Global Manpower Market Survey

Expectations for hires and pay rates in the oil and gas industry
Q1 | 2010
Contents
Introduction
Africa 1
Americas 2
Asia Pacific 5
Europe 7
Caspian 9
Australasia 11
Middle East 12
Regional Comparisons 13
Contacts 16
 Introduction
Once again, hundreds of qualified decision makers from our client base worldwide
contributed their comments and projections on what their manpower needs, rate
expectations and project activity will be for the first quarter of this year.

2010 marks not only a new year but a new decade, bringing with it a revived sense of optimism
throughout the oil and gas industry. Many regions are recovering well, though some continue
to feel the aftershocks of 2009’s market meltdown. Overall, year end economic reports were
more positive than anticipated, and the continued stabilisation of oil prices may be all the
footing the energy industry will require to gain critical momentum across the year.

The focus on hiring local talent remains as strong as ever, with many different and innovative
strategies for both recruitment and retention being deployed worldwide. Top talent remains
top talent, however nearly every region is anticipating skill shortages in certain areas for
which foreign personnel will be required. Those countries with the fastest economic recovery
may also find themselves back in familiar bidding wars for specialised skill sets.

For the time being, manpower rate and hiring projections are cautiously optimistic: nearly
60% of respondents expect rates to remain the same, though the majority also anticipates an
increase in headcount this quarter.

Global Regional Comparison

Salaries and pay rates Hires

Increase Decrease No Change

We hope you will find this edition of the Global Manpower Report a useful resource to guide
you through the early part of what is sure to be a very interesting year for the energy sector.
Sincere thanks to all survey respondents, without whose contributions we would not have the
basis from which to draft this report.

Ian M Langley
Group Executive Chairman
ilangley@airenergi.com
on behalf of Air Energi
 Africa
“
Your expectations as a region
Salary Recruitment

60%
With double digit 30%
50% 30%
20% 10%
growth expected for
2010, Africa may well Increase Decrease No change Increase Decrease No change

outpace many other

global markets. Regional Overview

”
Corruption, militant activity, personal safety issues and skyrocketing inflation continue to complicate
almost every aspect of energy operations in Africa, yet its vast reserves are for the moment well worth
the effort. With double digit growth expected for 2010, Africa may well outpace many other global
markets. A key focus here (and elsewhere) will be on the localisation of the workforce to the fullest
extent possible, supplementing with foreign expertise where required.

Angola
Angola continues to dominate the sub-Saharan African oil industry, with annual production volumes
nearly equaling that of Kuwait. The country’s blistering rate of economic growth has made its capital,
Luanda, the world’s most expensive city for foreigners for a second straight year, followed by Tokyo.
Despite the country’s $30 Billion USD oil exports, Angola remains caught in a tug of war between its
increasingly high cost of living and poverty, between the slow recovery from a decades-long civil war
and a fervent rush to develop its vast oil reserves and position itself as a credible member of the global
energy community. The Angolan government has recently announced a new oil industry recruitment
Africa

policy under which all oil companies must employ Angolans in all categories and posts at equal pay and
benefits as those of expats. Foreign employees may only be hired given authorization by the Ministry of
Petroleum. Deep water drilling, exploration and engineering expertise remains in high demand. Because
Angola’s GDP is so heavily reliant on oil exports, the country acutely felt the impact of 2009’s decline in
energy prices, yet is expected to rebound with a 10% increase in 2010 as the industry recovers.

Nigeria
As the 10th largest oil producer in the world, Nigeria continues to inch towards political and economic
stability. With its substantial oil and gas reserves, energy production growth outlook, and high
reserves-to-production ratios, Nigeria is well poised for recovery across 2010; however its economic
growth remains very much subject to the volatility of both commodity price fluctuations and militant
protest activity. The Niger Delta remains plagued by safety issues, further fuelled by recent questions
over the leadership of the country and stalled negotiations with national militants. Accommodation
shortages for production companies’ expat employees continue to be an issue in Lagos. Nigeria is
vastly endowed with other national resource deposits besides oil: mining and related primary processing
industries also figure prominently on the employment landscape. There continues to be overall skill
shortages for nationals where the demand for reasonably experienced local personnel remains high.
HSE expertise is currently in high demand.

