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Crew recruitment has long been one of yachting's most stubborn pain points. High turnover rates, mismatched hires, and rising recruitment costs have left yachts, owners and management companies frustrated - and typically out of pocket.&nbsp;That's why, in early 2024, <a data-gid="gid://syiq/Company/7555" href="#managed-by-system" rel="noopener noreferrer" target="_blank" title="mycrewagency. (Company)">mycrewagency</a> launched a bold new approach designed to tackle these challenges: a Retainer Fee Model. Beyond the limitations of traditional commission-based hiring, this model offers a more sustainable solution. One year in, the results speak for themselves. We sat down with Michael di Luca, founder of <a data-gid="gid://syiq/Company/7555" href="#managed-by-system" rel="noopener noreferrer" target="_blank" title="mycrewagency. (Company)">mycrewagency</a>, to discuss the model's performance, client feedback and what's next.<img src="https://photo-assets.superyachttimes.com/photo/353773/image/large-a8e98ca1fefa74df9d71166ed38867df.jpeg" data-gid="gid://syiq/Photo/353773">A new approach to an old problem&nbsp;For years, yacht crew recruitment has leaned heavily on a contingency-based fee model. While seemingly straightforward, this structure often misaligns incentives, with recruiters profiting from high crew turnover. When a placement doesn't work out, the hiring cycle starts again, leading to excessive fees.&nbsp;Recognising these inefficiencies through conversations with crew and management companies, <a data-gid="gid://syiq/Company/7555" href="#managed-by-system" rel="noopener noreferrer" target="_blank" title="mycrewagency. (Company)">mycrewagency</a> introduced its Retainer Fee Model. Under this game-changing approach, yachts over 40 metres pay an annual fee for unlimited hires. This structure lets them cap recruiting costs, forecast annual budgets, and enjoy a more strategic hiring process.&nbsp;As Michael explains: "The traditional model financially rewards recruiters for maintaining an industry-wide high crew turnover. With our model, we have realigned financial incentives between employer and recruiter, which results in more accurate and comprehensive profile matching and, in turn, increased crew retention."<img src="https://photo-assets.superyachttimes.com/photo/302797/image/large-d6aeb1ae4678657e5dcae5b34b69b520.jpeg" data-gid="gid://syiq/Photo/302797">Results you can measure One of the challenges with traditional recruitment is the widespread practice of yachts using multiple agencies in an attempt to cast a wider net and access more candidates. However, Michael believes this approach reflects a deeper lack of trust in the existing recruitment process. “Many agencies are a carbon copy of each other – the only thing that seems to separate them is their name. They use the same methods to find crew in the same places, producing the same outcomes and invariably the same CVs.”Looking back on the first year of the Retainer Fee Model, Michael is pleased to report that the results have far exceeded expectations. "The structure is not a complicated one, and therefore, it has done exactly what I anticipated it would - save our clients significant amounts of time and money, and increase their onboard crew longevity."&nbsp;The numbers reflect this: client crew longevity onboard has increased by 27% on average per yacht, 100% of clients have renewed with <a data-gid="gid://syiq/Company/7555" href="#managed-by-system" rel="noopener noreferrer" target="_blank" title="mycrewagency. (Company)">mycrewagency</a> for another term, and 97% of clients have reported significant cost savings. Tracking client success is also done through the company's Annual Recruitment Report (ARR), providing insights into each hiring year and outlining strategies for continuous improvement.<img src="https://photo-assets.superyachttimes.com/photo/302795/image/large-34a000e86bdc5a8aed92dfe7857cde15.jpeg" data-gid="gid://syiq/Photo/302795">Relationships that drive retention&nbsp;While the numbers are impressive, one of the most telling signs of success has been the glowing client feedback. Beyond the numbers and reducing costs, <a data-gid="gid://syiq/Company/7555" href="#managed-by-system" rel="noopener noreferrer" target="_blank" title="mycrewagency. (Company)">mycrewagency</a>'s approach fosters stronger relationships and a more personalised experience. &nbsp;The Retainer Fee Model means that Michael and his candidate-facing team forge more meaningful relationships and invest more time to ensure a stronger fit for both parties, emphasising crew to stay. "Our team are incentivised to spend the time getting to truly understand our clients' hiring requirements and unique yacht and programme to match crew with the yacht beyond just the CV and 'box ticking requirements."