superyacht crew rotation

Crew Rotation In The Superyacht Industry – Part II

• Capt. Malcolm Jacotine
• October 28, 2020

Following our last post and feedback, we take a deeper look at rotation. We believe the benefits for crew are well understood, so in this piece we focus mainly on how rotation can improve yacht ownership and whether the benefits outweigh any additional costs involved?

With traditional leave arrangements, crew normally take their accrued leave at the end of a contract if a seasonal job or, when a yachts program allows e.g. at the end of the season, during a refit or crossing, or the off-season lay-up period. This approach means crew may work for prolonged periods before a break and, planning for their leave and/or training required for career progression, is very difficult.

Although a yacht can be admired for its aesthetic beauty and technical excellence, ultimately it is the professional crew who are responsible for ensuring the yacht delivers on the dreams and aspirations of an owner. Employing and retaining the very best crew is, without doubt, fundamental to success. And, as the fleet grows and yachts get bigger, the competition for quality crew will only increase; to meet this challenge terms of employment will need to evolve and rotation will become an ever more important consideration for many.

So What is Rotation?

I think the simplest explanation is job-sharing , where, most commonly, two crew share the same job and alternate their time onboard and on leave. This is normally the situation with the most senior crew with work/leave ratios such as 2:2 or 3:3 and other crew on ratios such as 5:1 or 3.1.

Although there may be different variations/ratios, not all crew have to be on the same terms, the general principle is that the yacht is fully manned at all times and leave is properly scheduled – within accepted variances due to a yachts program.

With any job share, especially in positions of leadership and responsibility, one of the challenges is ensuring the two people sharing the job have mutual respect, similar ethics, behaviour and work standards. This dynamic is important as consistency is fundamental to the health of the team. Any major differences can lead to uncertainty and confusion amongst the crew and a breakdown in the team and performance – success, relies on identifying and employing the right crew.

Yacht Availability – Asset Optimisation

Large yachts are a significant investment, and one of the joys of yacht ownership is the freedom to use it without restriction. Therefore, outside of crossings or refit, any time a yacht is unavailable to a yacht owner or, for charter, would seem to be a poor return on the investment.

Even on one season yachts I have seen where the lack of crew has prevented an owner from using their yacht in winter, and there are some stunning days in the winter in the Med! This was frustrating for the owner and something that did not make sense given the investment involved, including the capital costs and operational expenditure.

Rotation ensures that it is the yacht owner who determines when to use the yacht and is not restricted due to crew leave, or quality diminished by use of temporary crew. Lack of crew due to leave commitments would no longer be a reason to curtail use or compromise on safe manning in port.

Temporary Crew

Temporary crew is an option for replacing crew on leave and keeping the yacht available to the owner, though this is not normally the most successful strategy as recruitment is often at short notice and choice may be limited.

Further, there is no guarantee they will perform, have the same professional standards, gel with the crew and/or yacht owner and family. The training and supervision they will require and, repeated every time a temp is used, is a drain on crew resources creating inefficiencies in the team’s performance and the yachts operation. This can have a negative impact on the quality of service, levels of safety, standards of maintenance and the yacht owner’s experience.

Employing temporary crew has repeating costs such as agency fees, salary, uniform and travel and these can be used to offset the additional cost of permanent crew required for rotation.

Crew Retention

It is widely accepted that long periods onboard without a suitable break can lead to fatigue and burnout, especially on busy yachts, and the uncertainty in leave planning and difficulty in having a normal life off the yacht can affect the welfare and well-being of crew. All these are contributing factors to the high turnover of crew that is so often complained about in our industry.

The senior crew are even more exposed to these stresses due to the pressures of their roles. These are the mature/older more experienced crew that others look to for leadership, training and motivation – they are the foundation on which the long-term success of the yacht is built. Many will have reached a point their career and/or life where they may have a family or, in a relationship, and are interested in building a fulfilling life away from the yacht.

Junior crew tend to have different priorities, as alluded to in Part I, so whilst extended leave is not so important, a reasonable amount of leave and having the ability to plan for their time off is still a key influence.

Rotation also provides opportunities for advancement and helps remove another oft cited reason for leaving. For example, it may allow a chief officer to step up to rotational captain, or a 2 nd stewardess to become rotational chief stewardess. It adds to motivation and further helps retain the skills and knowledge built-up through mentoring and their time served onboard.

Although yacht owners may be frustrated by the constant churn of crew, they may not fully appreciate the hard and soft costs involved. The hard costs include such things as recruitment fees, employment setup costs, uniform, training, etc. and easiest to explain. The soft costs, although harder to put a monetary value on, are also important considerations. Arguably, the biggest cost to crew turnover is the loss of knowledge which could be technical, operational or, even personal to the yacht owner and family. There is also the disruption to the team and operation, and the time and effort required to train and supervise new crew on their journey to becoming an integral part of the team. And, all of these could affect a yacht owners enjoyment; something you cannot put a value on!

It’s also difficult to appreciate the importance a yacht owner places on seeing familiar faces amongst the crew; it helps them relax, and gives them comfort in the knowledge that the crew understand their needs and will make their stay flow seamlessly. I have heard familiarity being used as a reason against rotation due to the additional crew, but this should not be a major concern as it doesn’t take long for those crew to be a familiar sight – they just won’t all be onboard at the same time!

Rotation does not completely eliminate crew turnover as there will always be influences outside the control of the yacht but, by incentivising crew through better leave and improved employment prospects, a yacht owner can remove some of the key reasons for leaving.

Yes, But Rotation Is Expensive!

This is often, understandingly, the refrain from yacht owners and rightly so, as the payroll can be between 25% – 40% of the operating budget, and it is frequently the captain who must explain how increasing these costs can be of benefit a yacht owner.

Within any proposal, the crew must also buy-in to the idea and understand that a trade-off may be required on their part. It would seem obvious to anyone that if you work less then you should be paid less? Unfortunately, crew do not always see it this way and some expect to work significantly less days whilst still earning the same money – this stance is often where the idea never even gets off the ground. That being said, there are examples of very generous salaries combined with rotation – there is no standard in yachting!

Once an owner recognises the benefits it is clearly easier to implement prior to employment of the crew, such as during a new-build or before purchase. Changing an operational yacht to a rotational structure is a little more challenging due to the uplift in costs, and any salary negotiations that may be required.

The examples below show how changing annual leave allowances affects the number of days worked per year.

• 90 days leave per year, plus one day off per week when onboard, effectively works 236 days per year. On 1:1 rotation they work 183 days per year (no day off per week). This is a reduction of 22%.
• 60 days leave per year, plus one day off per week when onboard, effectively works 261 days per year. On 1:1 rotation they work 183 days per year (no day off per week). This is a reduction of 30%.
• 38 days leave per year, plus one day off per week when onboard, effectively works 280 days per year. On 5:1 rotation, plus one day off per week when onboard, they work 261 days per year. This is a reduction of 7%.

An interesting point is that a full-time employee in the UK with statutory holiday, public holidays and weekends, effectively works 228 days per year.

The effective workdays is also the number used to calculate the daily pay rate. Using that figure you can see that to keep the rate the same would result in a salary reduction by the same percentage – as mentioned, this is something that crew may find difficult to accept, but may also make the salary uncompetitive.

As an exercise I developed a detailed spreadsheet that compares a ‘normal’ yacht with a crew complement of 19 onboard with average salaries, leave and travel costs, against the same yacht with a ‘rotation’ – the table below summarises the leave differences.

The junior crew are on a 5:1 rotation which, in general, may suit them better given their different priorities to the senior crew. There is still a good amount of time off to rest and recuperate and, importantly, an ability to plan their leave.

What this detailed examination highligthed is that rotation does not result in a doubling crew costs which, is often the assumption. In this particular case the increase in crew costs is between 8% – 24% depending whether salaries are adjusted for effective workdays, left at the original rates, or negotiated somewhere in-between.

It is clear that there are costs and benefits associated with rotation; although it is important to perform a detailed analysis of all the cost inputs, outputs and variances – this is a fundamental part of any justification. The benefits, apart from the financial savings that can be made through the reduction in temporary crew and crew turnover, are dependent on the value and importance ‘weighting factor’ that an yacht owner places on these, and whether, on balance, these outweigh the costs and add value to the quality of the ownership experience.

Finally, and worth considering; although rotation is not yet the norm, it is growing trend, especially for the larger yachts – although I have heard of its use on <500gt yachts as well – and more crew will be looking for this in the future – I think most yacht crew would agree that this is a positive change and demonstrates the industries progressive growth and evolving maturity.

As we have mentioned previously, OnlyCaptains are not offering prescriptive solutions, we simply present ideas and suggestions that may offer captains some useful ideas that they can use in their own command and act as a catalyst to further industry discussion – we hope you enjoyed this post and welcome any feedback.

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The Growing Trend of Rotational Crew Position Requests

Kate got her start in the yachting industry working as crew. She spent five years cruising the Bahamas, Caribbean, New England, and Central America, then segued that experience into a career in marine journalism, including stints as editor of  Dockwalk  and  ShowBoats International .

It started on the largest of superyachts. Ship-like yachts such as 414-foot Octopus filled their quarters with crew from the commercial maritime world who required a rotational work schedule. “The only choice we had was to give them rotation because that was their cultural professional expectation,” says Michael Reardon, who then worked for Octopus ’s management company, Fraser , and today runs Reardon Yacht Consulting in Fort Lauderdale. “It was new to us (at Fraser) and to yachting,” he says.

Since that introduction, rotation programs in yachting have been steadily gaining favor. It’s the norm for engineers and has grown significantly for captains and officers; more mid-level crew like bosuns and second stews are now requesting it, and it is even making inroads into the most junior crew positions.

• The Highs and Lows of Crew Rotation

With the economics of supply and demand currently on the side of crew, the industry appears ready for a rotation revolution. “At Quay Crew, we genuinely believe we are right on the cusp of huge change in the yachting industry which will result in drastically improved packages for all crew. It seems like a different client is contacting us weekly to pick our brains about implementing an improved leave package [in order to] improve retention,” says Tim Clarke, director of Quay Crew in Poole, England.

Some owners are embracing a “live life to the fullest while you can” philosophy in the inherently socially distant, safe atmosphere a yacht provides.

Fueled by a crew shortage, turnover is high at the moment and owners are scrambling to retain good crew. “Crew are in the strongest position they have ever been in and it will continue to get better for a while yet,” predicts Clarke. “Yesterday, a client called me and said they are implementing 2:2 (two months on/two off) for everyone from the most junior crewmember up. Other yachts will follow suit. It will make it even more challenging for yachts [that] only offer 60 days leave or less. Yacht owners will have to embrace this new world, or they will be left behind, struggling to fulfill manning requirements, with ever-increasing turnover.”

