How to Write a Ship Job Posting That Attracts Qualified Crew

Short answer: rank, vessel type and size, main engine or key equipment where relevant, flag, trading area, joining date and port, contract length, wage or wage range, required certificates and endorsements, minimum experience in rank and vessel type, and how and by when candidates will hear back.

Each of those fields answers a question the candidate would otherwise have to ask, and many will not bother asking. A second officer weighing three offers will usually start with the one that already shows the wage, the trading area and the contract length. Missing details do not create mystery; they create silence.

The order matters as well. Seafarers scan job lists quickly, often on a phone with a weak connection. Put the decisive facts at the top: rank, vessel, joining date, contract length and wage. Put company background and soft requirements lower down.

Short answer: give vessel type, size (DWT, GT or TEU as fits the segment), year built if relevant, and the equipment experienced candidates filter on, such as main engine make, cargo system or DP class.

'Bulk carrier' tells a candidate very little. 'Supramax bulk carrier, about 58,000 DWT, built 2012, geared with four cranes, MAN B&W main engine' tells a chief engineer whether his experience fits and tells a chief officer what cargo work to expect. On tankers, include the type (crude, product, chemical, LPG, LNG) and the cargo system details candidates care about. On offshore vessels, state the DP class and the DP certificate required.

Flag and trading area are not small details either. Flag determines which endorsement the candidate needs under STCW Regulation I/10 and which national rules apply to the employment agreement. Trading area affects visa needs, war risk or high-risk area conditions, weather and shore leave. 'Worldwide trading' is acceptable when true; if the ship is on a regular route, say so, because many seafarers prefer it.

Short answer: list the exact certificate of competency, the required STCW endorsements and specialised training, and the minimum sea time in rank and on the vessel type. Separate 'required' from 'preferred'.

For a chief officer on an oil tanker, the requirements might read: CoC under STCW Regulation II/2 for ships of 3,000 GT or more, advanced training for oil tanker cargo operations under Regulation V/1-1, valid flag state endorsement or ability to obtain one, ECDIS type-specific familiarisation for the onboard system (which can be provided), minimum 12 months as chief officer on product or crude tankers. For a second engineer: CoC under Regulation III/2 for 3,000 kW or more, high voltage training as required by Section A-III/2, minimum experience in rank and with the engine type.

Be honest about what is really required. Asking for ten years in rank for a junior officer role, or for certificates the ship does not need, shrinks the pool for no gain. If you are open to a strong candidate stepping up in rank, say so: 'Second officers with at least 24 months in rank and a chief mate CoC are welcome to apply.' This is often where companies find loyal officers.

If you require a particular nationality or crew mix, say it plainly and give the reason (for example the flag's manning rules, CBA conditions or a working language on board). Seafarers from other countries will appreciate not wasting their time, and you avoid filling your inbox with applications you cannot accept.

Short answer: yes, at least as a range. Posts with a wage figure answer the first question every candidate has, and they filter out candidates whose expectations are far from your budget before anyone spends time on an interview.

Show the total monthly wage and, where possible, how it is built: basic wage, fixed overtime, leave pay and any allowances. Seafarers who have been burned before by an attractive 'total' that turned out to be mostly variable pay look for this breakdown. State whether a CBA applies (for example an ITF or IBF agreement or a national agreement), because that tells candidates a lot about overtime, leave and compensation terms.

If you are not sure what is competitive, compare your offer with current ranges for the rank and vessel type before you post. Underpricing a vacancy by a modest amount can cost far more in a longer vacancy, delayed crew change and extra travel costs than the wage difference itself.

Short answer: make it clear that there is no fee for the candidate, that the employment agreement will meet MLC 2006 requirements, and that travel and visa costs to join are covered according to the contract and MLC rules.

Regulation 1.4 and Standard A1.4, paragraph 5(b) of MLC 2006 prohibit recruitment and placement services from charging seafarers, directly or indirectly, for recruitment or placement. The only costs a seafarer may be asked to bear are the national statutory medical certificate, the national seafarer's book and a passport or similar personal travel document, not including visas, which are borne by the shipowner. Saying 'No fees charged to candidates' in the post is a strong trust signal, because fake job offers asking for 'processing fees' are widespread.

Regulation 1.4, paragraph 3 also matters if you use a manning agency in a country where the MLC does not apply: the shipowner must ensure that service conforms to the requirements in the Code. Even when hiring directly, the employment agreement must meet Standard A2.1. That includes giving the seafarer an opportunity to examine and seek advice on the agreement before signing, a signed original for both parties, and the particulars listed in paragraph 4, such as wages, paid annual leave, termination, health and social security protection and repatriation entitlement.

Mentioning in the posting that 'the SEA can be shared in advance for review' costs nothing and tells serious candidates you have nothing to hide. Many experienced officers will not travel for a sign-on without having read the agreement.

Title line: [Rank] for [vessel type and size], joining [month and port], [contract length]. Example: 'Chief Engineer for 58k DWT Supramax, joining Singapore mid-December, 4 months +/- 1'.

Key facts: vessel type, DWT or GT, year built, flag, main engine make and model, trading area, joining date and port, contract length, crew nationality mix or working language on board.

Pay: total monthly wage or range, with basic, overtime and leave pay if possible, applicable CBA, and payment method (bank transfer, allotment options).

Requirements: CoC level and regulation, required endorsements and specialised training, minimum time in rank and on the vessel type, document validity required at the joining date (for example passport valid for at least the contract length plus a margin), medical certificate validity.

Process and timing: how to apply, what documents to upload, whether there is an online interview, and when you will reply. A line such as 'We reply to every shortlisted candidate within 48 hours' sets you apart, but only if you keep the promise.

Trust signals: no fees charged to candidates, SEA available for review before signing, direct employer or manager name, and a working contact.

Short answer: missing wage, vague vessel details, unrealistic requirements, 'urgent' with no joining date, and no reply after applying.

The word 'urgent' on its own is a common one. Every crewing manager has urgent vacancies, and candidates have learned that 'urgent' often means 'we will push you to accept fast and fix details later'. Replace it with a concrete date: 'Joining 15 December, Singapore'. That is urgent and informative at the same time.

Slow or absent responses do the most damage. Experienced officers often have several options at once. If your process takes two weeks to reach a first call, the best candidate has frequently signed elsewhere. Decide in advance who will review applications and how quickly, and set a reply time you can actually keep.

Finally, keep posts up to date. A vacancy that was filled a month ago but is still online tells candidates the company is not paying attention, and it trains them to ignore your next post.

Short answer: post where seafarers already look for work and where you can filter candidates by rank, certificates and availability, then reply quickly to the shortlist.

ShipCrewFinder is built for direct hiring. Companies can post jobs with full rank, vessel and contract details, search crew profiles by rank, and contact seafarers directly with 0% commission and no agency in the middle. Companies can try the full platform free for the first month. If you are tired of vague postings that bring the wrong applicants, create a company account and post your next vacancy with the template above.