
29% 2�% �9% �4% 8% 8% 43%
36% 2�% 32% �2% 8% �2% 30% 37% ��% 34% 22% 3�% �2% 28%
38% 22% 2�% 26% 23% �9% 2�%
Bon
uses
Bon
uses
Bon
uses
Bon
uses
Pens
ion
Pens
ion
Pens
ion
Hea
lthp
lan
Hea
lthp
lan
Hea
lthp
lan
Hea
lthp
lan
Car
/tra
nspo
rt/p
etro
l
Car
/tra
nspo
rt/p
etro
l
Car
/tra
nspo
rt/p
etro
l
Car
/tra
nspo
rt/p
etro
lH
ousi
ng
Hom
ele
ave
allo
wan
ce/fl
ight
sM
eala
llow
ance
Ove
rtim
eO
vert
ime
No
bene
fits
No
bene
fits
No
bene
fits
No
bene
fits
Mea
lallo
wan
ce
Ove
rtim
e
Hou
sing
Trai
ning
OIL & GAS SALARY GUIDE 2012�6
SECTION THREEINDUSTRY EMPLOYMENTOverafifthofallemployersexpectsalariestoincreasebymorethan�0percentinthenextyear.
�7
SECT
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SECT
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TH
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DU
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PLO
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TSE
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N F
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NO
MIC
OU
TLO
OK
The confidence in the staffing markets at the point the survey data was taken was particularly high, although it is worth noting that data was taken in September and October 2011, before the world economy started to falter around European concerns. Over a quarter of those surveyed expected an increase in staffing levels by 10 per cent or more, which is an unprecedented level of confidence since this survey first started. As 2011 came to a close, it is this confidence that is most at risk from depressed sentiment engulfing the media.
As mentioned earlier, the use of contractors has become more widespread in comparison to the year before. The use of expats continued to expand on the back of forecasted growth last year, and once again the market appears to believe it will grow again in 2012.
STAFFING LEVELS
020406080100
In the next 12 Months do you expect Staffing levels to:
What percentage of your staff is currently employed on a temp/contract basis
If your company employs contractors, please indicate in which areas:
What percentage of your workforce is currently employed on an expat package
How do you expect this to change in the next 12 months
How you expect this percentage to change in the next 12 months?
020406080100
In the next 12 Months do you expect Staffing levels to:
What percentage of your staff is currently employed on a temp/contract basis
If your company employs contractors, please indicate in which areas:
What percentage of your workforce is currently employed on an expat package
How do you expect this to change in the next 12 months
How you expect this percentage to change in the next 12 months?
020406080100
In the next 12 Months do you expect Staffing levels to:
What percentage of your staff is currently employed on a temp/contract basis
If your company employs contractors, please indicate in which areas:
What percentage of your workforce is currently employed on an expat package
How do you expect this to change in the next 12 months
How you expect this percentage to change in the next 12 months?
020406080100
In the next 12 Months do you expect Staffing levels to:
What percentage of your staff is currently employed on a temp/contract basis
If your company employs contractors, please indicate in which areas:
What percentage of your workforce is currently employed on an expat package
How do you expect this to change in the next 12 months
How you expect this percentage to change in the next 12 months?
020406080100
In the next 12 Months do you expect Staffing levels to:
What percentage of your staff is currently employed on a temp/contract basis
If your company employs contractors, please indicate in which areas:
What percentage of your workforce is currently employed on an expat package
How do you expect this to change in the next 12 months
How you expect this percentage to change in the next 12 months?
020406080100
In the next 12 Months do you expect Staffing levels to:
What percentage of your staff is currently employed on a temp/contract basis
If your company employs contractors, please indicate in which areas:
What percentage of your workforce is currently employed on an expat package
How do you expect this to change in the next 12 months
How you expect this percentage to change in the next 12 months?
