Three colleagues discussing printed documents at an office table overlooking a port

Hire proven shore-based maritime talent

Shortlists of three to five, each candidate interviewed by us first and defended in writing. Confidential when the market is small enough that advertising the role would tell your competitors what you are planning.

Book a discovery call See how we work

Most maritime shortlists fail for one of three reasons. None of them is a shortage of people.

Speed. Good shore candidates are usually employed and rarely looking. By the time a role has been advertised for six weeks, the people you wanted have signed elsewhere. We work from a live network rather than an inbox.

Translation. Hiring managers without sea time misread sea CVs — treating rotation as a career gap, or rank as a technical grade rather than command experience. Every shortlist we send includes the translation.

Discretion. Indian shore-side maritime is small. An open advertisement for a Fleet Manager is a public signal. Confidential search removes that signal, at the cost of a couple of extra weeks.

Three ways we work with you

Maritime shore recruitment

Technical, marine, operations, chartering, crewing and HSEQ roles across the fleet and the office. Contingent or retained depending on the mandate.

Flagship

Executive search

CXO, Fleet Director and Head-of appointments. Retained, mapped, and confidential by default.

Retained

HR advisory (NECD)

Wellness programmes, training design, TMSA-aligned HR practice and retention work for maritime employers.

Advisory

Three desks, and the markets around them

The first three are specialist desks with their own teams — follow them for the detail. The rest are markets we recruit into when a mandate touches one of the three.

Maritime
Logistics
Legal
Energy
Manufacturing
BFSI
Pharma
Technology
Finance

Brief to placement, then the first year

Four steps, and a fifth that most agencies skip: we stay in contact after the start date, because the transition ashore is where placements wobble.

Brief

A working session with the hiring manager, not a form. We leave with the scope, the package, the reporting line and the reason the last person left.

Day 1
Search

Mapped against our shore-side network and the vessels, owners and managers your target profile actually comes from. Confidential where required.

Week 1–2
Shortlist

Three to five candidates, interviewed by us first, each with a written case for why they fit and where they will need support.

Week 2–3
Placement

Offer support, notice-period management and counter-offer defence — then structured check-ins through the first year ashore.

Week 4+

Retention support. Structured check-ins at 30, 90 and 365 days with both sides. If something is going wrong, we would rather hear it at week six than at the exit interview.