Start a Yacht Crew Staffing Agency

1. 1

   Understand the rules that shape the business

   The Maritime Labour Convention (MLC 2006) governs crew recruitment: the owner or employer pays agency fees, never the seafarer, and placement services must meet compliance standards. This is what makes the model clean: your client is the yacht, your fee comes from the owner's side, and running a compliant service is itself a selling point against informal operators.

2. 2

   Build the candidate database from your real network

   The asset of a crew agency is a deep pool of vetted candidates: captains, engineers, chefs, stewardesses, and deckhands with verified certificates (STCW basic training and role qualifications), checked references, and honest notes on strengths and fit. If you have worked on yachts, your contact book is the seed. Vet rigorously, because your reputation rides on every placement.

3. 3

   Set up compliant contracts and processes

   You need MLC-compliant terms of business with vessels, proper candidate data handling, reference and certificate verification workflows, and clear fee agreements signed before you send a single CV. Industry norms include replacement guarantees if a placement leaves early, so define those terms deliberately rather than discovering them in a dispute.

4. 4

   Choose your niche and hub

   Crew hiring concentrates in a few ports (Antibes, Palma, Fort Lauderdale) and specializations pay: agencies known for exceptional chefs, engineers, or senior captains command more trust than generalists. Start where your network is strongest, and be honest about which roles you can genuinely vet at a professional standard.

5. 5

   Win mandates from the hiring side

   Placements are commissioned by captains, yacht management companies, and owners' offices. Introduce yourself with your vetting standards and niche, respond fast (crew gaps are urgent, especially in season), and deliver shortlists of three strong candidates rather than twenty CVs. Speed plus quality is the entire pitch.

6. 6

   Price to industry norms

   Published figures put permanent placement fees around 8 to 10 percent of annual salary, with some leading agencies charging the equivalent of one month's salary, and temporary placements earning around a quarter of crew earnings for the engagement. Some newer platforms charge flat per-role listing fees instead. Pick a clear structure and state it upfront.

7. 7

   Turn turnover into recurring revenue

   Yacht crew rotate frequently, which means the same vessels hire again and again, and well-placed candidates eventually become clients who hire through you. Track every vessel's crew calendar, stay in touch through the seasons, and add revenue lines such as coordinating STCW training for green crew entering the industry.

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Best for: Current and former yacht crew with a strong network who want a shore-based business built on their reputation

Not for: This is not for someone with no connection to the yachting world, because the candidate network and the trust of hiring captains are the entire business. It is also not for anyone tempted to cut corners on vetting or to charge candidates, both of which end an agency quickly.