1 www.airenergi.com © Air Energi 2010

 Americas
“
Your expectations as a region
Salary Recruitment

Local workforces 14% 57%

63% 32%
are universally 23% 11%

preferred, and should Increase Decrease No change Increase Decrease No change

be well supported by
cost conscious oil Regional Overview

”
corporations. The recovery of the Americas’ various economies continues into 2010, albeit at different rates
and triggered by different mechanisms. Local workforces are universally preferred, and should be
well-supported by cost conscious oil corporations. Manpower rate projections vary from country to
country, though back to back positive quarters, stable oil prices and increasing industry confidence
could once again swing everyone back into stiff competition and high rates.

Argentina
Economists speculate that Argentina may soon settle its 2002 defaulted debt with creditors, which
would render the country on much more solid economic footing. This, in combination with recent
international interest in its natural gas deposits could ignite a turnaround in the economy, though for the
moment the global market remains cautious of investing in Argentinean exploration and development
projects. For Q1 2010, the trajectory of employment opportunities for expats remains low, owing to a
Americas

combination of high unemployment rates, an ever growing local talent pool and stagnant employment
demand. Non-energy sectors (such as agriculture and motor vehicle production) are competing for
qualified local talent. HSE, cost control and general engineering disciplines remain in high demand,
however, primarily due to their easy transferability of skills across industries. Rates are expected to
remain flat at best, or decrease by approximately 10%.

Brazil
Brazil’s currency and stock markets made a strong rally in late 2009, providing clear indication that
its economy is indeed recovering from what has turned out to be a relatively brief recession. With
key indicators such as unemployment rates, inflation, and government immigration policy remaining
largely unchanged, the trends observed for the end of 2009 are expected to continue into early 2010.
Several exploration and development projects are underway in Brazil, each at differing stages. Strong
employment opportunities therefore exist for both locals and expats, though immigration controls,
local enterprise expectations, heavy union representation and high inflation rates make Brazil one of
the more difficult markets in which to place expat personnel. Brazil’s mining, nuclear and other energy
related industries continue to compete for much of the same talent. Nonetheless, a natural balance
seems to have evolved between local talent pool availability and skill set shortages, resulting in overall
steady market rates.

© Air Energi 2010 www.airenergi.com 2

 Americas
“
Canada
The oil industry’s recovery from the recession in Canada has been slow and measured, with 2010
looking very optimistic. Some companies with the financial depth and long-term vision have chosen to
progress with projects through the downturn, and have in turn reaped the benefits of a richer talent pool
Local workforces and immediate cost savings. The overall bounce back in employment needs and rates is therefore most
notable in certain sectors and within certain corporations, where demand for expertise is once again
are universally forcing employers to recruit international talent despite ongoing government immigration scrutiny and
controls.
preferred, and should
be well supported by Early 2010 will see many clients scramble to get their contracts and personnel needs realigned, with
many anticipating a significant increase in project requirements. Strong engineering and technical
cost conscious oil personnel are expected to remain in short supply, while designers (notably piping and electrical) are

”
corporations. among the largest talent pools currently available. In an effort to strike a more sustainable balance
between employment needs and project costs, many organisations are currently favoring client pressures
to keep employee rates to a modest flat to 3% increase. As industry momentum and competition picks
up, however, the pendulum may once again swing to the employees’ favour later in 2010.

Colombia
Despite economic turnarounds among its Latin American neighbours, Columbia remains deep in
recession as we enter 2010. Columbia is becoming increasingly protective of its local workforce as
unemployment rates remain high at about 12%. These concerns are being compounded by a lack of
foreign investment and an overall slowdown in project activity.

Outside of new infrastructure projects, there are few competing industries for highly technical experienced
Americas

skill sets, some of which are simply non-existent among Columbian nationals. Where specific skill sets
are in demand for certain projects, companies are finding it challenging to attract expats to a politically
unstable area that is also grappling with large scale government budgetary setbacks. As local base
rates have been forced down by around 10%, so expat base rates may face similar pressure to reduce;
however the market will determine if this happens as there are still other factors, such as personal
safety, which buoy up expat rates.