CONFIDENCE THAT STAFFING LEVELS WILL CHANGE IN THE NExT 12 MONTHS
PERCENTAGE OF STAFF EMPLOYED ON A TEMPORARY OR CONTRACT ASSIGNMENT
AREAS IN WHICH CONTRACTORS ARE EMPLOYED IN OIL AND GAS
ExPECTATION THAT CONTRACTOR LEVELS WILL CHANGE IN THE NExT 12 MONTHS
PERCENTAGE OF WORKFORCE EMPLOYED AS AN ExPAT
ExPECTATION THAT ExPAT LEVELS WILL CHANGE IN THE NExT 12 MONTHS
Increasemorethan�0%
Increasebetween�-�0%
Increaseupto�%
Remainstatic
Decrease
Morethan20%
Between�-20%
0-�%
None
Increase
Remainthesame
Decrease
Engineering
Geoscience
Drilling
Construction/Installation
Projectcontrols
Always
Sometimes
Never
Increase
Remainthesame
Decrease
Increasemorethan�0%
Increasebetween�-�0%
Increaseupto�%
None
26.�%
2�.3%23.3%
2�%
4.3%
37.2%
29.6%
2�.9%
��.3%
4�.9%
37.8%
�6.3%
34.9%
2�.6%
20.6%
�8.9%
49.6%
43.6%
6.8%
INDUSTRY EMPLOYMENTSTAFFING LEVELS
0 20 40 60 80 �00
OIL & GAS SALARY GUIDE 2012�8
INDUSTRY EMPLOYMENTDIVERSITY & MOVEMENT OF WORKFORCE
This year we have seen an increase in the number of women working in the industry, however the pace of growth is not as quick as most would like. The percentage this year has risen to 7.8 per cent up from last year’s figure of 7.1 per cent. Sadly, to achieve parity with the wider general workforce in terms of gender diversity will take over 30 years at the current rate of growth.
We have noted a small decrease in the average age of those working in the industry from 36.5 down to 35.5 years old. This is consistent with the rest of our data, which shows that while there was a good level of new entries into the industry, many of these people were experienced staff from other industries. This has reduced the average level of experience in the industry; however it has had only a marginal effect on age.
DIVERSITY OF STAFF
Diversity of staff
Age Bracket
Based in country of origin
Diversity of staff
0 20 40 60 80 100
0
20
40
60
80
100
0
20
40
60
80
100
0
10
20
30
40
50
Diversity of staff
Age Bracket
Based in country of origin
Diversity of staff
0 20 40 60 80 100
0
20
40
60
80
100
0
20
40
60
80
100
0
10
20
30
40
50
GENDER IN OIL AND GAS WOMEN IN OIL AND GAS
Businessdevelopment
Projectcontrols
HSE
Supplychain
QA/QC
Construction/installation
Other
92.2% 7.8%
DEMOGRAPHICS
Diversity of staff
Age Bracket
Based in country of origin
Diversity of staff
0 20 40 60 80 100
0
20
40
60
80
100
0
20
40
60
80
100
0
10
20
30
40
50
Male
Female
-24
2�-2
9
30-3
4
3�-3
9
40-4
4
4�-4
9
�0-�
4
��-�
9
�0-�
4
6�+
4.3%�.6%
�6.9%
27.�%
�7.4%
2�.9%
�4%
�7.2%
�2.4%
8.9%
�0.2%
7.9%
�0.3%
�.�%
7.7%
3.�%
�.�%
�.�%
�.7%
Diversity of staff
Age Bracket
Based in country of origin
Diversity of staff
0 20 40 60 80 100
0
20
40
60
80
100
0
20
40
60
80
100
0
10
20
30
40
50
Male Female
WORKING AT HOME OR ABROAD
�7.3% 42.7%
2012
Home Abroad
�6%
7.4%
9%
6.2%
4.8%�.4%
��.2%
�9
SECT
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TLO
OK
INDUSTRY EMPLOYMENTDIVERSITY & MOVEMENT OF WORKFORCE
MOVEMENT OF THE WORKFORCE
Diversity of staff
Age Bracket
Based in country of origin
Diversity of staff
0 20 40 60 80 100
0
20
40
60
80
100
0
20
40
60
80
100
0
10
20
30
40
50
Diversity of staff
Age Bracket
Based in country of origin
Diversity of staff
0 20 40 60 80 100
0
20
40
60
80
100
0
20
40
60
80
100
0
10
20
30
40
50
�3.8% 46.2% 23.2% 76.8% 28.8% 7�.2% 33.�% 66.�% ��.6% 48.4% 88.4% ��.6% 29.2% 70.8% 27.2% 72.8%
28.3% 7�.7% 42.4% �7.6% �6.9% 83.�% 42.�% �7.9% 28.2% 7�.8% 20.7% 79.3% 29.3% 70.7% 27.3% 72.7%
Aus
tral
asia
Asi
a
Afr
ica
Euro
pe CIS
Mid
dle
East
Nor
thA
mer
ica
Sout
hA
mer
ica
Aus
tral
asia
Asi
a
Afr
ica
Euro
pe CIS
Mid
dle
East
Nor
thA
mer
ica
Sout
hA
mer
ica
IMPORTED WORKFORCE VERSUS LOCAL WORKFORCE
WORKING OVERSEAS VERSUS WORKING IN HOME COUNTRY
Importedlabour
Locallabour
Workingoverseas
Workinginhomecountry
Since the bottom of the recession in 2009 the number of people working overseas in oil and gas has been steadily increasing. This is consistent with employers having to search further afield to find the skills they require. However, there is still some way to go before the levels rise to those achieved in mid 2009 of over 45 per cent.
