Replacing one contractor can cost the equivalent of 6 to 9 months of salary.

Much of that cost is avoidable. Every time a contractor leaves early, you are not just replacing a person. You are absorbing the cost of delay, re onboarding, and lost productivity.In offshore environments, that impact is felt immediately. Projects rely on continuity, and even short gaps can create pressure across teams and timelines.

At Cammach, the focus is on reducing that risk before it happens.

That starts with taking the time to properly understand how teams operate, what is expected on site, and what type of individual will work well in that environment. It is not just about skills on paper, it is about how someone fits into the team, the rotation, and the way the project is run.

A recent example highlighted how quickly issues can arise when expectations shift.

We supported an essential offshore LOLER role where terms were clearly agreed at the outset. Over the course of a few trips, those terms changed multiple times, including adjustments to hours and day structure at short notice. By the final trip, this created uncertainty for the contractor and risk to delivery. Our team worked closely with both the client and their end client to resolve the situation. Without that intervention, there was a real risk the contractor could have stepped away, leaving the team unable to carry out work with no immediate replacement, impacting the project and the client’s reputation.

Through discussion, it became clear the challenge was not intent, but experience in managing the personnel side of offshore delivery. Once expectations were reset and communication improved, the situation stabilised.

Getting the match right first time goes beyond technical capability. It is about rotation, expectations, team fit, and site conditions. This is where early attrition is either prevented or created.

We also see consistently that retention is driven by how well the

We also see consistently that retention is driven by how well the basics are delivered:

     • Clear communication around bookings and extensions

     • Accurate and reliable payroll

     • Consistency between what is offered and what is delivered on site

When this is in place, people are more likely to complete assignments, perform well, and return for future work. For clients, that means fewer repeat hires, stronger continuity, and less disruption to delivery. The long term saving is not in reducing recruitment cost. It is in avoiding the cycle of replace, re onboard, and recover.

Retention is one of the most effective ways to control cost and maintain stability across projects and teams. Clear expectations at the outset, and sticking to them, makes a significant difference.