Four years ago, our Director, Tim, penned a blog titled “Where Have All the Chief Officers Gone?” Since then, the superyacht job landscape has shifted dramatically, particularly in the past year, where the availability of roles for Chief Officers seems to have undergone a significant transformation.
What was once a scarcity of qualified candidates has now evolved into a surplus of highly skilled Chief Officers seeking employment, often struggling to secure positions that align with their preferences, especially when rotational schedules are non-negotiable and family commitments are paramount.
- Security: In the wake of the COVID-19 pandemic, job security has become a primary concern for officers. The prospect of transitioning to another yacht for marginal financial gains or minimal size differences may seem less appealing when weighed against the risk of joining a program that might not align well, potentially compromising one’s career trajectory.
- Longevity bonuses: Our recent salary survey indicates that longevity is often rewarded with salary increases or bonuses. Consequently, Chief Officers may find less incentive to seek alternative employment if they already benefit from such arrangements.
- Turnover disparity: Notably, there appears to be a marked discrepancy in turnover rates between rotational Chief Officers and interior Heads of Department (HODs). While Chief Officer roles may be relatively scarce, positions for interior roles tend to experience higher turnover, reflecting broader trends in crew dynamics.
- Career progression: Chief Officers who receive significant exposure to additional responsibilities, including drive time, under the guidance of a supportive Captain, may find little reason to explore alternative opportunities if they are content in their current roles.
- Networking dynamics: The proliferation of networking groups and WhatsApp groups has facilitated direct communication between yachts and qualified Chief Officers, circumventing the need to use an agent. Whilst this can streamline recruitment costs, it may also limit exposure to diverse talent pools and employing your friend or someone you may know might not always be the best option available to you in the current market.
- Aspirations for Captaincy: Many Chief Officers opt to remain in their current position, biding their time in anticipation of opportunities to transition into Captaincy roles.
In this client-driven market, employers have the luxury of selecting from a pool of top-tier Chief Officer candidates. Therefore, individuals lacking longevity or solid references may encounter greater challenges in securing desired roles. What are your thoughts on the current market dynamics? I’d love to hear your thoughts.
On a separate note, if you are an experienced Chief Officer aspiring to transition into a Captaincy role and seek additional coaching or CV guidance from Tim or Simon, our Captain Consultant, please reach out to me via email – tom@quaycrew.com.