Last year we reported a quick exit from the downturn in Australia, and a corresponding sharp increase in the number of overseas candidates that came into the market to work on the country’s burgeoning LNG projects. This trend has continued with overseas workers now making up over 53 per cent of the market. Europe was the only other region to follow this trend as many of those imported skills previously retrenched through the downturn returned to take up roles in a rejuvenated labour market.
Elsewhere, trends showed a downwards movement regarding imports as localisation and home grown skills development programs started to come through. The regions showing the most changes were Africa, CIS and South America. In general this was accompanied by a reduction in age and experience as much of this recruitment was taking place with those at the entry level.
The graphs below represent the movement of candidates and how specific region’s nationals are working locally or overseas. So where we have seen the number of imports rise within the busy Australian market, we have also seen a great number of nationals returning home to take advantage of the high salaries. This was going against the trend elsewhere that saw a general drift overseas in search of better remuneration.
OIL & GAS SALARY GUIDE 201220
YEARS OF ExPERIENCE
INDUSTRY EMPLOYMENTExPERIENCE AND TENURE
Years of experience
Construction/instrallation geoscience
Time in current role 2011
0 20 40 60 80 100
0 20 40 60 80 100
0 20 40 60 80 100
0 20 40 60 80 100
0
5
10
15
20
25
FOR SPECIFIC DISCIPLINE AREAS
0-4years
�-9years
�0-�9years
20+years
Years of experience
Construction/instrallation geoscience
Time in current role 2011
0 20 40 60 80 100
0 20 40 60 80 100
0 20 40 60 80 100
0 20 40 60 80 100
0
5
10
15
20
25
36.3% 22.2% 20.9% 20.6%
Within last year’s survey we reported a sharp decrease in those with less than four years experience in the industry. This was consistent with a drop in recruitment for those with little or no experience and was reflective of the fact the industry was recovering from the recession of previous years. In 2012, the pool of available talent has diminished significantly and this has led many companies to employ new talent and seek to retrain.
As a result, the percentage of those with less than four years experience has grown from 20 per cent of the total workforce to just over 36 per cent. It is worth noting that in 2010 the figure was over 40 per cent when the market was arguably at its peak so we still have a small way to go before we hit that mark.
The picture becomes more pronounced when broken down by job function, with Geo-science and Subsea/Pipelines showing little change from last year, and in some cases edging up slightly in terms of average experience. However we have seen a reduction in construction/installation and project controls. Both disciplines are clearly project led and indicate that the project development space has attracted the most newcomers. In our experience this is where most skills can be transferred into oil and gas from other industries.
Construction/Installation
Projectcontrols
Geoscience
Subsea/Pipelines
0 20 40 60 80 �00
OIL & GAS INDUSTRY
2�
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TIME IN CURRENT ROLE
INDUSTRY EMPLOYMENTExPERIENCE AND TENURE
Tracking last year’s figures, tenure has remained static with just over 25 per cent of respondents possessing less than one year’s experience in their current role. Again this indicates a busy market with a great deal of hiring activity taking place.
Years of experience
Construction/instrallation geoscience
Time in current role 2011
0 20 40 60 80 100
0 20 40 60 80 100
0 20 40 60 80 100
0 20 40 60 80 100
0
5
10
15
20
25
Years of experience
Construction/instrallation geoscience
Time in current role 2011
0 20 40 60 80 100
0 20 40 60 80 100
0 20 40 60 80 100
0 20 40 60 80 100
0
5
10
15
20
25
Years of experience
Construction/instrallation geoscience
Time in current role 2011
0 20 40 60 80 100
0 20 40 60 80 100
0 20 40 60 80 100
0 20 40 60 80 100
0
5
10
15
20
25SOURCE OF NEW EMPLOYMENT
Lessthan�year
�-2years
3-�years
6-�0years
Morethan�0years
2012
2011
26% 2�% 28.7% �2% 8.3%
24.7% 23.8% 3�.�% ��% 9%
New
spap
er
Com
pany
web
site
Onl
ine
job
boar
d
Wor
dof
mou
th
Hea
dhu
nted
Age
ncy
Inte
rnal
Mov
e
Oth
er
8.�% �3% ��.�% 2�.3% �3.6% �3.6% 8.3% 6.6%
OIL & GAS SALARY GUIDE 201222
INDUSTRY EMPLOYMENTEMPLOYMENT MIx
Aside from the equipment manufacturers, the year saw a sharp rise in permanent staff as a percentage of the overall workforce. This trend continued year-on-year as companies sought to build up their core skills in a buoyant market. The increase in permanent staff was in some cases at the expense of temporary staff. However it should be noted that this does not signify a drop in contractor numbers, only a reduction in their share of the total employed.