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“
Local workforces
are universally
preferred, and should
be well supported by
cost conscious oil
”
corporations.
Americas
© Air Energi 2010
Americas
USA
The trend towards using local labour continues into 2010 in the USA, though this is likely driven more
by cost efficiencies than actual manpower needs: it is simply cheaper to recruit local talent in terms of
interview, benefits and repatriation costs. Thanks to the recession, clients are taking advantage of the
larger local talent pool, a movement that is also underscored by ethical and sometimes contractual
responsibilities to ‘hire local’. Certain clients still have to recruit internationals with experience in specific
pockets, such as subsea and arctic environments, as well as individuals with 15 to 20 years experience.
Other key talent and resources remains safeguarded within smaller projects into 2010, an interesting
trend noted in late 2009.
Overall unemployment remains high in all sectors throughout the USA. Industry personnel with easily
transferable skills, such as safety, are faring better than others. And though the oil and gas industry
has buffered the recession relatively well, many clients are approaching manpower needs and rates
cautiously as we enter 2010, forecasting consistent rates across the year. Increasing interest in the
domestic shale gas market may prove to be a real paradigm shift across 2010, with early adopters such
as ExxonMobil investing significantly in US reserves and infrastructure.
Venezuela
The future for Venezuela remains uncertain. It remains highly dependent on oil revenues, which account
for roughly 90% of export earnings, 50% of the federal budget revenues, and 30% of GDP. Locals remain
the mainstay of the workforce, though large numbers of highly qualified Venezuelan nationals continue
to seek employment elsewhere, a trend which may increase in the wake of a financially turbulent 2009.
Recruiting both for expat placements within Venezuela and for transfer of nationals elsewhere can be
challenging due to ongoing media scrutiny and other regime-imposed restrictions. Manpower rates are
dictated entirely by the regime according to budgets and available funding. Given the recent turbulence
in the energy sector, an overall reduction can be expected over the next 12 months.
www.airenergi.com 4
 Asia Pacific
“
Your expectations as a region
Salary Recruitment

Governments across 6% 31%

87% 31%
Asia Pacific are 7% 38%

doing all they can

Increase Decrease No change Increase Decrease No change
to either entice or
regulate corporations Regional Overview

”
to hire local. In an effort to cut unemployment, governments across Asia Pacific are doing all they can to either entice
or regulate corporations to hire local; similarly, attractive incentives are being offered to candidates to
keep them working at home. The success of these programs, however, will largely be dictated by other
energy markets worldwide, where higher wages and more relaxed immigration policies make for an
easy transition to a better life abroad.

Indonesia
Indonesia’s conservative, localised approach to oil and gas recruitment and rates is yielding benefits:
the country’s open unemployment declined nearly 0.5% in 2009, putting some 380,000 Indonesians
back to work. Competition and retention remain key issues for experienced engineering and technical
talent both within the oil and gas industry and across other related sectors (such as mining and water
treatment). Given the option to hire local or international, most engineering companies operating in
Asia Pacific

Indonesia are choosing to hire local nationals to help reduce costs and keep projects within budget.
Foreign operators such as Technip are being forced to follow suit, offering lower salaries in order to
submit competitive bid packages. Though many of Indonesia’s petroleum reserves have matured and
are seeing a decline in production, investment in two of the country’s major as yet underdeveloped
fields is expected to increase in 2010, which could result in increased hiring activity. Areas expected to
be in high demand include civil and structural designers and project engineers.

Malaysia
The focus on local labour continues in Malaysia, driven by rising unemployment rates, high tax
brackets for expat employees, and higher wages offered to Malaysian nationals in an effort to keep
them working in-country. Government oil watchdog Petronas endorsed the higher wage for local talent
scheme in the hopes of staving off the exodus of local expertise to other projects worldwide; however
given the recent increase in activity in Abu Dhabi and Qatar, many Malays are now looking to the
Middle East and beyond for their next assignment. Expat workers are consequently reluctant to sign
off on contracts at these lower rates. The main competition for expertise among offshore operators and
EPC companies is occurring in Malaysia’s sophisticated petrochemical product and LNG industries.
Additionally, 2010 may see the launch of a new offshore installation in the eastern Sabah basin.

