Guyana is now one of the fastest growing oil provinces in the world. From first production in 2019, the ExxonMobil operated Stabroek Block has scaled to around 900,000 barrels of oil per day across four FPSOs, with more developments sanctioned and under construction. That pace has created intense, sustained demand for oil and gas talent at every stage of the project lifecycle.
This guide explains how recruitment requirements change from Front End Engineering Design through fabrication, commissioning and operations in Guyana, how the Local Content Act shapes hiring, and how a specialist recruitment partner helps operators and contractors mobilise the workforce they need.
Why is Guyana such a significant oil and gas market?
Guyana has scaled from first oil in 2019 to about 900,000 barrels per day in 2026, with a pipeline of sanctioned developments targeting roughly 1.7 million barrels per day from eight FPSOs by 2030. Few basins in the world are growing this fast, which drives continuous demand for skilled talent.
The Stabroek Block has delivered a series of large, complex deepwater developments at a pace that stands out globally. ExxonMobil Guyana operates the block with a 45 percent interest, alongside Hess, now part of Chevron following its 2025 acquisition, with 30 percent, and CNOOC with 25 percent. Together, the partners have committed tens of billions of dollars across the sanctioned projects.
Four FPSOs are already producing: Liza Destiny, which started up in 2019, Liza Unity, Prosperity in the Payara field, and One Guyana in the Yellowtail field, the largest FPSO on the block to date. Further projects including Uaru, Whiptail and Hammerhead are sanctioned or under construction, each adding substantial capacity as they come online through the rest of the decade.
For operators, contractors and service companies, this creates a rare situation. Rather than a single project cycle, Guyana offers a rolling sequence of developments, which means talent demand is sustained across FEED, fabrication, commissioning and operations more or less continuously.
How do recruitment needs change across the project lifecycle?
Demand moves in stages. FEED needs specialist engineers, EPC and fabrication need construction and trades at scale, commissioning needs completions and controls specialists, and operations needs a stable, increasingly Guyanese workforce.
1. Concept and FEED: engineering precision
The early phases of each new development are defined by feasibility work and Front End Engineering Design. These stages require highly specialised process, subsea, marine and mechanical engineers, plus project planners and cost estimators. Because each Stabroek FPSO builds on lessons from the last, engineers who understand the block design philosophy and standards are particularly valuable.
The strongest candidates tend to be those who have already carried a deepwater or FPSO project from FEED into execution. In Guyana, that experience helps keep back to back projects moving at pace without repeating past mistakes.
2. EPC and fabrication: where projects are delivered
During Engineering, Procurement and Construction, workforce demand rises steeply. FPSO hull and topsides fabrication, subsea manufacturing and installation, and the supporting supply chain draw on construction managers, site supervisors, QA and QC specialists, welders, fitters and HSE professionals.
Fabrication for Stabroek FPSOs takes place across major international yards, so recruitment spans multiple countries and standards. Quality oversight and practical, hands on experience matter enormously here, because execution risk is highest as several work fronts ramp up at once.
3. Commissioning and start up: technical integration
As each FPSO and its subsea systems are integrated, commissioning engineers, instrumentation and controls specialists and completions teams become the priority. This is one of the most talent constrained phases anywhere, and Guyana is no exception, with strong competition for commissioning leads who can manage completions and handover under schedule pressure.
ExxonMobil’s track record of ahead of schedule start ups on the block shows how valuable experienced commissioning teams are, and how much depends on getting this phase right.
4. Operations and maintenance: sustaining performance
Once producing, each development needs a stable workforce for safe, reliable operation. Operations managers, offshore technicians, mechanical and electrical maintenance staff, and integrity and inspection specialists become central. With several FPSOs running in parallel, the operations workforce in Guyana keeps growing, and workforce planning increasingly focuses on localisation, training and retention.
Scaling a team for a Guyana project? Talk to the WRS oil and gas team about mapping talent needs from FEED through to operations.
How does the Guyana Local Content Act affect hiring?
The Local Content Act requires operators and contractors to prioritise Guyanese nationals and Guyanese owned businesses. Guyanese nationals already make up the large majority of the Stabroek workforce, so compliant hiring means blending international expertise with strong local recruitment and training.
Guyana Local Content Act sets clear expectations for the participation of Guyanese workers and suppliers in the oil and gas sector. Guyanese nationals already represent well over two thirds of the Stabroek workforce, and thousands of local businesses are engaged in the supply chain, reflecting a deliberate drive to keep more of the value in country.
For recruitment teams, this means every workforce plan has to combine two things: experienced international specialists to de-risk delivery, and a structured approach to recruiting, developing and retaining Guyanese talent. Investment in training and knowledge transfer is not optional; it is central to compliance and to long-term operational stability.
What staffing models work best for Guyana projects?
A blend of contract and permanent hiring. Contract staffing scales the workforce through fabrication, installation and commissioning, while permanent hires anchor long-term operations, leadership and local capability.
The back-to-back cadence of Stabroek developments makes flexibility essential. Contract and project-based hiring carries the load through construction and commissioning peaks, while permanent recruitment builds the stable operations core and supports the local content commitments that underpin each project.
- Contract and project hires: engineering surge support, fabrication oversight, offshore installation crews, commissioning specialists.
- Permanent hires: operations leadership, maintenance and integrity teams, HSE, and Guyanese talent developed for the long term.
- Managed solutions: end-to-end workforce support across mobilisation, compliance and payroll for cross-border teams.
How WRS supports oil and gas recruitment in Guyana
Worldwide Recruitment Solutions is a specialist oil and gas recruitment partner with deep experience across offshore, FPSO and deepwater developments. We help operators, EPC contractors and service companies secure the right people at every stage, from FEED engineering through fabrication, commissioning and operations.
We understand the local content expectations that shape hiring in Guyana, and we support flexible staffing models including contract, permanent and managed solutions. That lets us help you blend international expertise with Guyanese talent development, and mobilise people quickly as your project moves from sanction to first oil and into steady operation.
Building your team for a project in Guyana? Get in touch with the WRS oil and gas team today.
Frequently asked questions
How large is Guyana oil production now?
Production from the Stabroek Block reached around 900,000 barrels per day in 2026 across four FPSOs, with sanctioned developments targeting roughly 1.7 million barrels per day from eight FPSOs by 2030.
Which roles are hardest to source for Guyana oil and gas projects?
Experienced deepwater and FPSO specialists are in highest demand, especially in subsea engineering, construction management, commissioning, controls and offshore operations, along with skilled local trades as projects scale.
What does the Guyana Local Content Act require?
It requires operators and contractors to prioritise Guyanese nationals and Guyanese owned businesses. In practice, this means blending international expertise with strong local recruitment, training and supplier engagement.
What staffing model suits a Guyana project?
A combination usually works best. Contract and project hiring scales the workforce through fabrication, installation and commissioning, while permanent hires build the stable operations core and support local content commitments.
How can a specialist recruitment partner help mobilise talent to Guyana?
A specialist partner such as WRS provides access to international talent pools, deepwater and FPSO expertise, local content knowledge and compliance support, enabling faster and more reliable workforce deployment from FEED to operations.