Contracting companies and consultancies appear to have been most bullish, making a strong rebound on the back of a buoyant project market. Correspondingly there was less of a fall in the use of temporary contractors within these employers as they coped with extra workload.
Equipment manufacturers have reduced overall staffing levels and may be feeling the effects of the recent economic turmoil somewhat earlier in the project cycle than other companies.
Should this trend flow through to other parts of the industry, we would expect the use of contractors to rise in response to uncertainty around the general economy.
EMPLOYMENT MIx BY COMPANY TYPE
GLOBAL SUPER MAJOR OPERATORS
Global Super Major Operators
EPCM Equipment man.
Oil Field Services Consultancy
Contractor
0 20 40 60 80 100 120
Global Super Major Operators
EPCM Equipment man.
Oil Field Services Consultancy
Contractor
0 20 40 60 80 100 120
0 20 40 60 80 �00
Permanent
Permanent/part-time
Contracteddirect
Contractedthroughagency
PERCENTAGE CHANGE FROM 2011 TO 2012
GlobalSuperMajor
Operators
EPCM
Equipmentmanufacturers&Suppliers
OilFieldServices
Consultancy
Contractors
7.�%
0.7%
-3.3%
-4.9%
�.2%
0.2%
-0.2%
-�.2%
23
SECT
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YMEN
TSE
CTIO
N F
OU
R -
ECO
NO
MIC
OU
TLO
OK
INDUSTRY EMPLOYMENTEMPLOYMENT MIx
“the year saw a sharp rise in permanent staff as a percentage of the overall workforce”
Global Super Major Operators
EPCM Equipment man.
Oil Field Services Consultancy
Contractor
0 20 40 60 80 100 120
Global Super Major Operators
EPCM Equipment man.
Oil Field Services Consultancy
Contractor
0 20 40 60 80 100 120
Global Super Major Operators
EPCM Equipment man.
Oil Field Services Consultancy
Contractor
0 20 40 60 80 100 120
EPCM EQUIPMENT MANUFACTURER & SUPPLIER
OIL FIELD SERVICES CONSULTANCY
CONTRACTOR
8.6%
0.�%
-3.8%
-4.9%
-8%
-�.7%
�.4%
8.3% 7.3%
0.�%
-3.9%
-3.9%
-0.8%
�.3%
0.6%
-�.�.%
-6.8%
0.�%
0.6%
6.�%
OIL & GAS SALARY GUIDE 201224
SECTION FOURECONOMIC OUTLOOKItwasagoodyearfortheOil&Gasindustrywithconfidencebeingledbyarobustoilprice.
2�
SECT
ION
ON
E-
SALA
RYIN
FOR
MAT
ION
SECT
ION
TW
O-
IND
UST
RYB
ENEF
ITS
SECT
ION
TH
REE
-IN
DU
STRY
EM
PLO
YMEN
TSE
CTIO
N F
OU
R -
ECO
NO
MIC
OU
TLO
OK
As the market continued to heat up so did the concern for skill shortages. This has grown as a percentage of the overall sample from 28 per cent to over 30 per cent and now represents the largest concern of those in the industry.
0 20 40 60 80 100
0 20 40 60 80 100
0 20 40 60 80 100
0
5
10
15
20
25
Skillsshortages
Economicinstability
Environmentalconcerns
Safetyregulations
Immigration/overseasvisaprogram
Other
Security/safetycausedbysocialunrest
30.6%
29%
�3.3%
�0.�%
7.�%
8.3%
�.6%
EMPLOYER’S CONCERNS IN THE CURRENT EMPLOYMENT MARKET
OIL & GAS SALARY GUIDE 201226
ECONOMIC OUTLOOKINDUSTRY OUTLOOK
Employer’s confidence in the current employment market has seen a large increase in comparison to last year’s results, with the ‘very positive’ share up to 26.7 per cent from last year’s 9.7 per cent.
