It is March. Your third stew has handed in her notice, the boat is in the yard, and you have eight weeks to find, vet and train a replacement before the first charter. The captain asks who you want. The answer to that question is a process, not a hunch.
Define the Role Before You Advertise
Write the vacancy as a specification, not a wish list:
- Outputs — what this person must be able to deliver unsupervised by week six.
- Non-negotiables — valid STCW basic training, ENG1 or equivalent medical, seafarer documentation, right to work, visa reality (B1/B2, Schengen).
- Desirables — barista, floristry, wine, silver service, a second language, cabin-heavy experience.
- Fit — rotation or permanent, cabin sharing, season length, personality against an existing small team.
Sourcing and Screening
| Channel | Strength | Watch for |
|---|---|---|
| Reputable crew agency | Pre-screened, references checked | Agency pushes their own bench |
| Network / word of mouth | Known quantity | Loyalty bias; unverified claims |
| Direct applications | Cheap, wide | High volume, poor filtering |
Screen the CV for gaps, boat-hopping and vague titles. Verify certificates yourself; do not take a photo of a certificate at face value. Take at least two references from named chief stews or captains, by phone, and ask the one question that matters: would you take them back?
Interviewing
Interview against evidence, not charm. Use behavioural questions — ask for a real past example, not a hypothetical.
- Tell me about a time a guest complained about your work. What did you do next?
- Describe your cabin turnaround, step by step.
- Tell me about a time you did not get on with someone in your team.
Score candidates on a simple matrix (technical, service instinct, resilience, teamwork, honesty). Involve the crew member who will work most closely with them. Keep interview notes factual and neutral — they may be read later, and data protection obligations apply to candidates too.
Onboarding the First Week
The first week decides retention. Do not leave it to whoever is free.
| Day | Focus |
|---|---|
| 1 | Safety first: muster station, alarms, safety familiarisation under the SMS; then cabin, tour, keys, phones |
| 2 | Standards manual, SOPs, stowage, chemicals and hygiene |
| 3 | Shadow a turnaround; supervised, not tested |
| 4-5 | Own a small area with a named checker |
| 6-7 | Formal check-in: what is unclear, what is missing |
Onboard Notes
- Safety familiarisation is not optional and is not yours to skip because the guests arrive tomorrow. It is an SMS requirement; the captain and the safety officer own the process.
- Hire for attitude at junior level and for evidenced capability at senior level. You can teach a napkin fold; you cannot teach someone to care.
- If you are unsure at interview, you already have your answer. A wrong hire in a four-person team costs an entire season.