5 www.airenergi.com © Air Energi 2010


“
Governments across
Asia Pacific are
doing all they can
to either entice or
regulate corporations
”
to hire local.
Asia Pacific
© Air Energi 2010
Asia Pacific
Singapore
Heavy unemployment was prevalent in the manufacturing and production sectors (including oil and
gas) throughout Asia Pacific in 2009, however some countries are starting to make strong headway
towards recovery. Most notable is Singapore, whose resident labour force saw an impressive 3%
increase last year, though unemployment across most heavy industry sectors remains higher at 6.3%
overall. Companies and candidates alike seem to be hedging their positions at the outset of 2010,
even as more projects are opened (such as offshore LNG development), the usual merry go round
rotation of technical candidates has not been observed, likely due to persistently high unemployment
and flat rates. Companies are not knee jerk responding to candidate demand for higher rates even
though certain skill sets are in high demand opting instead to take a conservative approach to overall
project costs, paying particular attention to speculations on oil price stability. Current positions in highest
demand in Singapore include subsea and drilling engineers, technicians, project controls, production
operators, QA/QC managers / engineers and related.
Thailand
Thailand is taking a strong approach to recruiting and retaining local talent: corporations will capitulate
by attempting to reduce their expat staff by approximately 20% by the end of 2010 (replacing them with
Thai nationals), a trend that is consequently reflected by the reduced number of work permit applications.
Attractive government tax break incentives are being offered to Thai nationals and corporations in an
effort to keep local talent at home. However, whether valuable Thai expertise migrates or stays is largely
determined by language; those that speak good English tend to work elsewhere, lured abroad by higher
salaries. What the impact of Q4’s announcement to halt operations on Thailand’s biggest industrial
estate in the Rayong area remains to be seen, though there has been recent optimism that the dispute
may soon be resolved. For the moment, planners, procurement managers and HR managers remain
in high demand.
Vietnam
Like many of its Asia Pacific neighbours, Vietnam is also deploying aggressive ‘locals only’ economic
recovery tactics. Many clients are now specifically requesting Viet national and regional candidates to
field positions that were once strictly filled by western expats, likely driven by new, highly stringent work
permit regulations. These regulations require that all foreign worker documentation be legalised prior to
entry, a process that is proving to be both costly and extremely time consuming. Affected companies are
working with government ministries to obtain mechanisms for preferred treatment, thus shortening the
processing time. Positions in highest demand for early 2010 are those focused on the core engineering
disciplines required for project work.
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 Europe
“
Your expectations as a region
Salary Recruitment

Early indications 13% 48%

65% 35%
suggest a broader, 22% 17%

more future oriented Increase Decrease No change Increase Decrease No change

approach toward
development of the
Regional Overview

”
energy sector. The energy sector in Europe is showing signs of recovery, and early indications suggest a broader, more
future oriented approach toward development of the energy sector. Many industries are still plagued by
high levels of unemployment, but there are a number of technical positions that are in high demand.

Scandinavia
All signs point to a recovering economy for Scandinavia: consumer consumption is on the rise, growth
in public sector demand, higher exports and sustained levels of investment in the energy sector will all
contribute to 2010’s anticipated GDP growth. Unemployment rates are expected to flatten, though the
percentage of unemployed remains higher than in pre-recession years. Scandinavian countries are
expected to pay particular attention to the future of energy, devising new cost effective imperatives for
sustainability and energy efficiency in response to the world’s increasing demand for alternative fuel
technologies. Despite sometimes prohibitive political and economic hurdles to access new reserves,
energy demand is increasing sharply worldwide, which is expected to create a critical shortage of
skilled exploration workers. Shipbuilding and mining pose the greatest competition for engineers and
Europe

technicians among Scandinavian countries.

