04/06/2025

Let’s be honest, if captains had a pound for every time they’ve had to replace a stew mid-season or get an emergency placement while somewhere in the middle of the Atlantic, well, they'd have quite a few pounds.

The never-ending turnover trap

Crew turnover is one of the most frustratingly predictable problems in yachting. The irony is that it’s usually left for the busiest person onboard to solve: the captain. You’re already managing safety, guests, logistics, weather, provisioning and everything else. And now, you’re also meant to screen CVs, spot forged certificates, and psychically detect red flags? Sure.

Captains aren’t just leading teams. They’re the axis around which the whole operation spins. When something breaks, they fix it. When the vibe dips, they raise it. When someone quits on a Tuesday, they’ve sourced a replacement by Wednesday.

Leadership is baked into the job, but that doesn’t mean captains should be stuck deciphering whether “extensive galley experience” means Michelin training or a knack for nachos.

Caring doesn’t check certificates

Most captains care deeply about hiring well. But caring doesn’t buy time, verify documents, or guarantee that the person walking onboard hasn’t borrowed someone else’s ENG1.

That’s where CrewPass steps in. Not as a recruiter, but as your digital co-pilot.

The stats aren’t encouraging, crew turnover sits somewhere between 20 and 40 percent per year. That’s not a retention rate, that’s a carousel. And while everyone loves to blame salary, money isn’t the main reason people jump ship.

The real reasons are far more human:

• Lack of clear communication

• No visible path for progression

• Workloads that would flatten a mule

• Burnout from back-to-back seasons with no recovery time

• Feeling undervalued or, worse, invisible

  
  

And the frustrating part is that most captains already know this. They can spot burnout coming before it hits. They hold teams together under pressure. But without proper support, even the most capable leaders can only patch things for so long.

What do crew actually want?

Burnout, unclear roles, and lack of recognition are driving talent away, not just salary.

What crew want is:

• Clarity about their role and progression

• Recognition for hard work

• Time off that’s genuinely time off

• A crew mess that doesn’t double as a stress incubator

• Teammates who are competent, respectful, and, according to our recent survey, background checked

• 
  

Yes, really.

Because nothing kills morale faster than discovering your new crewmate has a criminal record no one bothered to check, or that their last “Chief Stew” gig was on a rented rib in Ibiza.

Captains want good crew. And good crew want structure, support, and safety.

Let’s be clear: CrewPass is not a recruitment platform, but what we are is

What we do is make sure that the crew you choose to hire are exactly who they say they are.

CrewPass isn’t a recruiter

We are your verification co-pilot. From fake STCWs to Ibiza party captains, we make sure your crew are who they say they are.

CrewPass checks:

• Criminal history (including international databases)

• ID verification

• Certificate authentication (yes, real STCWs only)

• Reference confirmation (no “Captain Dave” who lives in the same flat)

• Social media reviews (we look so you don’t have to unearth Ibiza 2017 by accident)

  
  

We’re here to support captains who are already balancing everything, by removing the guesswork from a process that should never rely on gut feeling alone. Yes, your instincts are strong, but even the sharpest instincts deserve backup.

Fewer surprises, better seasons

Reduce churn, boost morale, and give captains the tools to lead without guesswork.

When someone leaves mid-season, the cost isn’t just about time or money. It’s about disruption. You lose someone who knows how Mr Bentley likes his eggs and how the generator throws a tantrum if it’s humid. You replace them quickly, brief them faster, and hope the guests don’t notice that things have started to feel… experimental.

It’s no one’s fault. But it is everyone’s problem.

Turnover leads to:

• Lower service standards

• Declining morale

• Guest dissatisfaction

• Frayed tempers

• The creeping feeling that you're running a very expensive internship programme

  
  

To reduce the churn, you must improve your hiring process and reinforce your crew once they’re on board.

Captains are the glue that holds yachts together. You keep things running, keep people safe, and somehow do it all with a steady tone and a steady hand. But even the best leaders need tools. And the right tools start with:

• Fast, accurate crew verification

• Clear onboarding support

• Better visibility into who you’re hiring

• The ability to make confident decisions without playing reference-phone-tag in four time zones

  
  

That’s what CrewPass delivers: confidence, efficiency, and peace of mind. A smoother, smarter hiring experience, for captains, crew, and everyone onboard.