Whilst the majority of regions were experiencing solid growth this time last year, the Gulf of Mexico and the North Sea markets were still shaking off the effects of the recession, which consequently weighed down the overall average. Since the start of 2011, those markets came on line from a hiring perspective and this removed any negative sentiment in the market. A huge 73.5 per cent of the market is either positive or very positive. (Again it is worth noting that data was taken in the 3rd quarter of 2011, before the market experienced any negative sentiment.)
With regards to where individuals believe their operational focus will be in 2012, the Middle East again leads the way, although the percentage is down slightly in comparison to last year’s figures. A number of other regions followed this trend with only the North American and European markets showing an increase. This appears to be in line with the comments in previous sections regarding the pick up in activity in the Gulf of Mexico and the North Sea.
0 20 40 60 80 100
0 20 40 60 80 100
0 20 40 60 80 100
0
5
10
15
20
25
EMPLOYER’S CONFIDENCE IN THE CURRENT EMPLOYMENT MARKET
EMPLOYER’S GEOGRAPHICAL FOCUS OVER NExT 12 MONTHS OUTSIDE OF THEIR OWN REGIONAL AREA
Extremelypositive
Positive
Neutral
Negative
2012
2011
26%
24.7%
Cen
tral
Asi
a
East
Asi
a
Aus
tral
asia
Mid
dle
East
Nor
thA
mer
ica
Sout
hA
mer
ica
Afr
ica
�0.7%
0 20 40 60 80 100
0 20 40 60 80 100
0 20 40 60 80 100
0
5
10
15
20
25
0 20 40 60 80 100
0 20 40 60 80 100
0 20 40 60 80 100
0
5
10
15
20
25
26.7% �.7%46.8% 20.8%
9.7% 4�.�% 33.4% ��.8%
��.7% �0% 7.�% �0.2% 20.8% 8% 8% �3.�%
East
ern
and
Con
tinen
talE
urop
e
UK
and
Nor
ther
nEu
rope
27
SECT
ION
ON
E-
SALA
RYIN
FOR
MAT
ION
SECT
ION
TW
O-
IND
UST
RYB
ENEF
ITS
SECT
ION
TH
REE
-IN
DU
STRY
EM
PLO
YMEN
TSE
CTIO
N F
OU
R -
ECO
NO
MIC
OU
TLO
OK
EMPLOYER’S CONCERNS IN THE CURRENT EMPLOYMENT MARKET
ECONOMIC OUTLOOKMOST SIGNIFICANT ISSUES
As the market continued to heat up so did the concern for skill shortages. This has grown as a percentage of the overall sample from 28 per cent to over 30 per cent and now represents the largest concern of those in the industry. This is being felt most acutely in Australia and South America, the two hotspots in the world where local resources are most stretched. North America and Europe are following close behind.
Not surprisingly economic stability is also a concern at 29 per cent. It is only in Australasia with its booming market where this appears to be of lesser concern.
Moving the other way and slowly diminishing from people’s focus is environmental and safety concerns. We can only assume, as time passes by so does the memory of the oil spill in the Gulf, and the issues surrounding the cause of that event attract less attention.
This year we have included a new response which we have sought to gain an insight into, namely social unrest. As expected, we saw spikes in concern in both Africa and the Middle East. A comparison of data on this issue will make for interesting reading in subsequent years.
0 20 40 60 80 100
0 20 40 60 80 100
0 20 40 60 80 100
0
5
10
15
20
25
All
Africa
Asia
Australasia
CIS
Europe
MiddleEast
NorthAmerica
SouthAmerica
0 20 40 60 80 �00
Skillsshortages
Economicinstability
Environmentalconcerns
Safetyregulations
Immigration/overseasvisaprogram
Other
Security/safetycausedbysocialunrest
OIL & GAS SALARY GUIDE 201228
COUNTRIES WORLDWIDE 32
OFFICES WORLDWIDE 257
CONSULTANTS WORLDWIDE 7,620PERMANENT CANDIDATES PLACED LAST YEAR 60,000
ABOUT HAYS
PEOPLE PLACED INTO TEMPORARY ASSIGNMENTS LAST YEAR
190,000We are leading global experts in qualified, professional and skilled recruitment. Last year our experts placed around 60,000 candidates into permanent jobs and around 190,000 people into temporary assignments.
We employ 7,620 staff operating from 257 offices in 32 countries across 20 specialisms. We have market-leading positions in the UK, Asia Pacific, Continental Europe and Latin America.
29
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