United Kingdom
The UK economy contracted marginally quarter on quarter throughout 2009, though the outlook is
brighter for early 2010. The UK’s large coal, natural gas, and oil resources have been declining for years,
yet energy industries still contribute about 4% to GDP. Job opportunities for both offshore and onshore
work are anticipated to increase despite the economic slowdown, thanks to an ageing demographic
within the energy industry. With nearly half the current workforce in the oil and gas industry expected to
retire over the next 10 years, energy companies and drilling contractors are anticipating a huge labour
shortage. Opportunities are expected to be abundant for both experienced and entry level workers to
find work in the energy sector. Current positions in highest demand include estimators, bid managers,
planners, cost controllers and other project controls personnel.

7 www.airenergi.com © Air Energi 2010

 Europe
“
Mainland Europe
The European economy gained significant momentum in Q4, though the recovery may slow somewhat
into 2010 due to lagging efforts to repair its banking system. With fallen pay rates, high unemployment,
and increasing client demand for cheaper albeit highly skilled labour, the recruitment industry is having
a difficult time finding the right talent from the right area at the right price. Given the global extent
Early indications of economic malaise, the challenge for recruitment companies will be to position themselves to the
suggest a broader, best strategic advantage for their clients, both near-term and for the future. Conventional bread and
butter industries such as construction and manufacturing remain in a slump, whilst public sector
more future oriented project activity has picked up significantly. Within the energy sector, an estimated 50% of oil and gas
approach toward professionals are expected to retire over the next 10 years, creating significant worker shortages.
2010 and beyond will also see several alternative technologies (such as offshore wind generation)
development of the gaining momentum, many of which are sure to poach talent from conventional energy projects and

”
corporations.
energy sector.
Europe

© Air Energi 2010 www.airenergi.com 8

 Caspian
“
Your expectations as a region
Salary Recruitment
Myriad campaigns 0% 67%
67% 0%
to hire local often 33% 33%

do not always yield

Increase Decrease No change Increase Decrease No change
the quantity and
calibre of talent Regional Overview

”
required. Unemployment remains a significant issue in the region, though myriad campaigns to hire local
oftentimes do not yield the quantity and calibre of talent required to keep the region’s many complex
projects moving forward. Companies are doubly penalised in hiring expats to fill key roles, what with
candidate expectations of higher salaries as compensation for the region’s harsh climate and living
conditions. Still, the region boasts some of the largest and longest running projects in the world, and
everyone seems to have found a formula for profitability despite the challenges.

Kazakhstan
Kazakhstan is still suffering somewhat from the global recession though it is starting to show signs of
recovery. With several projects ramping up in the oil and gas industry, most anticipate a healthy market
moving into the next quarter. The strict targets imposed upon energy projects last year have been
relaxed somewhat, projects that had been scaled down in early 2009 are picking up into 2010, and there
is significant offshore work anticipated for the coming months in particular surrounding the Kashagan
field, the world’s largest offshore oil field discovery since 1968.
Caspian

The demand for experienced offshore personnel will be high, with much of the work slated to go ahead
in the near future. The question is whether it will be Kazakh nationals or expats filling those needs:
the post-recession recovery effort has meant increasing pressure to hire from an already limited pool
of local candidates, which is in turn slowly driving up rates for locals. Expat rates remain among the
highest in the industry, as companies find themselves forced to compensate for Kazakhstan’s harsh
climate, long work rotations and remote geography.

Azerbaijan
Azerbaijan’s crude oil production rose by 13.5 percent in 2009. With a five-year track record for steady,
rapid growth, Azerbaijan’s economy is one of the more favourable in Central Asia. Similar to many other
parts of the world, there remains an ongoing demand for local workers; though unlike the rest of the
world, Azerbaijan’s strong economy and accompanying high inflation rates are serving to mitigate any
economic advantage to hiring local talent. The recent slowdown in expat recruitment is expected to
reverse into 2010 due to an ever-shrinking pool of qualified Azerbaijanis and a lack of new government
sanctioned grass roots projects. The difficulty for companies operating in Azerbaijan will be in setting
appropriate rates for expats (as compared to other neighbouring areas) and offset the country’s high
rate of inflation.