With most rotational jobs stemming from very large superyachts, and with more 100-meter-plus vessels launching each year, it’s natural that the sheer number of rotation opportunities is increasing, but in addition, industry insiders are seeing the trend trickle down to the under 60-meter market.

Cameron Riddell, owner of 35-meter S/Y Eros , is one such small-yacht owner who really appreciates his crew. “We have the best crew we’ve ever had now, and it’s very important that they’re all part of the program as long as possible going forward. So in a nutshell, I try to do whatever I can to get them the time that they need away so they keep their batteries charged and they want to come back,” he says. “Whatever he can” includes a rotation scheme for his captain and mate.

“I’ve seen the demand and value of rotation growing,” says Reardon. “I don’t know exponentially but it’s growing rapidly. For example, I have a new 180-foot boat under management. The captain said to the owners, ‘Look, I’ll do this for a year not on rotation, but if you want me, I’ve got a family and they’re far away; it’s got to be rotation.’ It was super professional, very kind in the way he presented it, but it was non-negotiable. Then, on the opposite end (of the size spectrum), I have this teeny little boat just signed with us that really shouldn’t be in our sort of management program, but the way the client wants to handle things has the captain responsible for a small fleet. It will be demanding and the client wants the boats ready at the snap of a finger. And he said if it requires rotation, that’s fine.”

High Demand

Crew appear to be fully on board as more yachts adopt rotation. Clarke reports an almost universal demand for these jobs. “When we started Quay Crew back in 2013, all crew asked for heavy charter. That was the number one requirement by a country mile, followed by world cruising,” he says. “Now more and more yachts offer an interesting itinerary and we hear this less and less. Crew don’t ask for charter yachts with anywhere near the regularity they once did. What they do ask for now is rotation, regardless of role or level. Pretty much every crewmember who comes to us is requesting some form of rotation now. The vast majority of senior crew want time-for-time rotation and junior want 3:1 or better. We get average crew with average references from average yachts with just a few months of experience saying they are only interested in 3:1 roles.”

They’re not all getting these coveted positions, of course. Marcy Laturno, executive crew placement director at Luxury Yacht Group in Fort Lauderdale, estimates that out of 500 active job listings, “about 20 to 25 percent of those jobs are offering some rotation, whether [it is] 5:1 or 3:1 or 3:3 or 2:2.”

“At Quay Crew, we genuinely believe we are right on the cusp of huge change in the yachting industry which will result in drastically improved packages for all crew…”

“There are still a lot less rotational jobs available on the market compared to full-time positions,” agree the crew placement agents at The Crew Network in Antibes. “Most rotational jobs are found on 70-meter-plus yachts. Although, this year we have noticed that there have been a few 50-meter boats introducing rotational contracts; these are boats that are heavily used.”

The pandemic is partially responsible, affecting the attitudes of both owners and crew. Some owners are embracing a “live life to the fullest while you can” philosophy in the inherently socially distant, safe atmosphere a yacht provides. “The current climate has shifted in a positive way with the industry being more vibrant, owners enjoying their yachts, and charter numbers rising,” observes Sarah Bester of Northrop & Johnson’s crew placement division in Fort Lauderdale. “The activity these days warrants having refreshed crew on board at all times…. Rotational positions are becoming more commonplace on 40- to 50-meter programs, which we hadn’t seen as much of previously.”

Crew, as well, are putting a higher priority on spending time with family and friends, a trend that the team at The Crew Network has noticed and credits to the pandemic. “It seems like work-life balance is becoming an important factor for crew — hence an increased demand for rotational roles,” say crew consultants Anastasija Splosnova and Ksenia Kokoshkina.

The biggest objection from owners is cost. Many share the mindset of Jim Glidewell, owner of two 40-meter yachts and until recently a 49-meter, who says, “My understanding is that some crew want six months off but with twelve months’ pay. I am not sure I heard that right. This existing crew shortage makes it believable (but) all shortages eventually are eliminated. Clogs in transportation are sorted out and normalcy will again become ‘normal.’”

“Yachting forces too many good, experienced people to choose life and family over career.”

None of his crew works on rotation. Unlike commercial work, which is typically steady and continuous with no days off, a yacht crew’s workload ebbs and flows, Glidewell points out. “If a yacht works charters real hard, it is usually a seasonal thing. We go to the northeast from June to August, and then do maintenance September through December. January through May is The Bahamas season. When the boat is in the yard, the crew gets quite a bit of time off. Also, there are breaks in the northeast for vacation also.”

While crew generally don’t demand full pay for time-for-time rotational positions, they do expect more than half their pay. “Often I hear, ‘I cannot afford my expenses on only half my salary,’” Laturno says. “The owners not only have two salaries, but double flights, double uniforms, double insurance. I believe there would be more rotational roles if crew were more realistic about the wages they received while working a rotational role.”

Reardon puts it in simplified numbers: “Let’s say a guy is earning $10,000 a month. If he goes on rotation, he’s going to plan on taking a one-third hit. Using round numbers, we’ll say $7,000. So now we’ve got a $14,000 payroll instead of a $10,000…payroll, plus travel and health insurance.”

Health insurance is a complicating factor. Because of it, rotational contracts will prohibit crew from taking on another job during their time off — yet many do. If they get hurt while moonlighting, the claim will affect the primary yacht’s insurance, which is hardly fair to the yacht providing the benefits.

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Logistics are another downside, particularly during a pandemic when travel has been restricted. Ryan Bester, one of two captains on board the new 50-meter Arkadia , calls it the main challenge. In addition to working 2:2 with the other captain, he has several crew on a 3:1 rotation. “We are quite deliberate and organized in terms of our itinerary planning to avoid any complications that may disrupt the flow of the program,” he says.

Even in pre-pandemic times when you have a yacht whose crew fully rotates, organizing travel to and from the boat is an arduous task. “There wasn’t a day that went by when I wasn’t planning a hotel or flight,” says Capt. Mike French of his position as senior rotational captain on an Amels motor yacht based in the South Pacific with 26 rotating crew.

Despite the challenges of managing a full crew on rotation, Capt. French says the job was well worth it. “I’d always wanted to cruise down there. And I loved every second of it because I knew that I was going home, so I could really enjoy what I was doing. I have a family and it’s tough to be apart, but if you give them a date it’s brilliant because it’s like Christmas. They get excited and it passes the time quicker. They don’t have to keep asking, ‘When are you coming home, Daddy?’

“Rotation is the only way for experienced crew with families to stay in the game, in my view,” French continues. “I love the job, the travel, and of course the salary, but yachting forces too many good, experienced people to choose life and family over career.”

There’s an upside for owners, too: crew continuity. “For savvy owners who understand the benefit of crew longevity, having rotational crew is the ideal scenario, as it ensures the yacht is always available to them and that crew aren’t getting burned out and leaving the program simply because they need a well-earned break,” says Capt. Bester of Arkadia .

“It’s very important for the rest of the crew to not have too much of a contrast between captain’s management styles and personalities,” says Osborne of Slipstream.

He describes his current bosses as such savvy people. “Crew longevity is quite important to them; for a family program such as ours, it’s wonderful for them to come on and see the same faces each trip.”

Steve Osborne and Phil Stevens have shared the captain role on 60-meter charter yacht Slipstream equally for the last decade. The chief officer and chief engineer are also fully rotating positions, and the longevity record of the entire crew on board is impressive. Osborne credits this to “identical management styles” between him and Stevens. “It’s very important for the rest of the crew to not have too much of a contrast between captain’s management styles and personalities,” he says.

“From a personal perspective, knowing that the yacht is in extremely capable hands means I can focus my time and energy on my family when I am home. Workwise, I am always refreshed, focused, and ready to fully immerse myself in the operation of the yacht, motivate the crew, and ensure I pick up exactly what was handed over to me and work towards doing the same during my time on board.”

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It is for reasons like these that much of the industry has come around to seeing the benefits of rotation. “At first glance, rotation schemes significantly increase the salary budget of the vessel, but we believe in the long-term, costs are offset by a guarantee for excellent onboard crew dynamics, invaluable for owners’ family and guest enjoyment and safety,” point out Splosnova and Kokoshkina at The Crew Network.

“It is a win for the industry,” says Bester at Northrop & Johnson. “And it is certainly an advantage to any owner looking to maximize their crew.”

This article originally ran in the February 2022 issue of Dockwalk.

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TALKING POINT: How important is rotation to crew and why?

Each month, we are sharing a discussion piece written by a member of the maritime industry who can offer a unique or interesting perspective on an aspect of seafarers’ welfare. You can join the conversation on our social media channels – Facebook , LinkedIn and Twitter .

This month, Talking Point guest author Karen Passman explores the results of Impact Crew’s survey into crew turnover in the superyacht industry and discusses why crew rotation is so important.

Karen has in excess of 20 years’ experience developing managers, leaders and professionals, through facilitation, training, coaching and assessment. She has a passion for developing people which is evident in her positive, enthusiastic and supportive style of delivery. Karen’s expertise traverses the maritime industry and corporate world, where she provides management and leadership development as well as team building and coaching to a wide range of clients. In 2007, Karen launched Impact Crew with the specific purpose of providing development for crew in the unique challenges that working and living at sea create.

In a recent survey within the superyacht sector (conducted by Impact Crew in collaboration with a number of maritime industry professionals), the overwhelming answer to the question ‘How important is rotation?’ was ‘VERY IMPORTANT’.

Increasing crew longevity in the industry has been a passion (although some might call it an obsession) of mine for many years. In 2015, our crew survey found that crew turnover was running at 50% within a 12-month period, and looking at just the junior crew, that figure rose to 69% for deck and 78% for interior.

Overall, as yet, rotation is not the norm, aside from within the engineering department, many of whom enter yachting having been previously employed in the commercial maritime sector where rotation is standard. The reality is the engineers demand it – if rotation were not on offer, there would be a severe lack of engineers. Interestingly, we are increasingly seeing this demand not just from the most senior crew on board, but the juniors too. Gen Zs (also known as ‘zoomers’, born in the late 1990s and early 2000s) are starting to enter the workplace with a strong work ethic (for the right employer), but also a clear agenda for a life that incorporates a work-life balance and personal wellbeing. So how important is this time off to them? The under-30s surveyed scored the importance of rotation on average 8.4 out of 10, and if that’s not enough evidence, 66% are willing to take a pay cut to have some form of rotation.

Why is this time off so important? Mental health has become a much more spoken-about subject, particularly since ISWAN’s 2018 report ‘ The Welfare of Superyacht Crew ’, which highlighted the challenges superyacht crew face in providing some of the most excellent standards of service that exist. ISWAN’s report found that 80% of women and 54% of men had experienced one or more episodes of work-related stress.

