Recruiting intelligence for ship managers
Hire the best seafarer, not the best CV.
MaritimeRecruitAi reads CVs the way an experienced superintendent would. It checks every must-have, scores candidates on 26 factors, and shows the line in the CV behind every judgement.
- Reads
- PDF, Word, scans
- Checks
- CoC, STCW, rank, vessel
- Explains
- Every score, with evidence
Candidate 07 · Chief Engineer
12 yrs gas carriers · 5 yrs C/E · ME-GI
82
Strong fit
Must-haves
- METCoC Chief Engineer, STCW III/2
- MET2+ years as C/E on LNG carriers inferred
Evidence · CV, page 1
“Technical management of 6 LNG carriers simultaneously: budgets, dry-docking, class and vetting.”
To verify: dry-dock dates in 2021 overlap a sea contract.
The problem
Generic recruiting software reads keywords. Maritime CVs don't work that way.
Experience is written as scope
“Managed 6 LNG carriers” proves LNG experience. Keyword filters miss it, and good candidates are lost in the first pass.
Certificates decide everything
CoC grades, STCW endorsements and time in rank are legal gates. HR teams check them by hand, CV by CV.
Normal careers look like red flags
Leave between sea contracts and moves through manning agencies are how seafarers work. Generic tools mark them down.
Hiring managers have no time
Technical directors are asked to judge every shortlist themselves, because the reasons behind it are missing.
How it works
From job description to an explained shortlist, in four steps.
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Step 1
Read the job
Must-haves and nice-to-haves, rank, vessel types and scope. Anything inferred is marked, and your recruiter confirms.
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Step 2
Read every CV
PDF, Word and scanned CVs become structured profiles: roles, ranks, certificates and ships handled at once, each with its quote.
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Step 3
Check the must-haves
Met, met by direct inference, or not met, decided automatically. Candidates set aside stay visible, with the reason.
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Step 4
Rank and explain
26 factors scored for this role, a ranked shortlist, the evidence behind each score, and what to verify in interview.
The 26-factor framework
Judged the way a senior maritime recruiter judges.
Each factor is scored for the specific role. Job-hopping reads as ambition in a chartering analyst and as a question in a fleet manager. Every score shows its evidence and whether it is verified, stated by the candidate, or inferred.
Experience
Depth · Breadth · Applicability to the role · Transferability · Recency · Skills verification
Performance
Achievement vs. responsibility · Career trajectory · Learning velocity
Career moves
Employment stability · Reasons for changing jobs, each reason checked against the CV
People & fit
Managerial fit · Leadership style · Personality profile · Culture compatibility · Company-stage fit
Market
Geographic fit · Network relevance: charterers, yards, class, P&I, vetting
Verification
Red flags to check · CV authenticity · Motivation · Seniority and pay alignment
Fair and explainable
Every judgement can be checked in seconds.
Evidence or nothing
Every score links to the line in the CV it rests on. No quote means “not enough information”, never a guess.
Personal details removed
Age, nationality, gender, religion, marital status and photos are removed before anything is scored.
Your recruiters decide
Nobody is silently rejected. Recruiters see every exclusion and its reason, and can override with a note.
Built for maritime careers
Contract leave and agency moves are never treated as problems, and a missing vessel list is never a penalty.
Prove it on your own hires
Start with a shadow pilot.
Give us a few roles you have already filled, with the CVs you received. We rank the candidates without seeing your decision. Then compare: where did your best hires land, and who did we surface that was missed?
Hours saved per role
Screening time tracked in the product against your team's current process.
Better candidates from the same pool
Your team records its shortlist first; we count strong candidates it would have missed.
A monthly value report
Both numbers, every month, so the subscription justifies itself.
Request a demo
See it on one of your open roles.
For HR and talent teams at ship managers and shipowners, and the technical, marine and commercial directors they hire for.