In today’s yachting industry, time is always tight. Busy programmes, short yard periods, and high expectations keep pressure on the team, and as yachts increase in size and complexity, so must the crew. Sometimes, captains and managers simply don’t have the time to source individuals with the specialist skills and experience required. That’s where people like me, the humble crew agent, come in.

Every year, yachts grow bigger. Systems grow more complex. New roles are being created all the time: Interior Managers now sit above Pursers and Chief Stews, and ITOs (Information Technology Officers) support ETOs and engineering departments. Finding the right talent for these niche positions often means casting the net wider and looking outside the yachting industry. That takes time, contacts, and a lot of legwork.

But even the more traditional roles take time to fill properly. Most captains will tell you that recruitment is their least favourite task, and it’s easy to see why. Between chasing spare parts, overseeing yard periods, and prepping for the boss’s arrival, hiring crew often gets bumped to the bottom of the to-do list. And that’s exactly why crew agents evolved, to fill that niche, and to keep evolving as yacht programmes, owners, and crew expectations shift.

Some captains still prefer to do the legwork themselves. That’s fine, and in that case, a headhunter-style agency may not be right for you. There are “shopping cart” style agencies where you pay a flat fee to search a database and contact crew directly. If you’ve got time on your hands, it can work well.

Social media is another route, but beware, it comes with a flood of CVs. A captain in Antigua told me he was inundated with a hundred unsuitable applications after just one post, and it gave him a newfound respect for what I do. Which was nice…

Ultimately, it’s about time and value. Owners sometimes say they’re trying to save money by avoiding agency fees. But think about it, if you own a €50 million yacht, don’t you want to ensure you’ve got the best team running it? One bad hire, a crew member with a drinking problem, one whose faked experiences, can cost you far more than an agent’s invoice. Damaged reputations, safety risks, or lost charters? That’s the real cost of cutting corners.

As a captain, don’t you want to trust your team implicitly and know that they’re capable of running their departments professionally and safely? Do you really have the time (and headspace) to be sifting through myriad CVs, checking references, cross-referencing certificates and availability, while also managing a full pre-season prep list? Probably not.

Now, once you decide to work with a crew agent, here’s how to get the best out of us.

A good agent should work with you to determine your exact needs. Every client is different, and it takes a bit of time to get to know them, but once that relationship is built, everything gets easier.

I have clients who just message me: “Erica, I need a chef for the season. Same brief as usual.” Done. I know their yacht, their vibe, and the kind of candidate who’ll slot in perfectly, and I won’t waste their time unless I’ve got the right CVs to show them.

At the beginning of any search, I’ll ask for the basics, and then drill deeper. Let’s say Captain Bob on the busy, travelling 50m MY Bertha is looking for a Chief Mate with a CM3000gt and one year’s experience in the role. That’s the surface-level stuff. But to find the right person, I need to know more: the dynamics onboard, the existing crew’s age ranges, nationalities, languages, personality types, how they spend their downtime. Is the crew social? Are there couples on board? Do they keep to themselves, or is it more of a family atmosphere?

It’s matchmaking, and personalities matter as much as paperwork.

That’s why agencies like mine interview crew in person wherever possible. We don’t just tick boxes. We ask questions about their skills, attitude, and how they handle pressure. We verify references thoroughly. Because living and working in close quarters on a yacht is intense, and having someone onboard who doesn’t gel can cause chaos. Cabin pairings matter. A clashing personality can derail morale quickly. Common ground is important.

To get the best out of your agent, invest in the relationship. Some captains email 10 agents at once, hoping for speed. What happens then? A mad race, duplicated CVs, and everyone chasing their tails. Some agents throw every CV they can find at the Captain. Others send crew who haven’t even confirmed interest. And the client ends up wasting time untangling the mess.

We understand, sometimes things are urgent. You’ve got five minutes to sort a disaster and need backup fast. In those cases, a multi-agent email blast is (almost) understandable. But ideally, building solid relationships with a few trusted agents will always pay off in the long run.

When your lead deckhand slips mid-charter and you need a replacement today, you want to be able to pick up the phone and trust that your agent knows exactly what you need, because they already have your file, your programme details, your crew culture, and your preferences on speedboats vs. sailing dinghies.

Each yacht is different. Each captain is different. Your agent should know that, and more importantly, know you. If you’re still getting the same questions every time you call, “Is it private or charter? Motor or sail? How many crew?”, it might be time to work with someone new.

And if that’s the case? You know where to find me.

 ✨ For more no-nonsense tips and honest advice at every stage of your yachting journey, check out Superyacht Life: How to Start, Succeed, & Stay Sane by Erica Lay - available 1st October on Amazon.