In the recent survey, poor leadership and fatigue (aka ‘burnout’) were identified as the two major contributing factors to work-related stress, with 25% of respondents being attracted to positions based on the amount of leave (or rotation) being offered. The survey also identified that the primary reason (given by 53% of respondents) for junior crew to leave a yacht was due to poor leadership or crew dynamics (which some might argue is the responsibility of the leaders on board – I certainly do!). In business there is a saying: ‘people join an organisation, but leave their manager’. The same appears to be true in maritime. If the leaders on board are not fair, don’t address issues, or allow their fatigue and emotions to run away with them, there is a direct impact on the crew they are ’privileged’ to lead. Once the respect is lost, and the negativity sets in, it is hard to pull back from. Crew simply vote with their feet and leave to have a chance of finding that ‘dream boat’.

Much has changed in yachting over the past 20 years; standards have increased to incredible levels, the size of yachts and range of activities have grown exponentially and the amount of time between guest trips has reduced, with many yacht owners and managers expecting the vessel to be made ready for the next guests within 24 hours. With these high demands, it is not sustainable to ask crew to work five months straight. Some form of rotation or ‘structured leave’ needs to be introduced if we are to prevent crew from ‘burning out’.

A simple and relatively low-cost solution for junior crew is to employ four crew to cover three positions. This enables a 3:1 (monthly) ‘rotation’ – the guests will see the same faces from one season to the next, the experience and knowledge gained is retained and crew have the opportunity to recharge their batteries, see friends and family and take courses, before returning with a fresh spring in their step. The additional cost is outweighed by the benefits, and with improved crew longevity may in fact cost less overall.

There is no ‘one size fits all’ within this very bespoke industry, but perhaps the time has come to start thinking outside the box, to create a sustainable and long-term employment structure, where the quality of leadership is developed to the same extent as the technical skills, and the crew’s mental wellbeing is supported to the same extent as their physical wellbeing.

ISWAN’s Yacht Crew Help offers free, confidential, 24-hour support and guidance to yacht crew around the world. The helpline contact details and further information for crew can be found at www.yachtcrewhelp.org .

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The Good, the Bad and the Ugly of Crew Rotation

Proponents of rotational positions cite burn out and the prediction of future crew shortages as rationale for adapting the concept. As in any transition, there are obstacles and drawbacks to altering a standard.

Yachting is a great career with enormous potential for advancement, a generous salary, and a well- traveled life. The most often heard complaint is the personal life compromises that must be made in order to maximize career growth and salary. The concept of rotational assignments has been heralded as the solution for crew to stay aboard and still meet personal obligations and goals. The idea has merit for some positions, but is not the solution for all personnel issues on a yacht.

As engineering became more complex and the market need expanded, engineers were sought from the commercial sector, where there is a tradition of rotation. Since there was market demand (engineers with broad based experience were a hot commodity) and the premise was well established from the commercial market, the concept gained a toehold in yachting. Other senior crew who had industry tenure and family obligations ashore began to express interest for rotation to be extended to other positions - Captain, Chef.

The concept is not completely new. Freelancers have made a career of stepping in for crew during periods of training, family leave, illness. A freelancing career was the traditional way for crew to balance personal life and spend time ashore while creating a “back-up” plan for yachts.

Expanding the pool of candidates in engineering roles represents the good of the rotation concept. Adapting the commercial concept of rotation was a win-win for yachting. The expansion of the labor pool may have augmented the knowledge base in the engine room, and great engineering can create operational economy aboard. Crossover commercial engineers enjoyed a pay bump up and established yacht engineers benefitted from additional down time.

Since engineering does not have daily interface with owners and guests, the change in crew can be invisible to those aboard – whether owner or charter guests. Not without hurdles, the adaptation of rotation still has engine room detractors. Colleagues in the engine room are rarely exactly equal in skill sets, creating friction. Even with additional procedures and attention to checklists, any lack of continuity is potentially dangerous.

Broadening the model to the position of captain is the bad of the rotation concept. Commercial rotations do not sync with the seasons of yachting. On either a privately used or chartered vessel, the Captain is the face and the force of the yacht. The personality of the captain sets the style of communication, drives the staff selection, and establishes the team dynamic aboard. Even relief coverage by the first mate can alter the dynamic of the team. Long tenured captains have a personal relationship with the owner and understand the owner’s objectives for the program.

When the position of Captain rotates, individual distinctions become secondary to checklists and measurable skills. Along with diminishing the central role of the captain, the responsibilities of the yacht begin to shift from captain to the management company – the one constant in a rotating crew.

When does the rotation theory get ugly? The way to a guest’s heart is through their stomach. Any change in chef initiates reaction. The most frequent complaint of charter guests? The food. The assessments of what was wrong runs the gamut: too fancy, too basic, too rich, too bland. It would seem that if a replacement chef has adequate knowledge of preparation, menu planning and provisioning a change should be seamless. However, all the knowledge and skill is secondary to how much the owner or the guests enjoy the menu. When those aboard are not delighted with the dining experience, feedback and requests are generally presented too late to deter the sense of dissatisfaction.

Yachting is not universally considered a career path. To some extent that is because people come ashore after a certain age to meet family and personal obligations. Rotation could alter that pattern, but there are downsides to the universal application within the yachting industry. Many of the traditions and the positive appeal of working in the industry will be removed with adaptation of the rotation concept throughout the crew. What differentiates one vessel from another is the experience for owners and their guests. The most important qualities of yachting – delivery of luxury service and creation of a magical experience – are not enhanced by the introduction of rotation.

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Rotating Heads: Is crew rotation the answer?

Sometimes you just need to get away from it all. The daily demands of a long season, back to back charters and little privacy are tiring and stressful. The yachting life, through the eyes of a weary crewmember, can start to look very grim indeed.

To varying degrees, most jobs these days allow for a sort of dichotomy to exist in an employee’s life. They leave their home in the morning, work most of the day somewhere else, and then return home to their private life. Not only are the rules and expectations completely different in each aspect of a person’s life, but the physical spaces are completely different as well. That change in environment – the moving between spaces, sounds, smells and people – can affect mood significantly and allow for escape, at least for a while. Simply walking into a home (or an office, for those with ongoing concerns on the domestic front) can offer an immediate release.

However, yachting is an obvious exception. At the end of the day, there really isn’t any escape. There’s no walking out the door, no real exposure to anything beyond the boat’s rails.

That’s not to say there isn’t hope, and crew rotation is one solution. While on board, crew are able to focus entirely on work and, while at home, they can focus entirely on their personal lives. Longterm relationships and families are suddenly possible. A career in yachting and a sustainable personal life are no longer mutually exclusive.

However, owners aren’t exactly jumping over each other to offer rotation. The costs are higher, for one. Sometimes an owner prefers to see the same faces. And there are questions about how rotation affects crew dynamics and pay. Some crew – young and unattached and eager to make as much as possible – appear to be willing to sacrifice the time off for higher compensation.

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How to retain your superyacht crew

Yacht owners, particularly those who use their boats frequently, like to see the same smiling faces each time they come aboard. Crew are a pretty footloose breed, however, tending to jump ship whenever a better offer or a more exotic itinerary beckons. The challenge that captains and owners face is creating a crew program that provides incentives for crewmembers to stay a few years before moving on.

Surprisingly, savvy captains find that spending the boss’s money on higher salaries is not the answer to retaining crew – or at least, it’s not the whole solution. Rupert Connor, president of yacht management firm Luxury Yacht Group in Fort Lauderdale and Antibes, says that captains who listen to their crewmember’s goals and aspirations typically enjoy better retention rates.

The most successful captains, Connor reports, are the ones who, ‘Come in at a review stage and the first thing out of [the captain’s] mouth explains where the crew are on [their] career path and what [that captain] is doing to train them, rather than just saying, “Johnny wants $500 more a month.” If the conversation opens with money, he’s not building a loyal, long-term crew.’

Career Training

Captain Robert Corcoran of the 77m Devonport_ Samar_ firmly believes in on-going professional training for his 23-person crew. Samar’s crew package includes two onshore class courses per year for everyone. Leave to go take the class, which is granted according to the boat’s schedule, is unpaid, but the crew receive a per diem during the course.

‘Fifty per cent of the course fee is reimbursed upon successful completion,’ he says. ‘The other fifty per cent after six months.’

In order to take advantage of this perk, Samar’s crewmembers must sign an agreement saying they will stay with the yacht for at least one year after taking the class.

Crew education aboard Samar doesn’t stop there, however. The yacht also provides on-board training for junior crew.

‘We hold classes in the morning during the off-season. The officers put together a curriculum that includes rules of the road, celestial navigation, things like that,’ Corcoran says. ‘The [officers] really put a lot into it, so there are consequences if [the junior crewmembers] don’t pass.’

On the other hand, crew who pay attention in class can gain real benefits. ‘We had a deckhand who went for his Yachtmaster, and he was the only one of twelve who passed,’ Corcoran reports. ‘Anyone who’s serious about moving up… it gives them a good leg up on their studies later on.”

When it comes to the senior crewmembers, he says, ‘I have no problem teaching the chief officers and the second officers how to run the boat – both the accounting side and taking it on and off the dock. They’ve got to learn sometime, and it’s a great safety feature for both the owner and myself.’

Nurturing the crew’s ambitions to move up in their careers can be a double-edged sword, however. ‘If an opening comes up, we always look to promote from within first,’ Corcoran says.

However, that’s not always possible; sometimes when a crewmember is ready to move up, the next position in rank is filled. As result, after seeing 100 per cent crew retention in 2011, he lost three senior officers this year.

‘The top people get to a place where there is nowhere for them to go,’ he admits. At that level, money can’t match career advancement as an incentive. ‘They all got good jobs, partly due to their longevity on Samar ,’ he reports.

Captains who stay in touch with their crew’s career goals also tend to get more notice when a valued member decides to move on.

‘It’s much easier to replace a stewardess if you know three months in advance of when they are going to leave,’ says Connor. ‘Owners don’t mind transition if it’s planned.’

Work Rotation

For boats that can afford it, rotation programs provide captains with the ability to offer highly competitive vacation packages, as well as compassionate leave, without needing to bring unfamiliar, temporary crew onto the boat.

Samar , for example, operates with roughly 19 full-time crew (plus the owner’s personal staff when he is aboard), but has 23 crewmembers on the payroll.

‘Everybody on the boat except the captain is on rotation,’ Corcoran says.

Samar’s junior deckhands, stewards and stewardesses work five months on and one month off. The chief officers and the chief and second engineers work two months on and two months off.

Beyond that, if any crew want to take extra leave during the off-season at their own expense and the boat is covered, the captain will consider granting that as well.