9 www.airenergi.com © Air Energi 2010

 Caspian
“
Russia
The whole of 2009 has been difficult for Russia with larger than expected losses in output and
employment. Downside risks remain prevalent with weak domestic demand and remaining structural
constraints. The slow progression in structural reforms has hindered industry; however the outlook
Myriad campaigns for early 2010 aided by higher oil prices and a commitment to accelerate modernisation should raise
productivity and revive the economy. Russia’s economic health will remain very tightly tied to the price
to hire local often of oil: a sharp drop will reduce inbound cash flow, resulting in a plunge in the ruble exchange rate.
do not always yield Judging by recent statements, Russian officials seem to think such a turn of events quite possible.

the quantity and Within the oil and gas industry, there is an ongoing demand for highly qualified and experienced project
calibre of talent managers and senior discipline engineers. Mining, extraction, heavy engineering and shipbuilding

”
continue to compete for most disciplines. Russian nationals in higher income brackets benefit from
required. Russia’s uniform individual income tax of a modest 13%. The rate for expats is significantly higher
at 30%, which, when coupled with harsh climate extremes, isolated locations and Russian business
practices creates challenges to living and working there.

Russia is also continuing its makeover into a better energy producing neighbour, having entered into
several cooperative intergovernmental agreements with Slovenia, Turkey, Bulgaria and Hungary. With
transport being a highly politically charged topic in the Caspian, it is noteworthy that Greece and
Russia have signed MoUs about the South Stream gas export pipeline.
Caspian

© Air Energi 2010 www.airenergi.com 10

 Australasia
“
Your expectations as a region
Salary Recruitment
Australasia may 68%
25%
68% 25%
find itself somewhat 7% 7%

isolated in its
Increase Decrease No change Increase Decrease No change
employment and
recruitment challenges
Regional Overview

”
throughout 2010. The health of Australasia’s economy has vigorously returned, with project work announcements,
industry stability and a strong Australian dollar all contributing to the region’s fast rebound from
recession. With a market considerably more vibrant than others worldwide, Australasia may find itself
somewhat isolated in its employment and recruitment challenges throughout 2010.

The Australasian market remains considerably upbeat with two major projects, Gorgon and PNG LNG,
being sanctioned to proceed into full execution and contracts being awarded to various EPCM and
construction organisations during Q4. In addition to these projects there are a further eight major oil
and gas projects in FEED stages due for sanction in 2010 and early 2011.

The decline in the mining sector also seems to have bottomed out. With the surge of redundancy
Australasia

activity a thing of the past, this industry group will only add to the increased level of competition for
scarce domestic resources, in particular within generic disciplines such as project controls, HSE,
quality, contracts and procurement.

While the strength of the Australian dollar against other currencies and the new 23AG tax laws are
now beginning to have a positive effect in drawing Australian talent back to the domestic market, it is
reasonable to expect a noticeable inflation in rates and employment costs in 2010.

In terms of timing, it is envisaged that by the second half of the year the “war for talent” mentality will
return to the region, and it will not be long before attrition becomes an issue for many major development
projects. This will create the need for creative bonus schemes, rota’s, and other measures to act as
attraction and retention tools.

11 www.airenergi.com © Air Energi 2010

 Middle East
“
Your expectations as a region
Salary Recruitment
Whether the region
24% 64%
will remain as 38%
38%
36%
0%

attractive to the huge

Increase Decrease No change Increase Decrease No change
segment of expats
comprising the
Regional Overview
population remains The humbling of one of the world’s most affluent economies continues into 2010: expats and nationals alike

”
have been forced to accept rate decreases and hold steady to their current post. With its lavish lifestyles
to be seen. a thing of the past, whether the region will remain as attractive to the huge segment of expats comprising
the population remains to be seen. The swift departure of so much key talent from the Middle East may
temporarily cripple industry until the economy more fully recovers.

