Salary Survey & Benchmarking Case Study: Offshore Floating Energy and Mooring Systems Company
Business Type: Offshore Floating Energy and Mooring Systems Company
Locations: UK
Roles covered in the Salary Survey: Engineering, Project Engineering, Project Management and CAD
Key stakeholders: Managing Director and Director
Faststream Recruitment Representatives: Nic Jones, Group Marketing Director and Laura Warner, Lead Recruitment Consultant
An established UK-based company specialising in offshore floating energy and mooring systems approached us for support. The project was led by their Managing Director and Director, working with our Senior Consultant, Laura Warner. As an existing client, they returned to us with a new challenge that required deep market insight.
The Challenge
The client needed a detailed understanding of current salary benchmarks across the Renewables and Traditional Marine Engineering sectors. Their focus was on roles within Naval Architecture, Civil/Structural Engineering, and Mechanical Engineering, including specialisms in Engineering, Project Engineering, Project Management, and CAD.
They were seeking data that would help them:
Address internal questions around pay competitiveness
Support retention and attraction strategies
Gain clarity on hybrid and flexible working trends across the market
The Solution
We designed and delivered a tailored Salary Survey, underpinned by our in-house salary data and industry expertise.
The project included:
A bespoke survey focusing on the client’s role types and engineering disciplines
Analysis of salary ranges across both Renewable and Traditional sectors
Insight into hybrid and flexible working trends to support future workforce planning
The survey was built to answer the client’s key questions, allowing them to benchmark against similar businesses and roles within the UK market.
The Results
The salary survey delivered immediate value:
Informed Pay Decisions: The client adjusted salary bands to better align with market expectations
Improved Retention Strategy: Key salary insights supported improved retention initiatives, reducing the risk of attrition
Competitive Advantage: The data allowed the client to strengthen their EVP (Employee Value Proposition) and remain competitive in a challenging talent market
Future-Proof Planning: Trends in hybrid and flexible working helped shape internal policies for a more attractive working model
By providing clarity and confidence around pay and benefits, the salary survey became a critical tool for strategic HR and leadership decisions.
What next?
We help businesses like yours make smarter, data-driven decisions about pay and benefits. Let’s work together on your next salary survey.
Please complete your contact information in the form below:
Latest Insights
View All Insights
Budget Smart Hiring with RPO: A Finance-Led Guide to Predictable Recruitment Spend
Hiring budgets are easier to manage when maritime recruitment activity is planned, measured, and reported consistently. For many finance leaders, the challenge isn’t simply the recruitment fee; it’...
Singapore Maritime Recruitment Update 2026
Singapore continues to set the pace as one of the world’s most competitive and strategically important maritime talent markets. Hiring is steady, but the tone has shifted: organisations are making ...
Maritime skills-based attraction: Sell problems to solve and skills to build
Most job adverts are written to filter people out.In 2026, the best ones are written to pull the right people in by showing the problems they’ll solve, the skills they’ll build, and the future val...
Closing capability gaps in maritime when permanent headcount isn’t the answer
There’s a familiar pattern in maritime leadership teams. A priority initiative goes live. A key person becomes unavailable. A transformation programme hits the point where specialist depth is no lo...
Your EVP needs to match year one - or people leave fast
If you want a quick reality check on your EVP, ask this: Would a new joiner say your recruitment story matched their first 90 days? Because in 2026, the risk for maritime employers often isn’t tha...
The Maritime Workforce Gaps That Could Jeopardise Your 2026 Plan
If there is one factor that will shape your 2026 plan, it is this: having the right people ready, in the right roles, at the right time. It is an uncomfortable truth in maritime. Demand shifts fast...
What does it mean to be an AI-literate maritime leader in 2026?
AI is becoming part of everyday maritime leadership. In our Senior Maritime Executive Report,AI usage rose from 26% in 2023 to 68% in 2025. The same report shows that only 10% of executives feel ve...
Maritime Workforce Forecast 2026: What It Means for Your People Strategy
What will your maritime workforce look like in 2026, and are you ready for it? That’s the question behind our new Maritime Workforce Forecast 2026: Building a Human-Plus Maritime Workforce in an AI...
What is one skill you want to learn in 2026?
The start of a new year often brings a renewed mindset and fresh aspirations. Many people set resolutions, only to feel the pressure of maintaining big commitments. When goals become overwhelming,...
Employer of Record (EOR) – Myths vs Facts for Maritime Businesses
Employer of Record (EOR) solutions are becoming a key part of maritime workforce strategy, but misconceptions still surround what they actually do. Some see EOR as a quick fix for hiring, while oth...
Why Great Maritime Candidates Go Unnoticed, and How to Change That in 2025
In the competitive maritime sector, even highly qualified candidates can go unnoticed. A well-presented application and strong visibility to recruiters can make a real difference in your job searc...
Regulate Your Hiring Spend with Employer of Record (EOR)
Rising costs, unpredictable project cycles, and global workforce shortages are pushing maritime leaders to rethink how they hire. Balancing financial control with the need for flexibility is no sma...