One position or a complete crew
The recruitment scope follows the actual request
Crew solutions for shipowners and maritime employers
Recruitment of individual officers and ratings, candidate groups or a complete crew for a specific vessel, contract and joining date — with clear status reporting, key-data screening and coordination of the next agreed steps.
Profile and structured shortlist
Candidates are presented against agreed criteria
Documents and availability
Key statuses are clarified before presentation
Interview and joining support
We coordinate communication and agreed stages
B2B CREWING SUPPORT
Not a CV database, but a managed search for a specific vessel
Effective recruitment starts with a precise vacancy profile rather than reviewing dozens of unrelated applications. Vessel type, trading area, crew composition, contract terms, experience, documents, English level and joining date should be aligned before the search begins.
COMPASS CREW structures the request, separates mandatory criteria from preferences, conducts initial screening and presents relevant profiles with current status information. This reduces unnecessary communication and helps the employer move faster to a professional interview and decision.
The final employment decision, contractual terms and fitness for duty remain the responsibility of the employer and other authorised parties. Our responsibility is the agreed scope of search, information screening and coordination.
SHIPOWNER SUPPORT
Vacancy profile, candidates, documents and deadlines in one controlled workflow.
WHO WE SUPPORT
A cooperation model for different maritime businesses
The contracting party and scope of responsibility are agreed separately, while the working logic remains consistent: a clear brief, verified criteria and structured communication.
Shipowners
Recruitment of professionals and teams against vessel profile, flag, route and operating schedule.
Vessel operators
Support for planned rotations, urgent replacements and candidate coordination across managed vessels.
Crew and ship-management companies
Additional capacity for sourcing, initial screening, status checks and shortlist preparation.
Maritime employers and contractors
Recruitment for agreed marine projects, service teams and specialised assignments.
REQUEST TYPES
From one candidate to systematic crew deployment
The scope may cover sourcing only or include additional stages such as status checks, interview coordination, documentation and crew-change support.
Single position
Search for one professional by rank, vessel type, experience and availability.
Candidate group
Recruitment of several professionals for one vessel, a fleet or a defined rotation period.
Complete crew
Building an agreed crew composition while considering profile compatibility and the joining schedule.
Planned rotation
Early replacement search, availability updates and alignment of document validity.
Urgent replacement
Accelerated search against realistic criteria, with any incomplete or pending checks clearly identified.
Joining support
Coordination of agreed documentation, communication and organisational steps until handover to the responsible party.
REQUIRED INPUT
Information needed to start an accurate search
The more precise the initial brief, the fewer irrelevant profiles and repeated clarifications. The following is the recommended minimum for a B2B request.
Company and contact
Legal or operating name, responsible person, email, phone number and preferred communication channel.
Vessel or project
Vessel type, flag, key technical particulars, trading area and operational features that affect candidate selection.
Ranks and quantity
Exact ranks, number of candidates, team composition and priority of each position.
Contract terms
Expected contract length, salary or range, work pattern and other material terms.
Joining date and place
Planned date, port or region, acceptable arrival window and the criticality of the deadline.
Experience and competence
Minimum rank and vessel-type experience, equipment, engine, cargo or operation-specific requirements.
Documents and approvals
Required licences, endorsements, flag documents, STCW certificates, medicals, visas and other lawful requirements.
Language and communication
Required English or other working-language level and the interview format.
Route and restrictions
Visa, transit or nationality restrictions only where required by route, flag or other lawful conditions.
Decision and reporting
Who interviews, who makes the final decision, preferred shortlist format and feedback timeline.
WORKFLOW
Six stages from brief to an agreed candidate
The process may be shortened or expanded depending on urgency, number of positions and the agreed screening scope.
Request intake
We record the contact, vessel, positions, deadlines, criteria and expected result.
Profile validation
We remove contradictions, separate mandatory and preferred criteria, and agree the working format.
Sourcing and screening
We select relevant CVs and clarify experience, availability, contacts and key professional information.
Shortlist preparation
We present structured profiles with document, availability and pending-item status.