‘It’s a freer system,’ he says, adding, ‘Crew are paid up all the time on their holiday pay. It’s a very precise formula.’

Another benefit of crew rotation is that the captain doesn’t need to wait until the boat is idle to grant leave.

‘The owner’s not looking to cut back on off-season work. We keep a full crew year-round,’ Corcoran says. ‘It meant hiring an extra deckhand and stew, but they get a month’s holiday after five months of hard work.’

In his experience, crew rotation leads to crew retention.

‘The owner likes having the same people around,’ explains Connor. ‘All these programs cost the same or less than we were paying in [crew] placement fees.’

Living Conditions

On many yachts, particularly smaller vessels, rotation and extra vacation time are simply not an option. However, captains can still boost crew retention by improving their living conditions on board.

Private entertainment systems, such as individual TVs, DVD players or access to the yacht’s movie library and iPod docks mounted in each bunk (complete with headphones, of course), can make a big difference in a crewmember’s enjoyment of his or her time off.

Today, free Wi-Fi is also important to many crew.

‘We’re seeing more and more interviewees ask, “What speed Internet does the boat have?”’ says Connor.

While captains and crew are stuck with the physical dimensions of the yacht’s crew quarters, it helps when you make the best of the space allotted. Assigning a couple to a cabin with a double bed or a large lower bunk they can actually share can be a big incentive to stay with the boat longer, for example.

Food also provides an incentive for crew to stay loyal.

‘We have a really good crew chef, so the food is outstanding, and that helps,’ Corcoran says. ‘We’ve cut out a lot of junk food and buy good quality meats and fish.’ He laughs. ‘They sometimes complain it’s too good.’

Luckily for those weight-conscious crew, Samar’s owner allows the crew access to the yacht’s gym when the guests are not using it.

Although Samar is a dry boat when it comes to the crew, her owner encourages them to get off the boat on evenings when they are off-duty and in port. Corcoran says that more often than not, his crew will hang out as a group ashore.

‘Keeping crew morale high is the key to longevity, and having crew outings like go-karting, paintball, diving, etc., is very important,’ adds Rewi. ‘You want to make the job as enjoyable as possible when can give the long hours requested of them.’

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Yacht Crew Rotational jobs: Good or Bad?

Yacht crew rotational jobs have almost become the norm these days. Looking back 10 years it was only experienced crew or those in short supply who got rotational positions onboard Superyachts. But things have changed and the trend on many yachts is now towards rotational jobs. Although we all love to have paid time off, there are pros and cons to this and not everyone will agree that there is a negative to having this much paid time off but here goes…

Longevity : Lots of us (have) worked on Superyachts for quite a few years. My final job in the industry was rotational and, as a senior crew member, I felt I had earned it. I had done 10 years + and the fact my job was rotational probably kept me in the industry for a few more years.

Reward : A lot of people view yacht crew rotational jobs as a reward for experience and qualifications.

Commitments : Rotation can be a great opportunity for the older crew amongst you who have families etc, as It allows you to stay in the industry for longer AND get on with your life.

Money : It goes without saying that opting for a rotational job on board can essentially double your salary while working half as much for the same amount of money (in a lot of cases).

Entitlement : A lot of yacht crew, no matter what level they are feel they should have a rotational position. This will negatively impact the industry, but more details on that shortly.

Experience : The more time you have off, the less experience you get. Therefore, as junior crew rotation is not always a good thing for your career.

Expensive : Rotation quite literally doubles payroll costs for yachts and so owners need to see a genuine benefit for this.

Falsely inflates salaries : If everyone has rotation all crew are effectively getting paid the same amount for half the work. This therefore falsely creates a very high salary base.

Is it the way forward?

In a lot of cases, the answer appears to be yes. However, you have to look at both sides of the argument. Owners are happy to pay for extra crew if they see the upside as well as the expense. So, as a yacht owner, you would expect to see a more dedicated crew, longevity, and an improved work ethic. Surely, if you are getting paid the same amount of money for half the time on board you should be working twice as hard? We know this isn’t possible but do you get what I mean here?

Yacht Crew rotational jobs for heads of department only?

Maybe rotational jobs should be strictly limited to heads of departments who have “earned” their rotation? To find yourself in a Captain, Chief Officer, Chief Engineer, Chief Stewardess or head chef position requires a good deal of commitment and time on the job. So, should it be a goal to strive for? And with the position comes the perks…

But what about yacht crew rotational jobs for Junior recruits?

I was talking to a very experienced Captain recently who believes that time on/ off rotation for the junior crew can have hugely negative effects. Imagine you are in your first year on yachts and get a 2:2 rotation. Although it’s not a common thing to happen when it does, it has a few knock-on effects:

• You are spoilt for life. You would never even look at another job that doesn’t offer rotation. Maybe a good thing for the yacht you work on but not for career development.
• How do you get any sea time ? 6 months off per year doesn’t get you as many days at sea.
• Experience ? It’s very hard to learn anything if you are only at work half the time!
• Savings . Most crew these days set financial goals (ask Crewfo about this) and make an “escape plan”. Does rotation mean that it takes twice as long to do this? If so, will you be yachting for a lot longer in order to achieve the same thing? Will you ever save any money?
• Qualifications . If you don’t get the sea time and can’t save, how can you do courses and progress? Will you be the eternal deckhand?

Of course, this is a bit exaggerated but makes sense. The same application doesn’t suit every instance.

Yacht Crew Agents and rotational jobs:

There are plenty of Crew Agents out there who will happily promote the benefits of rotational positions to owners and managers. To a degree this makes sense but there are a lot of exceptions. If I were cynical I would suggest that the promotion of blanket rotation for all crews by crew agents is a simple way to earn more money. Possibly without regard for the long-term effect on the industry. Or owners’ pockets for that matter. But, on the other hand, there is a strong case for pushing this. For all the reasons mentioned earlier. However, one approach does not suit all.

Is there a sensible way to do this?

Yes of course, but it involves looking at all of the following and deciding what is appropriate:

• Yacht itinerary
• Needs of the owner
• Number of crew
• Current crew turnover
• Current crew retention programme
• Onboard structure and departmental setup

Once you have reviewed all this you should have a better idea of what works.

How do you decide if a rotational job as a yachtie is right for you?

As crew, it is worth remembering that what works for some may not work for all. If you are a junior crew member, in your first yacht job, it is very rare you will get a time for time rotation, BUT , it is not unheard of.

However, please bear in mind that this is not the be-all and end-all of yachting. If you are in a position where you need to learn, gain experience and qualifications this type of thing may not work for you until you are in a more senior position. And remember, not everyone has rotation. Far from it in fact. There are literally 1000’s of crew and hundreds of yachts that don’t do this, as it is not practical or relevant.

My advice for green yachties is always to work hard, aim high and consider getting a rotational job later!

To learn more through Superyacht Content Career and Training blogs, click here.

Fleet Captain

Related articles, the special skill you have to have if you’re going to be a yacht chef, 5 management tips for senior yacht crew, the crew network: introducing their fort lauderdale office, the importance of a good reference.

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• Mar 2, 2021

Louise Overend, Interior recruitment consultant at YPI Crew discusses rotational yacht jobs for Stews onboard yachts.

When I started in recruitment nearly 5 years ago, the most sought-after stew and stewardess yacht jobs were always on charter yachts. However, following the events of the past year, this has changed. The preferred choice for Stews at all levels is now a rotational yacht job. More time with friends and family has never been so important and valued, and perhaps it was something we all took for granted before.

What is a rotational yacht job?

Having a rotational yacht job means that you get more structured leave. For example, for Junior Stews a 5:1 is the most common and standard rotation. This means that you are on board for 5 months, and have 1 month's leave.

Fact : The most common rotational yacht job offered to more Junior Stews is 5:1

What is the best rotational yacht job for Stews?

The rotation I'm asked about the most is the 3:1 rotation. These are much rarer, and a 2:2 is more commonly reserved for the more senior Stews onboard. So with that in mind, today I'm going to advise you more about the 3:1 rotation - where are they most commonly offered, what are your chances of getting one, and how you can improve your yachting CV to make sure that you aim to get that great rotation in the future!

I would like to add that there are always exceptions out there. For example, a great charter with rotation, but these are super rare. Also, spa therapists, nurses, etc. will always find that rotational yacht jobs easier to find.

Fact: Private yachts of 100m+ are the most likely to offer you a rotation of 3:1

How easy is it to get a Stew rotational yacht job?

The truthful answer is that it is not as easy as we would hope. During Covid-19, many Stew rotations were cancelled for budget and logistical reasons. Stews who are currently working in a rotational yacht job are keeping their jobs as they know they are very lucky to have them! These two facts alone have meant the number of positions coming in which offer rotation has dropped to below 10%. This means out of every 100 jobs, 90 of them are offering more standard leave.

Fact : Less than 10% of jobs Stews offer a 3:1 rotation

Where can I find Stew rotation on yachts?

The majority of rotational positions are on private yachts of 100m+. There are far fewer charter yachts that offer rotation to Stews, as they are in the money-making business. It makes more financial sense for them to just have one crew member for each position, and it keeps down the logistics of flights and admin too. Yachts under 100m don't tend to offer as many rotational positions either, as they have a different dynamic with crew and can't afford to lose a crew member for an extended period of time. They lean more towards the 5:1 rotation.

Fact : Most charter yachts will offer standard leave

How can I increase my chances of getting rotational yacht job in the future?

As rotational yacht jobs are in such high demand, with pretty much every Stew looking for one, when a position opens up the competition is intense! It's good to think about writing the strongest CV possible so that when these positions open up you're in the 'Yes' pile. When I take in these positions, the Heads of Department always ask for the following:

A good background prior to yachting, in a relevant industry

Roughly 18 months in the industry, with at least 12 months' longevity on the same yacht

Experience on yachts of a similar size (80m+)

Trained in extra skills which bring value to the team, like floristry, cocktails, barista

PDSD in hand, and Food Hygiene Level 2

So, my advice is to play the long game. Make a plan which will help lead you to the rotation position you want. Spend some time making sure that you have a great CV. For now, join a yacht with a great reputation and which is known for its standards, and commit to it for a long time. Be like a sponge - learn and practise everything your Chief Stew teaches you, and ask to learn more! Be the best version of yourself, and get some amazing references for your time onboard. Invest time in stewardess training courses , or in developing specific skills, like cocktail mixology for example, or floristry. Stick to this plan for 18 months, and you'll be in the best possible position to pick up a great rotation on a top yacht!

