Vacancy profile
We record the rank, vessel and flag, trading area, contract period, joining date, compensation parameters and critical requirements.
Crew recruitment
Targeted sourcing and initial screening of seafarers against the position, vessel type, experience, documentation, language requirements and planned joining date.
COMPASS CREW
From vacancy brief to an informed shortlist
Effective recruitment starts with a precise understanding of the role, vessel, contract and decision criteria, not with the mass forwarding of CVs.
We structure the requirements, separate mandatory criteria from preferences, conduct targeted sourcing and complete the first level of communication. For each relevant candidate we clarify experience, availability, basic document readiness and points requiring further review. The employer receives comparable, contextual information rather than an unfiltered collection of CVs.
SERVICE SCOPE
Consistent screening against agreed criteria
The individual actions are adapted to the role, while the core sequence remains the same: requirements, sourcing, initial assessment, clarification and presentation.
Sourcing strategy
We identify relevant candidate channels and priorities so that time is not spent on profiles that clearly fall outside the brief.
Initial interview
We clarify motivation, experience in rank, vessel background, communication ability, expectations and actual availability.
Requirements alignment
We compare confirmed experience with mandatory and preferred criteria and make any material gaps visible.
Readiness overview
We review declared validity dates of key documents, location, travel readiness and potential timing constraints.
Candidate presentation
We provide a structured profile, strengths, points for clarification and the materials agreed for employer review.
PROCESS
How recruitment progresses
Each move to the next stage is based on specific information. This limits unnecessary interviews and keeps attention on candidates who are genuinely relevant.
Brief
We receive the vacancy details, separate mandatory and preferred criteria, and agree the candidate presentation format.
Sourcing
We use available professional channels and candidate records and complete an initial relevance check.
Screening
We interview candidates and clarify experience, availability, expectations, document status and potential restrictions.
Shortlist
We provide selected profiles, coordinate the next interview and record the decision or request for further information.
INPUTS AND OUTPUTS
What is needed to start and what the employer receives
The more precise the initial brief, the less time is spent reviewing candidates who do not match the actual operational need.
Role description
Duties, level of responsibility, vessel, engine or cargo experience where relevant to the position.
Contract conditions
Indicative dates, duration, trading area, rotation format, agreed compensation parameters and special conditions.
Mandatory requirements
Minimum time in rank, relevant vessel type, documents, visas, language requirements or client-specific criteria.
Candidate profile
Structured professional data, current CV, availability, expectations and status of key information.
Comparison notes
A visible indication of criteria met, strengths, gaps and questions for the employer's next interview.
Decision coordination
Interview scheduling, feedback collection and status updates without replacing the employer's authority.
SCREENING QUALITY
Relevant assessment without unsupported guarantees
Recruitment reduces information uncertainty but does not replace the employer's technical interview, internal approval or final checks.
FACTS
We separate information supported by supplied materials from verbal statements and items that remain unconfirmed.
RELEVANCE
Experience is considered in the context of the role, vessel and operation, not solely by total years at sea.
CONFIDENTIALITY
Candidate information is shared only within the agreed process, and unnecessary sensitive data is not collected.
EQUAL PROFESSIONAL CRITERIA
Consistent job-related criteria are applied, and discriminatory requirements are not accepted.
EMPLOYER DECISION
COMPASS CREW presents relevant profiles but does not sign the contract or make the final employment decision for the client.
Inclusion on a shortlist is not a guarantee of employment or joining. Availability, documents and routes may change, so critical information is reconfirmed before the final decision.
FAQ
Questions about crew recruitment
Practical guidance on timelines, checks and candidate interaction.
How many candidates will be shortlisted?
The number depends on the position and market availability. Relevance is prioritised over an artificial target number of CVs.
Do you check references?
We can coordinate professional reference requests within a lawful scope where appropriate contacts and permissions are available.
Do you conduct a technical interview?
Initial screening does not replace the employer's technical interview. We can coordinate one with an authorised specialist.
What happens after a candidate is selected?
The process can continue with detailed document review, rotation planning and crew change coordination.
NEXT STAGES
Support after candidate approval
Recruitment can continue into administrative and logistics support or conclude with delivery of the candidate package to the client.
Crew management
Coordination of the profile, rotation, statuses and routine communication after the employment decision.
Documentation and compliance
A more detailed review of completeness, validity and consistency across the seafarer's documents.
Crew change support
Routing, tickets, transfers, instructions and coordination through to the planned joining stage.
RECRUITMENT REQUEST
Send the vacancy profile or a concise description of the need
Include the rank, vessel type, indicative joining date and key criteria. We will clarify missing parameters and propose the next practical step.