Interview and decision
We coordinate communication, questions, results and timely feedback to both sides.
Next-step preparation
After approval, we align documents, instructions, timing and handover to responsible participants.
DELIVERABLES
What the employer receives
The package depends on the agreed scope, but each profile should answer three questions: why the candidate is relevant, what has been confirmed and what remains to be checked.
- Current CV and a concise professional candidate profile
- Match against rank, vessel type and minimum experience
- Availability date, current location and contact status
- Key-document list with available expiry information
- English level and result of initial communication
- Clearly identified pending checks, risks or additional questions
- Interview, decision and agreed next-action status
RESPONSIBILITIES
What we do — and what we need from the client
Clear roles protect timelines, selection quality and accurate communication with candidates.
COMPASS CREW
- Structures the request and vacancy criteria
- Organises sourcing and initial screening
- Clarifies professional data and availability within the agreed scope
- Prepares the shortlist and coordinates interviews
- Updates statuses and records open questions
- Supports agreed organisational stages
Client / employer
- Provides accurate, lawful and consistent requirements
- Confirms contract terms and responsible contacts
- Conducts interviews and provides timely feedback
- Makes the final candidate decision
- Ensures employer, flag, route and joining procedures under its responsibility
- Communicates changes to vacancy, dates or terms without delay
CONFIDENTIALITY AND COMPLIANCE
Professional information is used only for the defined purpose
During recruitment, we follow a data-minimisation approach, avoid requesting information unrelated to the vacancy and clearly identify the limits of available checks.
Controlled access
CVs and personal information are shared only with participants involved in the specific request.
Checks within authority
Document status, references and professional information are clarified lawfully and within the agreed scope.
No false guarantees
Recruitment and shortlisting do not guarantee employment, visa issuance, flag approval or actual joining.
Official channels
Commercial and operational matters are agreed through official COMPASS CREW contacts and designated representatives.
RELATED SERVICES
Choose the required level of support
A recruitment request may be supplemented by profile management, documentation checks or crew-change coordination.
01
Crew recruitment
Sourcing, initial screening and a shortlist against an agreed profile.
→02Crew management
Rotations, status tracking, personnel information and operational communication.
→03Documentation and compliance
Document completeness, validity and relevance to the specific request.
→04Crew change support
Availability, routing, instructions and sign-on/sign-off coordination.
→05All services
COMPASS CREW
→FAQ
Common questions from shipowners
These answers describe the basic approach. The exact scope, timing and commercial terms are agreed after reviewing the brief.
Can you recruit a complete crew?
Yes. A request may cover one position, a candidate group or an agreed crew composition. A realistic schedule depends on vessel type, number of positions, terms and joining date.
Do you support urgent replacements?
Yes, provided critical requirements, terms, route and decision-maker are confirmed quickly. Any item that has not completed the full checking process is clearly identified.
How long does recruitment take?
Timing cannot be determined by rank alone. Vessel type, scarcity of experience, documents, budget, geography, urgency and employer feedback speed all affect the search.
What checks do you perform?
The scope is agreed separately. It commonly includes identity and contact confirmation, sea service, rank experience, availability, key documents and professional references where lawfully available.
Who makes the final decision?
The final decision always belongs to the employer or its authorised party. COMPASS CREW organises sourcing, information preparation and communication.
Can we receive regular status reports?
Yes. Frequency, format and content are agreed at the start, such as candidate lists, interview status, open questions and next deadlines.
How are fees and terms agreed?
The commercial model depends on position volume, profile complexity, deadlines and support scope. A proposal is prepared after the structured request is reviewed.
How is candidate data shared?
Through agreed official channels and only to the extent required for candidate consideration and related organisational steps.
RECRUITMENT REQUEST
Describe the vessel, positions and planned joining date
In the form below, provide the company, contact person, vessel type, required ranks, contract terms, key requirements and preferred candidate-delivery timeline. We will review the request and contact you to clarify the scope.
Accurate vacancy criteriaResponsible contact personPlanned joining date and place
