ExxonMobil FPSO Programme
For multiple FPSO builds — Yellowtail, Uaru, HH, Longtail and others — KUTA, as a key supplier, delivered nearly 50 Chinese and international owner's representative engineers.
Project Background
The client had been awarded the detailed design and part of the construction scope for converting a VLCC into an FPSO, and the schedule was compressed by around four months after upstream changes to vessel availability. The programme covered shipyard conversion, module fabrication and the subsequent offshore integration phase, calling at peak for mid-to-senior people across structures, coating, outfitting and mechanical, electrical and instrumentation disciplines, all of whom had to accept shipyard site management and offshore working arrangements. The client's in-house team could not close the gap in the short term, while traditional permanent hiring could not match a 12-month project cycle.
Client Challenges
- Four months were cut from the schedule, and core discipline specialists had to be on site for shipyard induction training within six weeks
- Permanent hiring alone could not match the 12-month project cycle; the client required a Contract model with flexible release clauses
- Roles spanned structural design, site construction, quality and HSE disciplines that no single sourcing channel could cover
- Candidates had to accept offshore work, shift rotations and compliance requirements covering overseas insurance, visas and more
- The client had no dedicated in-house team to handle employment contracts, payroll administration and host-country insurance for expatriates
KUTA's Approach
Dedicated search pods delivering in parallel by discipline
Four search pods were formed for structures, outfitting, M&E&I and QA-QC, proactively reaching candidates from offshore shipyards and EPC supplier talent pools rather than relying on simple keyword searches.
Contract commercial terms agreed up front
Uniform rates, overtime, shift allowances and release clauses were settled in advance; candidates signed their project-based employment agreements before joining, preventing mid-project exits over commercial disputes.
Batch background vetting and certification pre-screening
Every offshore-bound individual was vetted and had certificates (BOSIET, fire-fighting, fall protection, etc.) verified, keeping induction-training dropout within budget.
End-to-end mobilisation support
KUTA handled localised employment contracts, visa and work-permit advice, overseas insurance, payroll administration and travel and accommodation arrangements, leaving the client's project team with zero administrative burden.