&nbsp;While the industry can seem flooded with digital solutions and endless AI discussions, Michael remains a firm advocate for the personal touch. "Dealing with people is more an art than a science," he says. "Matching crew with the right yacht extends far beyond just an algorithm, database, or filter system; it needs to have the addition of a human touch to produce the best long-term outcomes."This commitment to a more human, relationship-driven approach has translated into stronger, more meaningful connections, as Michael explains: "Clients increasingly understand the importance of the employer-recruiter relationship, and many of our clients often invite their account managers to visit them onboard to meet the crew and better understand the yacht, its crew, and requirements. This added layer of understanding gives us a huge advantage when finding suitable crew.”<img src="https://photo-assets.superyachttimes.com/photo/302796/image/large-2289d7ae28fff17b16b5b8392a042e2c.jpeg" data-gid="gid://syiq/Photo/302796" style="box-sizing: inherit; border: 0px; font-family: &quot;Open Sans&quot;, sans-serif; position: relative; max-width: 100%; margin: 1rem 0px; color: rgb(0, 0, 0); font-size: 13.6px; font-style: normal; font-variant-ligatures: normal; font-variant-caps: normal; font-weight: 400; letter-spacing: normal; orphans: 2; text-align: start; text-indent: 0px; text-transform: none; widows: 2; word-spacing: 0px; -webkit-text-stroke-width: 0px; white-space: normal; background-color: rgb(255, 255, 255); text-decoration-thickness: initial; text-decoration-style: initial; text-decoration-color: initial;">Scaling up to meet demandThanks to the model's success, <a data-gid="gid://syiq/Company/7555" href="#managed-by-system" rel="noopener noreferrer" target="_blank" title="mycrewagency. (Company)">mycrewagency</a> now faces what Michael describes as a "good problem to have" - the need to scale. The company has invested in growing and training a larger team and is moving into a bigger office space to accommodate rising demand.&nbsp;In response to client needs and since the initial launch, the company has also introduced a more accessible version of the model for smaller yachts under 40 metres. "It quickly became apparent that smaller yachts also have significant demand for this kind of service," adds Michael.&nbsp;Furthermore, <a data-gid="gid://syiq/Company/7555" href="#managed-by-system" rel="noopener noreferrer" target="_blank" title="mycrewagency. (Company)">mycrewagency</a> has refined its structure to be even more client-centric, with its credit note feature that ensures fairness in cost savings. At the end of the client's year, the company calculates what a yacht's recruitment expenses would have been under the traditional contingency model. If the retainer fee exceeds this amount, the difference is credited back for the following year. "The credit note ensures that if we do our job well - solving our client's recruitment problems and reducing turnover, their costs decrease in real-time," explains Michael. The result? An increasing number of client referrals, reinforcing the model's effectiveness.<img src="https://photo-assets.superyachttimes.com/photo/302799/image/large-62a9ef5163ae10c6e7c1a25cd2738899.jpeg" data-gid="gid://syiq/Photo/302799">Raising industry standardsThe Retainer Fee Model has received an overwhelmingly positive industry response. "There has been very little reluctance from captains and management companies in adopting our service because we are solving genuine, long-standing crew recruitment issues," says Michael.&nbsp;The demand for meaningful change is clear. "There's is a palpable desire for a meaningful change in how recruitment in our sector is delivered." As <a data-gid="gid://syiq/Company/7555" href="#managed-by-system" rel="noopener noreferrer" target="_blank" title="mycrewagency. (Company)">mycrewagency</a> looks to the future, the challenge lies in spreading awareness of the model's ability to address such entrenched industry problems.&nbsp;By prioritising crew longevity, improving recruitment efficiency, and providing yachts with cost certainty, <a data-gid="gid://syiq/Company/7555" href="#managed-by-system" rel="noopener noreferrer" target="_blank" title="mycrewagency. (Company)">mycrewagency</a> is setting new standards for crew placement. As more yachts experience the benefits of the Retainer Fee Model, the future of yacht recruitment is changing for the better. As Michael concludes: "This is only the very start."<ul><li>Read more:&nbsp;<a href="https://www.superyachttimes.com/yacht-news/entrepreneur-in-yachting-michael-di-luca-of-mycrewagency" rel="noopener noreferrer" target="_blank" title="">Entrepreneur in Yachting - Michael di Luca of mycrewagency</a></li></ul>

mycrewagency's new approach has shaken up recruitment

Discover mycrewagency’s Retainer Fee Model for cost-effective yacht crew recruitment, boosting retention and efficiency.