Qatar
Following a period of consolidation in early 2009 and a welcome transition back to an employers market,
Q4 saw an increase in recruitment related activity in Qatar. Despite universal rate decreases, the fill rate of
key roles in the energy sector has improved markedly as has the ratio of offer to acceptance, due primarily
to slowdowns in other markets. The cost of living finally seems to have plateaued, and thanks to Qatar’s
Middle East

vibrant construction sector an increase in housing projects has helped offset the recent imbalance between
supply and demand. Though the nationalisation of roles continues apace, expats outnumber nationals by
a ratio of nearly 8:1, a trend which may prove difficult to reverse given the economy’s rapid growth and
the relatively small segment of nationals from which to recruit. Regardless of nationality, all employed
personnel in Qatar are holding their ground in the wake of the recent economic malaise. This, coupled with
the downturn in rates, has posed difficulties for companies to attract the right calibre of personnel. There
is still a strong focus on the exploration and production disciplines as the need to maximise existing fields
is increased, particularly with the moratorium placed on Qatar’s giant North Field.

UAE
There had been reports early in 2009 of an increasingly large volume of high level expat talent leaving the
jewel of the Middle East in search of brighter professional horizons. Then came the shocking announcement
of Dubai’s $26 billion debt on November 26, calling the city state’s very economic future into serious
question. With an estimated 80% of the population comprised of expats, the impact this crisis will have in
terms of the size and calibre of Dubai’s workforce remains to be seen, though it is estimated that thousands
of foreigners have been forced to leave already. For all of Dubai’s copious affluence, project cost controls
have become standard practice. Companies have already begun to hire increasing numbers of local
nationals and lower wage foreigners and are increasingly reluctant or unable to recruit westerners due to
their higher salary expectations. Competition for personnel among major operators and EPC companies is
therefore no longer for top tier western talent, but rather for locals and so-called ‘High Value Candidates’.
Many clients are requesting agencies to bid for international recruitment campaigns. Several major projects
are anticipated to ramp up within the UAE mid Q1, with the following disciplines highest in demand:
operations and maintenance, discipline engineers, project controls and marine technicians.

© Air Energi 2010 www.airenergi.com 12

 Regional Comparisons
Key Increase Decrease No Change

Africa Salaries and pay rates Hires

Americas Salaries and pay rates Hires

Asia Pacific Salaries and pay rates Hires

Australasia Salaries and pay rates Hires

13 www.airenergi.com © Air Energi 2010

 Regional Comparisons
Key Increase Decrease No Change

Europe Salaries and pay rates Hires

Caspian Salaries and pay rates Hires

Middle East Salaries and pay rates Hires

© Air Energi 2010 www.airenergi.com 14

The Air Energi Manpower Report © 2010
For more information on this report and its findings, please see information below.

Contributors
PR and Editorial: Ian Langley Research and Coordination: Chris Grundy Artwork and Distribution: Brooke Barton

15 www.airenergi.com © Air Energi 2010

 Contacts
Americas
Air Resources Americas LLC
2000 W. Sam Houston Pkwy S,
Houston, Texas, 77042, USA
Tel: +1 713 783 1471
Fax: +1 713 783 6114
americas@airenergi.com

Asia Pacific
Air Energi Group Singapore Pte Ltd
1 North Bridge Road,
#06-03/04 High Street Centre,
Singapore, 179094
Tel: +65 6511 1060
Fax: +65 6511 1050
asiapacific@airenergi.com

Australasia
Air Consulting Australia Pty
Level 18, Riverside Centre,
123 Eagle St, Brisbane,
QLD, 4000, Australia
Tel: +61 (0)7 3112 2714
Fax: +61 (0)7 3112 2601
australia@airenergi.com

Caspian
Air Energi Caspian LLP
8A Momyshuly St, 060002,
Atyrau, Kazakhstan
Tel: +7 712 235 4634/35
caspian@airenergi.com

UK, Europe & Africa

Air Resources Ltd
The Exchange, 3 New York St,
Manchester, M1 4HN
United Kingdom
Tel: +44 (0)870 112 9444
Fax: +44 (0)870 112 9445
europe@airenergi.com

Middle East
Air Resources Qatar
PO BOX 2953, Zone 18 Al Salata,
109 Jabr Bin Mohammed St,
Doha, Qatar
Tel: +00 974 446 0886
Fax: +00 974 443 8805
middleeast@airenergi.com

© Air Energi 2010 www.airenergi.com 16

© Air Energi 2010