Written by Louise Overend , Interior recruitment consultant at YPI Crew

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Rotational Yacht Crew Jobs

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When you’re searching for yacht jobs online as a stewardess or deckhand you may have seen jobs advertised as rotational or 3:1 or 2:1 and a lot of questions have popped up around these jobs. So in the blog, we will get clear on what rotational jobs are, how they work, why they are sought after in the industry, and the differences between working as a permanent yacht crew and rotational yacht crew. 

What is a rotational yacht job onboard? 

It’s where you work a set amount of time then have an organized period of leave this can range anywhere between 5 months on and 1 month off to 6 weeks on 6 weeks off.  Rotational jobs are normal for vessels above 3000 gross tones.  

For Junior Stews a 5:1 is the most common and standard rotation. This means that you are on board for 5 months, and have 1 month’s leave. Other rotations for the interior department are  the 3:1 rotation however a little harder to come by… Typically speaking yachts over 100m are likely to offer a 3:1 rotation for the crew. And a 2:2 is more commonly reserved for the more senior Stews onboard.  For those stews with extra skills such as spa therapists, hairdressers, and nurses rotational jobs are easier to come by.   

How do rotational yachting jobs work?

2 crew members share one job onboard so when your time onboard is complete so you’ve done your 3 months you’ll prepare handover notes for your crew member you are swapping out with to carry on their role onboard and they are up to date. This may also come from the chief stew with a briefing.  On departure day you’ll do a full detail of your cabin cleaning it and making the bed for your incoming crew member and You’ll pack away all your belongings in your cabin and put them in your suitcase. Sometimes vessells allow rotational crew to have another bag on board where they can store some items so they don’t have to carry them on leave and then return with them to the boat. However not always depends on the space available for luggage onboard. 

Your flights are also paid for back to your home port (country), and a question popped up the other day as to whether or not you HAVE to fly home on your leave or can you fly to another country and enjoy a holiday. And it all depends on the boat’s policy. I always worked on boats where they would offer crew a flight to the same amount that it would usually cost to fly them home. So for the Aussies and kiwis out there who are over in the states and Europe, this is often one of the most expensive flights so it was great and you could fly anywhere, however, this was not the case for crew from England as if we were in France and they were going on leave it was usually a very cheap flight and they would have to contribute money to their flight allowance if they chose to fly to a different part of the world.  The crew from England would usually save their flights till when we were in the Caribbean so they could use more of the allowance for a holiday. 

Why have rotational yachting roles become sought after? 

Many years ago charter yachts were the most desired boats to be on because of extra tips earned. However, this has recently changed with many recruiters confirming the preferred choice for Stews at all levels is now a rotational yacht job. It means more time with friends and family has never been so important and valued, and perhaps it was something we all took for granted before. It offers more structure so you can plan your life a little easier and maybe be able to attend events back home like weddings etc. It gives you a bit more stability in what feels like a very fast-paced life onboard sometimes. 

In my opinion, it makes your career as a yacht stew or deckhand more sustainable as you know there’s light at the end of the tunnel when you’ve been working so hard you have a date when you know you’re leaving the boat. And that feeling is just as good as drop-off day! You’ll know what I mean when you first experience it.

Do yacht crew get paid when they aren’t even on the boat?

In short, yes! You will continue to receive your superyacht crew salary throughout the year, and although this may not be as much as if you were working on yachts in a permanent role, the trade-off is generally considered well worth it. It means that when you are on board, you’re highly motivated and ready to carry out your yacht crew duties to the highest standard.

Rotation was a big goal of mine, but I have to admit it was a very different environment to working for a few years on a charter yacht. 

D ifferences between working in a rotational position and in a permanent role onboard a charter yacht

• On the charter yacht, my cabin which I shared with my roomie was our own, we made it into our little private oasis (think fairy lights, photos, pillows, blankets). And when we would go on leave we would always come back to our cabin just as we left it. So we didn’t have to pack up any of our belongings.  When you’re living and working with another crew member you develop a close bond and it’s nice to feel comfortable with that person know their routines etc when you stay with the same crew members in the same cabin.  The boat also didn’t have as many crew coming and going at all times so it felt closer and more like a family environment.
• Now on rotational jobs, this is completely different in some ways I felt more like a number (I mean yes you have your laundry number, but you also have you’re own bag number to pile your things in when you leave for rotation and you swap in and out so feel more dispensable and maybe not as valued in your role) Just my thoughts. You also swap out with crew members on their rotation so usually on crew change over day there’s about 4 or 5 crew coming in and leaving (this was an 89m yacht) so I found the crew I never got to work with as I was on my rotation I didn’t get a chance to develop a relationship with it was more like hi, bye enjoy your leave. But working on rotation after being in the industry for many years was a blessing, I could plan holidays! I could plan events at home! I had a schedule and it was more work-life balance. I felt more rested as I had a certain amount of time off and when I was back on the boat I was in work mode and felt like I could do a better job.

How to find a rotational yacht crew job as a stewardess?

To start with most rotational interior positions are on private yachts of 100m+. Charter yachts don’t seem to offer rotation as much to stews as they are in the money-making business!  Considering financially it makes sense for them to have just one stew to keep flight costs down.

On Yachts, under 100m you don’t usually see as many rotational positions as they can’t afford to lose a crew member for an extended time. 

When a rotational position opens up it’s good to know you have a really strong CV so that you can be considered for the ‘Yes’ pile. If you’re unsure about yours the Yachting CV my toolkit can help! it has everything you need to make a stand-out cv from cv templates to a full cv review.  As it is a lot harder for green crew to land a rotational role here is a rundown of heads of departments will ask when recruiting for a rotational role. 

• A good background before yachting, in a relevant industry
• Roughly 18 months in the industry, (IdIdeallyith 12 months’ longevity on the same yacht)
• Experience on yachts of a similar size (80m+)
• Trained in extra skills which bring value to the team, like floristry, cocktails, barista
• PDSD in hand, and Food Hygiene Level 2 >> Have you considered doing yacht stewradess training? Check out  The Seaworthy Yacht Stewardess Training Course for more infromation on how it can help you start your yacht stew career with confidence.

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About .

I’m a chief stewardess with over 6 years experience working in the superyacht industry on boats up to 88m. I help aspiring yacht crew by propelling them with the know-how and tools to confidently break into the superyacht industry.

Hey, I'm Jess a friendly Yacht Stew here to help!

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By SuperyachtNews 08 Mar 2022

Crew thoughts and trends

Understanding the thoughts and feelings of superyacht crew are absolutely vital for helping the market to evolve….

A recent report published by Faststream Recruitment Group and Yospot,  The Superyacht Survey 2022 , asked crew members to provide their opinions on several key topics and trends. A total of 556 crew, which represented a cross-section of the industry, took the survey and the results are published below. The report follows an unprecedented period of uncertainty and difficulty for superyacht crew given that the COVID-19 pandemic had a profound impact on the ability of both private and commercial vessels to operate with any semblance of normality.

The above graphs highlight the demographics of the crew that responded to the survey. It is clear from the graphs that there is a fairly representative cross-section of respondents across gender, department and experience. Equally, the respondents have worked across the full spectrum of superyacht size ranges from sub-40m to 90m-plus.

“As we enter 2022, superyacht itineraries are nearly back to pre-pandemic levels and gaining huge momentum again. The industry is busy and captains are looking to attract the best crew to join their teams. However, the priorities of crew members have shifted during the pandemic, and we wanted to see how this would affect the responses to our survey this year,” reads the report.

When asked to describe life working on a superyacht, respondents were given a set of options to choose what best described their experience. The overwhelmingly common response, with 66 per cent of respondents opting for it, was to select the ‘All of the above' option, suggesting that working on board was at once Fun and Fulfilling, Tiring and Demanding and Lucrative. While there are of course a great many other descriptors that could be chosen to describe working on a superyacht, these three choices do seem to be representative of the typical crew experience.

Crew retention remains one of the most discussed operational topics within the superyacht industry and it can be hard to pinpoint why exactly the issue remains so pervasive. Is it that crew often join the industry for a varied experience and that staying on board a single vessel fails to live up to this expectation? Do some crew get burnt out on certain vessels? Could it be the confined nature of the accommodation can lead to conflict? Or is it that crew are simply eager to grow through the size ranges and increase their pay packets? Realistically it will be a mixture of all of these reasons and many more to boot given that the above list is by no means exhaustive.

The report, however, at least highlights that crew retention still very much remains a problem with 42 per cent of respondents admitting that they planned to change jobs within the next 12 months. In fact, it was those crew with the longest careers (5-plus years) that were most ready for a change, with 60 per cent within this demographic looking for new work.

By far the biggest contributor to crew wanting to change superyachts or roles was their desire for a better work-life balance, followed by limited career progression opportunities and pay. Crew culture, training and tips, by contrast, featured far less prominently. Long hours and limited downtime have always been a feature of working on superyachts, but it seems that, for the most part, the systems that have been put in place to negate the negative elements of working on a superyacht are not always successful. That being said, while a large portion of respondents are looking to change jobs, a staggering 89 per cent would recommend a career in yachting. The disparity between these two findings is perhaps indicative of a market that is full of adventure and opportunity.

One element of the professional superyacht experience that seldom has doubt cast upon it is how lucrative it can be. Indeed 57 per cent of respondents working on private yachts explained that they are satisfied with their pay and 67 per cent of charter respondents agree. The larger degree of satisfaction on the part of the charter employees is unsurprising given that their wage packets have the additional benefit of generating tips on charters. Pay, however, also features as the second most important part of choosing a role on a superyacht according to the survey.

Once again work-life balance ranks as being the most important factor when choosing a superyacht career, followed by pay and career progression. It seems unlikely that the other elements of the role are unimportant, but the other elements of the role are perhaps more known quantities. There will, of course, be superyachts that have a poor onboard culture, or who pay little attention to training and development, but certainly, on the well-run vessels, these elements are almost expected. However, those vessels with the best work-life balance, perhaps expressed through rotation for instance, are the ones that have the greatest appeal today.

“Work-life balance ultimately equates to job satisfaction, and this is much more important than salary for me,” comments one deck crew member.

“Money is not everything. Being happy and heard and appreciated is much more necessary,” comments an interior crew member.

In recent years more has been globally made about businesses moving away from prejudiced methods of hiring and the superyacht industry is no different. It is largely accepted that the superyacht market has an image problem, in so far as image seemingly plays such an important role in terms of who gets hired. In fact, it remains one of few industries where it still seems to be acceptable to include pictures on a CV. However, this survey seems to suggest that image isn’t such a problem.

Indeed, 78 per cent of the female respondents and 87 per cent of the male respondents say that they have never been told they are not suitable for a role because of their appearance. Furthermore, the majority of respondents, regardless of experience, disagree with the notion that crew image expectations are unrealistic. These responses seem to be at odds with general market rhetoric and commentary today and it seems highly likely that these responses are biased in so far as the responses have been provided by people that have successfully found roles onboard superyachts.

