CrewPortGlobal — Recruitment and Matching Policy

This document defines how CrewPortGlobal handles candidate intake, data structuring, document readiness review, matching support and shortlist presentation for maritime employers.

It is written for public trust, operational clarity and alignment with the platform's current Stage 1 positioning.

Core principles

1. CrewPortGlobal does not charge seafarers recruitment, placement or employment-access fees.
2. Matching support may be assisted by automation, but shortlist presentation and material candidate actions remain subject to human review.
3. Candidate consideration is based on professional relevance, readiness and lawful client requirements.
4. CrewPortGlobal does not guarantee placement, contract award or embarkation.

Stage 1 platform position

At Stage 1, CrewPortGlobal operates as a digital maritime workflow and documentation platform.

The platform may support candidate discovery, profile structuring, document review and shortlisting workflows for shipowners, vessel operators, ship managers and authorized maritime employers.

CrewPortGlobal does not represent itself as a licensed seafarer recruitment or placement service unless and until such approvals or partner structures are formally established where legally required.

Candidate intake and readiness

CrewPortGlobal may collect and structure candidate information including rank, department, sea service, certificates, travel-document status, medical validity, availability and other professionally relevant maritime data.

Where documents are uploaded, the platform may flag them as missing, incomplete, expired, inconsistent or operationally ready for review purposes.

Document readiness support is not a substitute for employer due diligence, flag-state checks, port-state requirements, visa controls or statutory manning obligations.

Matching methodology

Candidate matching may take into account vessel type and rank relevance, certificate validity windows, experience profile, language fit, availability timing, lawful client requirements, document readiness and response quality.

AI or rules-based systems may assist with ranking, filtering, normalization or drafting, but they do not replace final human oversight for shortlist presentation.

Non-discrimination baseline

CrewPortGlobal aims to support lawful, professional and non-discriminatory candidate handling.

The platform should not be used to prefer or exclude candidates on unlawful grounds unrelated to legitimate job requirements.

If a client request appears discriminatory, abusive or inconsistent with applicable law or public trust commitments, CrewPortGlobal may pause, reject or escalate the request for review.

Client presentation and shortlist handling

Candidate profiles may be presented to business clients only where there is a legitimate operational purpose and an appropriate trust or compliance basis to do so.

Presentation of a candidate to a client does not create an employment contract and does not guarantee an offer.

Clients remain responsible for interviews, suitability decisions, employment contracts, wages, travel, visas, repatriation, safe manning, MLC obligations and all employer-side compliance duties.

Complaints and escalation

Seafarers and business users may raise concerns about improper fees, misleading vacancy handling, discriminatory treatment, data misuse or document-handling issues through the public Complaint Handling Procedure.

CrewPortGlobal may temporarily suspend matching activity while a material complaint is reviewed.

MLC alignment note

This policy is intended to support a no-fee, complaint-aware and traceable workflow model consistent with the direction of MLC-focused maritime recruitment safeguards, including the spirit of Regulation 1.4 and Standard A1.4.

It is not legal advice and does not replace jurisdiction-specific regulatory review.