Understanding the thoughts and feelings of superyacht crew are absolutely vital for helping the superyacht market to evolve. While it is often said, "happy crew, happy owner", almost all in the industry will stand by the truth of this statement.

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• Current Vacancies

Charter Accounts Support (London)

Land-based Maritime / Permanent

Posted By Cobie Brasher

Posted Date Wed 19 Jun 2024

Closing Date Tue 02 Jul 2024

Refer a Friend Apply

Description

A leading Yacht Management company is seeking a Charter Accounts Support person for their London offices.

• You will be responsible for overseeing all payments relating to Yacht Charter and Yacht Charter Management transactions, including, but not limited to, reconciling charter accounts on a daily basis and preparing fee reports.
• Basic accounting knowledge is required along with strong knowledge of MS Excel.
• You must be highly organised with good attention to detail and able to work in a fast-paced environment with strict deadlines.
• You must be an excellent communicator and fluent in English.
• You must be an effective communicator who appreciates the importance of building relationships externally as well as with the team. 
• You will actively participate in all company sponsored sustainability programs.
• You will be based within commutable distance from London and have the right to live and work in the United Kingdom.
• Preference will be given to candidates who have previously worked on Charter Yachts.

Salary £30,000 – £ 35,000 gross PA

Yacht Manager – Monaco

Closing Date Thu 18 Jul 2024

• An integral part of the yacht management department, acting as the  key contact for Captains, Crew, and Client Offices.
• With responsibility for your own portfolio of yachts, but supported by an experienced team of maritime specialists, you will coordinate between the various management functions to ensure that service deliverables for your yachts are consistently exceeded.
• You will enjoy the challenge of building relationships with key stakeholders with your excellent written and verbal communication skills; and your previous experience within the yachting industry – along with the expertise of the wider team which will help you to achieve trusted advisor status with our clients.
• You will enjoy a fast-paced and varied role and are not afraid to find creative solutions to complex problems and identify commercial opportunities every stage of the way. You will also actively participate in all company sponsored sustainability programs and encourage yacht owners to become a part of the company’s global initiatives for environmental protection and social equity in yachting.

€80,000 PA gross

Interior / Permanent

Posted By Caroline Clarke

Closing Date Wed 03 Jul 2024

Chief Stew required for 55m, dual season MY 

• We are looking for a Chief Stew to join this yacht in the coming few weeks as rotational Chief Stew, 
• Busy yacht with a large US family owners
• This will be cruising the Med before crossing over to the US for a small yard period & the Caribbean season 
• Candidates will have at least a year as a Chief Stew on a similar size yacht full time 
• You will be a fun Chief Stew that is adaptable and that doesn't get flustered if plans change! 
• You will join the yacht early July and do the first boss trip with the other Chief Stew so you have a solid hand over, your 2:2 will then start 
• Interior team of 4 on board 
• Salary DOE 
• 2:2 & a training budget 

Technical Manager

Posted By Phil Clark

TECHNICAL MANAGER – Fort Lauderdale

Department – Yacht Management

JOB PURPOSE

To provide general operational support for the technical aspects of a designated fleet of approximately 10 yachts, which includes providing advice and expertise to yachts when required. Additionally, to provide support to other departments on technical matters as well as identify and promote technical commercial opportunities.

KEY OBJECTIVES

1. Manage Technical compliance of a designated fleet of yachts

2. Provide operational support for a designated fleet of yachts

3. Provide executive summary on status and forecasts for the technical management of a designated fleet

4. Maintain sound working relationships with the crew and Clients

5. Support Client Managers and Yacht Accounts Managers in budget preparation

KEY RESPONSIBILITIES

• Carry out technical inspections on board
• Provide advice and support to help limit Technical, and ISM related defects
• Liaise with the Crew on solutions and timing to close out defects
• Provide expertise and recommendations on technical defects
• Provide support to the yacht with relation to works planning and maintenance management
• Ensure a complete Planned Maintenance System is in place and in use
• Identify potential areas for improvement in the yachts maintenance strategy and propose solutions
• Monitor and provide advice on efficient operation and potential cost savings (in consultation with the procurement team)
• Provide Emergency assistance at short notice
• Identify and highlight to the Head of Technical Management any major future works that may take the yacht out of service or reduce its operating capability
• Identify and highlight to the Head of Technical Management any major potential risks to a yacht based on items such as existing technical issues, future Statutory or Regulatory changes
• Identify common issues at a fleet level and escalate to the Head of Technical Management 
• Proactively communicate with the yacht and internally to keep abreast of the current technical status of the yacht
• Meet with the crew and Owners Representative as required
• Liaise with relevant Teams/ Departments/ Exec Leads
• Maintain an overview of the financial budget for the yacht for the financial year
• On request, review Purchase Orders, Quotes and Invoices for technical budget categories.

EXPERIENCE & KEY COMPETENCIES

• Degree in Naval Architecture, Marine Engineering or Project Management
• Minimum 3 years’ shore-side experience in a management position in the maritime sector, and/or Chief Engineer/ 2nd engineer
• Fluent in English with excellent communication skills
• Qualification in auditing processes and standards
• Experience in marine inspection/survey
• Strong knowledge of MS Office Suite and Planned Maintenance Systems
• Flexibility to travel frequently
• The right to work and live in the USA

Deckhand -100m+ Private – Dual Season

Deck / Permanent

Posted By Bekah Edenbrow

Posted Date Tue 18 Jun 2024

• A Prestigious 100m+ Private M/Y is looking for a Deckhand to join them by July 1 st
• This is an incredible opportunity to join an excellent Dual Season programme with an exciting itinerary, led by fantastic HODs.
• The ideal candidate will have a minimum of 1+ years’ experience on a vessel over 50m. Any additional watersports, or trade skills such as carpentry would be hugely appealing.
• Having your YMO in hand along with large tender driving experience would also support your application.
• There is an excellent crew culture onboard that specifically focuses on crew morale and encourages career progression, with a very generous training budget on offer.
• You need to be well-presented, approachable have a solid work ethic – personality is key on this one!
• On offer is a fantastic package above industry standard, along with a 3:1 rotation.

Deckhand – 65m Private/Charter – Dual Season

• A 65m+ Private/Charter M/Y is looking for a Deckhand to join them ASAP. 
• The vessel is currently heading into a busy Med season with plans to cruise Norway, before crossing over to the Caribbean later in the year.
• The ideal candidate will have 1 year+ of industry experience and a YMO in hand. Any other additional skills such as diving, watersports or videography would also be hugely appealing.
• The boat has an excellent crew culture onboard made up of like-minded and active crew, led by fantastic HODs who are pro-active when it comes to training.
• On offer is a competitive salary dependant on experience, along with 60 days leave. 
• There is also a discretionary bonus and training scheme in place.

Accounts Receivable Monaco (Maternity Cover)

Land-based Maritime / Contract

A leading Yacht Management company in Monaco is seeking an experienced candidate in Accounts Receivable to cover maternity leave.

• You will play a key role within the Accounts Team and will be responsible for ensuring all Company invoices are raised and settled on time to support cash flow requirements.
• With your excellent attention to detail, you will issue accurate billing documents and create and maintain client accounts in the company database. Through your outstanding organisational skills, you will ensure that all bookkeeping is up to date, post funds received to the appropriate ledgers and enforce billing deadlines.
• You will provide support to the Chief Financial Officer and Financial Director for the annual accounts closure and preparing regular reports.
• You will actively participate in all company sponsored sustainability programs.
• You will be meticulous in your approach, with excellent attention to detail, be highly organised and enjoy working in a fast-paced environment.
• You will easily prioritise and manage your time effectively and have strong verbal and written communication skills.
• 1 year of relevant experience required. Strong Accounting skills essential, knowledge of accounting software.
• Excellent understanding of principles of finance, bookkeeping and accounting.
• Fluency in English and French.
• This role is a fixed term position located in Monaco.

Salary between  € 30,000 and € 33,000 gross PA

Chief Officer – 65m – Dual season

Posted By Tom Rose

Closing Date Sun 04 Aug 2024

• 65m Private Dual season Motor yacht are looking for a Chief officer to join them Mid July 2024
• Great opportunity for someone looking to gain additional responsibility with an element of relief captaincy as you prove yourself along with extensive drive time working alongside a supportive Captain
• Must hold CM 3000 – ideally working towards Master 3000 and need to have completed Ships medical certification
• Good cruising itinerary including Mexico, San Diego, Costa Rica and Caribbean – the itinerary tends to vary from year to year
• They are looking for a motivated, driven officer to oversee the bridge operations, experience of Mini ISM, excellent with drills and safety and someone with good quality control that the Captain can rely on
• Lovely owners, steady usage and trips are on average every 6 weeks
• The yacht prides themselves on crew training and they also tow a 45ft tender which they do lots of training on – experience with towing preferred
• The crew are tight knit, active and like to keep fit and surf – the yacht has a good work/life balance with long weekend where possible and time to explore ashore
• On offer is a salary of 7000-8000 USD DOE, 6 weeks annual leave, quarterly bonuses which equate to an additional month salary along with excellent training structure/budget

Charter Accounts Support (Monaco)

A leading Yacht Management company is looking to fill a Charter Accounts Support role in their Monaco offices.

• You will be based within commutable distance from Monaco and have the right to live and work in Europe.

Salary between €  30,000 and  € 33,000 gross PA

Crew Chef – Wonderful Galley Team – Private/Charter Motor Yacht

Galley / Permanent

Posted By Jasmin Gosling

Crew Chef required for a lovely 80m + dual season private/charter motor yacht.  

-We are looking for an organised and efficient Crew Chef with previous experience on similar sized vessels. You will be responsible for all crew food onboard and therefore must be confident in running this section of the galley independently to allow the Sous and Head Chef to focus on guest food – this said, you will be proactive, productive and able to work solo at times.  

-The successful candidate will be used to cooking for higher crew numbers but also have enough experience and confidence assist in other areas if needed. You will ideally have a few year's experience in the industry but could be newer if you have a good restaurant background and at least a year onboard.  

-You will liaise with the Sous Chef on crew menus, working closely to create delicious, varied meals for the crew. 

-Wonderful Captains, Head and Sous Chefs onboard who are all highly experienced, with a small tight-knit crew as well.

-Ideally you will already have your B1B2 in hand.  

-Salary 4,500 dollars per month. They have historically done very well with tips in the past too. 

-Start date will be flexible depending on availability but will be by the start of July. 

-3:1 rotation on offer.

Temp Crew/Sous Chef – 90m – Private Charter Motor Yacht

Galley / Contract

Temp Crew/Sous Chef required to cover galley leave for 2 months on a wonderful 90m + private/charter motor yacht.  

-We are looking for an organised and efficient Chef to cover the responsibilities of crew food whilst the team enjoy their time off. This role will be a Crew Chef position for the first part and then move into more of a Sous Chef role for the second so we are looking for a strong candidate, able to fully be accountable for all crew food, assisting with some guest food as well as managing the logistics of ordering etc.  

-The vessel will have a busy summer with several guest trips and charters during your time onboard. This said, the Head and Sous Chefs will be busy with the guests so you must be organised, proactive and productive. 

-The successful candidate will have worked on larger vessels and be used to cooking for higher crew numbers but also have enough experience and confidence to assist with guest food if needed – confidence when cooking meat and fish would be advantageous. You will ideally have a few year's experience in the industry but could be newer if you have a good restaurant background and at least a season onboard. 

-Salary will be 250 euros a day. 

-The project will last from the end of July to the 18th of September. 

Posted Date Mon 17 Jun 2024

Closing Date Sat 27 Jul 2024

Chief Stew required for fantastic 70+m MY 

• We are looking for a well established, bright, enthusiastic Chief Stew to join this high profile program in the next week / 10 days
• You will have good longevity on your CV as well as excellent references in place 
• As a Chief Stew, you will lead by example as well as being keen on training your team and mentoring the girls 
• We want someone passionate about being a Chief Stew and not someone that just wants rotation 
• You will be joining a well established yacht so we are looking for someone to join and slip into the yachts ways, not someone that wants to come in and change everything! 
• World cruising yacht with an exciting itinerary ahead
• Excellent package – to be discussed over the phone but full rotation and lovely bonus scheme and perks! 
• Salary 7000-7500 EUR
• B1 required 
• 2:2 rotation 

Bosun – 80m – World Cruising – 3:1

• 80m World Cruising Motor yacht are looking for a Bosun to join them early to Mid July 2024

• Incredible opportunity for an experienced lead hand or Bosun to join a well-run yacht which travels extensively accumulating 30,000NM sea time each year!

• They are looking for a dynamic, driven and motivated Bosun who can lead the team, is a weapon in large tenders and confident driving guests and navigating at night in tricky spots

• Solid leadership experience required to lead a deck team of 5, good maintenance knowledge and able to pass down skills and knowledge to the junior crew

• The yacht runs with an extensive and varied itinerary visiting some off the beaten track destinations – full itinerary TBD during initial calls, but very exciting!

• Must be OK around Dogs as the owner has 2 furry friends

• Great crew dynamics, family atmosphere, excellent crew facilities and solid crew entertainment program

• Incredible opportunity to not only build on sea time, work with a great team and lead a fantastic deck crew but travel extensively and see interesting places

• On offer is an industry standard salary, TBD during interview, 3:1 rotation, uncapped flights and incentivised training allowance along with 13th month bonus

Chief Officer – 50m – Private/Charter

Closing Date Mon 29 Jul 2024

• 50m Dual season Private Motor yacht are looking for a Chief officer to join them end of June
• Med/Caribbean cruising with minimal owner usage and mostly used for corporate charters through the owner, good turnover of new guests each trip
• They are looking for an experienced Chief with a minimum of 1 years experience as Chief on 45-50m yachts holding CM3000
• Longstanding Captains, excellent owner with fantastic budgets on a very well maintained vessel
• They are looking for strong navigational skills and a positive and hard working mindset
• Excellent work/life balance with trips lasting around 7 days and with time off before turn around for next trips
• Deck team of 4 – the role will be mostly bridge based with some time spent on deck but mostly supporting the Captain with daily operations
• On offer is a salary of 7500-8000 USD DOE, 1 flight, 42 days leave, full medical cover on and off the yacht, training allowance and 13 th month bonus

Rotational 3rd Engineer – 90m – Dual Season

Engineer / Permanent

Posted By Alice Hay

Closing Date Mon 01 Jul 2024

We're working with a 90m yacht who are looking for a rotational 3rd engineer to join their team, on a rotational basis. 

• Dual season Med / Carib, private yacht. 
• Busy yacht with plenty of sea time to be gained, shipyard period this winter. 
• EOOW Unlimited ticket minimum is required. 
• Work with a team of experienced engineers who have been with the yacht for multiple years. 
• Rotational: 10 weeks on / off. 
• Salary is €5,000 + 13th month bonus. 
• Start date is circa 22nd July. 

Lead Deckhand – 60m Private/Charter – Dual Season

•            A 60m Private/Charter Motor Yacht is looking for a Lead Deckhand to join them ASAP.

•            This is an excellent opportunity for someone career-driven who wants to join a Dual-Season programme that has a big emphasis on training and career progression.

•            The ideal candidate will have a minimum of 2 years’ experience and have their YMO in hand – this is non-negotiable!

•            Any additional watersports skills or qualifications would be hugely appealing, along with any Drone or Videography experience.

•            The boat has a fantastic crew onboard and are looking for someone who can slot in and lead the deck team. You'll be jumping straight into a busy season so you'll need to be able to hit the ground-running! 

•            On offer is a salary of €3,000+ and 60-days leave, along with an equal split of charter tips.

Purser / Chief Stew – 2:2 – Private & charter

Purser / Chief Stew required for 70m MY 

• We are looking for an experienced Purser/Chief Stew to join this 70m support vessel. 
• The successful candidate will have solid Purser experience already and preferably have completed the Purser course 
• 80% of your role will be admin whilst also overseeing the Interior, keeping the team motivated and pitch in where required 
• The yacht is currently in Med and picking up a charter July 1st so we need someone to join end of June 
• This is a typical support vessel and so limited service provided onboard, you must be happy within that role and be self motivated as well as capable of motivating your own team
• This is a 2:2 rotational position 
• Single cabin 
• Business class flights 
• Salary 6500 EURO 
• START ASAP!

Sole Chef – 50m – Private Charter Vessel

Posted Date Fri 14 Jun 2024

Closing Date Fri 28 Jun 2024

We are looking for a Sole Chef to join a 50m private/charter motor yacht in the Med within the next few weeks. 

– This vessel is increasingly moving into the charter market with a few booked for the next few months as well as plans to open up further for the upcoming season. The vessel will be Med based and then completing a yard period this winter also in the Med. 

– They are looking for a confident chef who is able to provide an array of different cuisine styles, with the vessel being open to charter you must be able to adapt to different requests and have a well rounded knowledge. Existing charter experience would be advantageous. 

– The role has potential to either be seasonal or permanent. 

– The yacht operates with 9 crew in total and has a very nice, close knit team onboard.

– 6,500 – 8,000 euros depending on experience and culinary background. 

– 44 days of paid leave and additional time off given where possible in the winter for long weekends etc. 

– The sooner someone can join the better to familiarise themselves with the vessel before the season. 

Service Stew

Posted By Sophie Wells

Posted Date Wed 12 Jun 2024

Closing Date Wed 26 Jun 2024

• A 90m Dual Season Private MY is looking for a Service Stew to join them by August
•  This is a fantastic opportunity to join a prestigious yacht with a world-cruising itinerary, with plans to visit some bucket list off-the-beaten track locations.
• There is a longstanding HOD team in place that runs a smooth and well-oiled dual season programme and is pro-active when it comes to onboard training.
• The ideal candidate will have at least a year experience on a similar sized yacht, and will have had exposure to service.
• It would bebeneficial if you already hold your B1/B2 visa  to be considered for the position.
• On offer is a salary above industry standard and 90 days leave. The vessel also offers a generous training budget and an excellent crew culture.

Temp Chase Boat Captain – ASAP Start

Deck / Contract

• Looking for a Temp Chase Boat Captain for a Lamborghini Chase Boat to start within the coming days.
• The temp period will last for 2-3 weeks, during which the vessel will be used for day trips in the SoF.
• You MUST have your YM Offshore or higher, along with experience operating large/fast tenders and if possible, experience with taking delivery of yachts.
• This position requires extensive previous experience as you will need to be approved by the vessel's insurance to be successful. Please do not apply if you do not match the criteria.
• This position is open to a couple – Captain and Stew. Ideally, the Stew will have a minimum of a years’ experience.
• There is a very competitive salary on offer, which will be discussed further during an initial interview.
• You must be available from 16th June to be considered.

Bosun/OOW – 60m – Busy Charter

• Busy 60m Private/Charter yacht are looking for a Bosun/OOW to join them 24th June ready to hit the ground running for a charter!

• Med/Caribbean Cruising with both seasons being busy with a mixture of private and charter usage. On average they are completing between 6-8 weeks each season

• This is a well-known charter yacht with a big presence in the charter market which has been built over years of successful trips!

• Excellent crew, senior team and lovely owner

• They are looking for an experienced Bosun, someone who has recently qualified, keen to get exposure to the bridge but also very comfortable on deck running a team to high standards

• Must hold OOW 3000, have excellent references, longevity and have solid tender driving skills

• Lovely crew, great dynamic and vibes and ran extremely well

• On offer is a salary of 5000 Euros, 5:1, 13th month discretionary bonus, excellent tips with an even split and 2 return flights along with MLC medical

Deckhand – 70m Private – World Cruising

Posted Date Tue 11 Jun 2024

Closing Date Tue 25 Jun 2024

• 70m Private Dual-Season M/Y is looking for a Deckhand to join them by Mid July.
• This is an incredible opportunity for someone looking to log some extensive sea time in an expedition-style, off-grid cruising programme.
• The vessel has a genuine off-the-beaten-track itinerary with plans to travel throughout Central America, Europe, Asia and the Pacific. With this in mind, you must have no reservations about vaccinations.
• The ideal candidate will have 1-2 years of experience on a 50m+, only candidates with 1 years proven longevity on their CV will be considered.
• Having your YMO in hand would also be hugely appealing, however you must be competent driving large tenders. Any other skills or qualifications would also be beneficial.
• Due to the vessel's itinerary, you must have a B1B2 visa in hand, unfortunately, this is non-negotiable.
• On offer is a competitive salary DOE and a 3:1 rotation. As well as excellent training and bonus schemes.

Bosun – 80M – Private – Rotational 2:2

Closing Date Sun 07 Jul 2024

• 80m Dual season Private Motor yacht is looking for a Bosun to join them 8 th August ready for a 5-day hand over period with the rotational Bosun

• Incredible opportunity to work with a well-established team on a prestigious build yacht with excellent Captains and Chief officers

• The position has become available due to internal promotion, and they are looking to add a driven and motivated Bosun to their excellent existing deck team

• Must have prior lead hand/Bosun experience, can be coming from similar or slightly smaller yachts, good leadership skills, able to lead a large team and have excellent guest interaction skills

• The yacht runs a dual season cruising both Med and Caribbean with steady owner usage across both seasons

• They are looking for a well presented, driven and motivated Bosun with a good all-round skillset including solid maintenance knowledge, excellent operational experience and able to lead from the front. Must be strong with instructing/teaching and able to pass on maintenance and tender driving knowledge to the junior members of the deck team

• Helicopter deck operational experience would be advantageous

• It is essential you have proven longevity and supported by excellent references and good longevity! They are looking for longevity within the bosun role and someone with very high standards

• On offer is an above industry standard salary range which will depend on experience, 2:2 rotation, superb bonus and training package which will be discussed during initial interview.

2nd Stew / Masseuse

Posted Date Mon 10 Jun 2024

Closing Date Sat 29 Jun 2024

2nd Stew / Masseuse required for 50m MY 

• We are looking for a 2nd Stew to join this 50+m MY. It would be a real bonus if you had massage skills too! 
• This is a Med based yacht, winter TBC 
• Private yacht which will be busy through summer 
• Candidates will have a couple of solid years experience on board yachts and be ready to join within a week
• Nice owners & good Captain 
• Salary 4500 EURO & 42 days leave 

Closing Date Tue 30 Jul 2024

Purser required for fantastic, world cruising fleet! 

• We are looking for a Purser to join this lovely fleet. You will have a least 1 year in the Purser role on board yachts
• The yacht is very well set up so you will be walking into an organised and process driven office! 
• There are a few yachts within the fleet so you must be happy moving around where required 
• World cruising which will likely see 1 of the yachts heading to the Pacific 
• Fantastic crew on board, we are looking for someone fun & full of energy to fit in 
• Start – flexible – early July is ideal
• Excellent training package on board 
• Discretionary gratuities when guests are on board 

Captain – 28m Private – Fulltime

Posted By Simon Ladbrooke

Closing Date Mon 24 Jun 2024

We are looking for a Captain to join a 2022 launched 28m private yacht in Spain immediately. 

This is a fulltime position for a yacht that cruises the Western Med for the summer and winters in Spain. 

Experienced yacht owner who uses the yacht for him and his family over the summer months. 

The yacht operates with 4 crew in total. Captain, Deckhand/Engineer, Chef & Stew. The Deckhand/Engineer is currently on the yacht and this will be his 3rd season with the program. 

The yacht is currently in Spain and will operate mainly around the Balearics, France, Sardinia and potentially the Adriatic. You should have extensive cruising experience of these areas. If you can speak some Italian then that would be a massive plus! 

The owner likes to be presented with options when using the yacht, so we are looking for a Captain who is proactive and has plenty of local contacts. 

The owner tends to use the yacht during the season for 2-3 day trips most weekends. He is by no means a liveaboard owner during the summer. The winter months will usually consist of 5 day working weeks,  working 08:00 – 16:00. 

The salary on offer is €8,000.

60 days of paid leave. 

Immediate Start. 

Chief Stew required for lovely 80m new build yacht launching Spring 2025 

• We are looking for an established Chief Stew to join this beautiful build in the final stages, before launch
• You will join the yacht as Chief Stew, in a full time role, moving to a 2:2 rotational position after launch 
• Us owners, family with 3 children – aged 7-13
• Very active family, very approachable, enjoy excursions off the yacht etc 
• The yacht will be world cruising for the first 2 years with the guests on board a lot. They will come and go, specifically when the yacht is cruising to new destinations and they will enjoy short holidays off the yacht, depending on location eg. Safari etc 
• They would like to recruit a bright, fun Chief Stew, with a good personality that has a love for yachting! You will then be involved in recruiting your new team 
• This is the owners 2nd yacht and as they have stepped up in size, they would like to step in service too. They would like a Chief Stew that can adapt to a family BBQ on the beach and then a formal dinner, tasting menu with wine pairing etc 
• We would like a candidate that has good solid yachting experience, someone that has shown longevity in their previous roles and is committed to another yacht long term 
• Full time in yard with a raised salary 
• After launch 2:2

Closing Date Mon 22 Jul 2024

Chief Stew required to join this fantastic 80+m MY having an extensive refit! 

• This is a wonderful opportunity to get some build/refit experience under your belt whilst still maintaining a full rotation
• Candidates will join the yacht in Northern Europe where it will remain for the next year
• Your role as Chief Stew will be mainly office based, overseeing the interior projects, dealing with contractors, liaising with other crew in the fleet and the owners 
• During the yard period, the yacht will be down crew numbers however, when she goes operational again, you will need to recruit a large team
• As the Chief Stew, some of your role will include keeping crew morale up! Weekly dinners out, organising courses for the crew etc whilst in the yard 
• All crew live in shoreside apartments, you will be responsible for liaising with the landlords and doing weekly apartment inspections 
• Yard experience is a MUST! 
• Salary DOE & additional daily allowance for food/drink etc in the apartments 

Rotational Chief Engineer – 55m – Worldwide cruising

Posted Date Wed 05 Jun 2024

Closing Date Wed 19 Jun 2024

An opportunity has become available to join a lovely 55m Northern European build yacht as rotational Chief engineer.

• The yacht is in great condition and was launched last year. 
• Fantastic itinerary planned, worldwide – Norway, SE Asia, Australia and more. 
• Rotational: 9 weeks on / off. 
• Y1, SV Chief 9000kW or Chief Engineer Unlimited ticket required. 
• They are looking for a candidate with proven longevity and recent experience as Chief Engineer on 50 – 65m yachts. 
• Salary is €9,000 – €10,000 based on experience + 13th month bonus.
• Start date is August 2nd. 

4th / Tender Engineer – 100m+ – 4:2 rotation / dual season

We're working with a 100m+ Northern European build yacht who are looking for a 4th engineer to join their crew.

• If you hold an EOOW Unlimited ticket from a commercial background and are looking for your first yacht, this will be considered. 
• If you do not have an EOOW ticket, you must hold an Engine Room Watch Rating III/4 or III/5.
• The vessel is dual season, spending time between the Mediterranean and Caribbean, however it will also go further afield. 
• Start date is September.
• Salary is $4,500 – $5,000 (DOE) + 13th month bonus. 
• Rotation is 4:2.

Chief Officer – 80M+ – World Cruising

Posted Date Fri 31 May 2024

• 80m+ World Cruising Private Motor yacht are looking for an experienced Chief officer to join them mid-August 24
• OOW Unlimited required as min, CM Unlimited preferred
• Incredible program which runs as part of fleet
• They are looking for a versatile, driven and committed experienced Chief officer with solid large yacht background and experience running a team of 8+ on deck
• Yacht background required showing progression through the ranks
• Excellent operational experience required – Heli Ops and Diving qualifications would be advantageous
• Interesting upcoming itinerary including Patagonia and Antarctica
• Salary on offer is above industry standard, extremely generous bonus package, unlimited training budget along with time for time rotation – full package to be discussed during initial calls

2nd Officer – 60m – Dual season

Posted Date Tue 28 May 2024

• 60m Dual season Private Motor yacht are looking for a 2nd officer to join them early July 2024

• This is a fantastic opportunity to work with established Captains, excellent senior team and a well run yacht with a nice owner

• They are looking for a hands on newly qualified OOW ideally with a Bosun background who is able to lead from the front and willing to learn the bridge side of the role

• The yacht has a varied cruising itinerary this Summer with cruising around the Baltic. Yard period for 3 months during September-November and then onwards to the Caribbean for the Winter

• The role is split between bridge and deck, but someone hands on with crew training and being present on deck will be required

• The yacht runs with a superb senior team who are willing to pass on knowledge, provide training and allow you to grow into a solid 2nd officer!

• Tight knit crew who are all active, social and like to spend time exploring in the places they visit. The crew get lots of weekends off!

• On offer is a salary of 6000-6500 USD DOE, 5:1, 13th month bonus and discretionary unlimited training budget

Chief Officer – 60m – Private/Charter

Posted Date Fri 24 May 2024

• 60m Private/Charter dual season Motor yacht are looking for a Chief Officer to join them at the end of June/early July

• Extremely well-run yacht with excellent Captains and a superb rotational partner • They are looking for an experienced Chief officer holding minimum of CM3000

• Varied cruising itinerary including some interesting locations

• Extremely tight knit crew and great dynamics – you need to be able to slot in seamlessly!

• Fitness/water sports orientated crew, active owner who enjoys water sports

• You will need a solid knowledge of ISM, good team management skills whilst being an excellent right-hand man to the Captain

• Mixture of Private and owner usage

• On offer is a time for time rotation (10:10), salary DOE and follows industry standard – Full package TBD during initial calls

• Please only apply online to register your interest. Due to large number of applications expected it will not be possible to respond to everyone – Thanks!

HOH – Private – 90 days

Posted Date Wed 22 May 2024

HOH required for 80m MY

• We are looking for an experienced HOH to join this world cruising private MY as HOH 
• Candidates will have strong experience and be passionate about the HK department 
• You will work with the Interior Manager running the interior and be responsible for your admin 
• Start in the Med in the coming week or so. The yacht has an exciting future with world cruising 
• You will be responsible for 3 HK and the Laundry Master
• Lovely crew on board 
• 4500 EURO – 90 days leave to be taken when the Boss is not on board 

Chase Boat Captain – Semi Land Based position – Incredible opportunity!

Posted Date Mon 29 Apr 2024

• Incredible opportunity for a Chase Boat Captain looking for a stable work/life balance based in the Bahamas for 6+ months of the year
• This is unique position working for a lovely, water sports mad owner who spends 6 months of the year in the Bahamas with his family
• They are looking for a driven, organised and motivated Chase boat Captain to oversee a fleet of 2 boats including a 40ft triple outboard chase boat and a Wake surf boat
• Accommodation provided in the Bahamas along with use of a company truck
• The owner does have a 35m yacht which also spends half of the year in the Bahamas and the other half in the Med. There is the potential for a new yacht to be purchased in the near future which will be based all year round in the Bahamas. Career progression will be potential for the right candidate.
• Flexibility to be able to travel with the owner for tender driving and water sports purposes in both the Med and USA
• A good basic understanding and hands on skillset with engineering would be advantageous and a proven background in driving large tenders is essential!
• You need to be self motivated as you will be expected to manage your own work load. What is essential is that the tenders are in top condition and ready to go for the owner at a drop of a hat!
• Hands on skills with towing/reversing trailers would be advantageous but support can be provided
• Water sports experience specifically wake surfing would be a bonus – the wake surf boat is quite high tech but pretty easy to use in terms of setting up for wake surfing
• On offer is a negotiable package with a starting salary of 5500+ USD. Salary and leave are both negotiable and will be discussed during interview stages
• Visas/residency for the Bahamas can be arranged for tax purposes

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