Beyond box ticking: How mycrewagency's new approach has shaken up recruitment

For our latest instalment, Francesca Webster sits down with Michael di Luca, founder of superyacht crew recruitment agency <a data-gid="gid://syiq/Company/7555" href="#managed-by-system" rel="noopener noreferrer" target="_blank" title="mycrewagency. (Company)">mycrewagency</a>.&nbsp;From tradesmen, to trader, to superyacht recruiter. Since founding <a data-gid="gid://syiq/Company/7555" href="#managed-by-system" rel="noopener noreferrer" target="_blank" title="mycrewagency. (Company)">mycrewagency</a>. in 2017, the company has flourished into one of the best known names in the sector, with a new 30 person office in the UK and the largest social media presence in the superyacht recruitment industry. We sat down with founder Michael di Luca to find out about his career, his perspective on the superyacht recruitment and his plans for the future of the business. <img src="https://photo-assets.superyachttimes.com/photo/302798/image/large-bac26e89288c464c1544d87ada1a5b7a.jpg" data-gid="gid://syiq/Photo/302798">Please share your journey to entering the yachting industry and what sparked the idea of opening a crew recruitment firmI started my career as a plasterer, believe it or not. I come from a small area of London and for many people, the path of a tradesman is the expected one, but I realised that working as a builder wasn’t what I wanted to do. I didn’t want to be someone that looked back and regretted their path and because I had that fear from early on, I knew I had to make a change.&nbsp;I decided that finance would be a great career, and I pursued it, getting the relevant qualifications from the Chartered Institute of Securities and Investments and eventually started work as a commodities broker and loved it. I loved the pace of the role, the competitive nature of trading and being pushed to work hard and close accounts.&nbsp;Over the years I worked up the ladder, eventually deciding to make the move into offshore investment banking. A lot of my clients had superyachts and over the years of managing their portfolios, they’d talk to me about their yachts and the struggle they faced with crew recruitment and management.&nbsp;I started to look into the available recruitment agencies in the hope of giving my clients recommendations, but I was specifically looking for regulated agencies who had professional recruitment qualifications, and I couldn’t find any. That is where the spark was ignited, to fill that gap in the market and establish a crew recruitment agency that demanded high qualifications and regulated standards.&nbsp;<img src="https://photo-assets.superyachttimes.com/photo/302799/image/large-62a9ef5163ae10c6e7c1a25cd2738899.jpeg" data-gid="gid://syiq/Photo/302799">With no prior yachting experience, how did you get those first clients?The first thing back in 2017 was to get the qualifications through the Recruitment Employment Confederation, and of course learn about recruitment. I spent some time understanding the business of yachting before approaching any potential clients. In the first year I reached directly out to captains, and then gradually built a reputation, getting referred from captain to captain, after which time I reached out to my previous clients with my portfolio.&nbsp;It was important to me not to start with my previous clients from banking, because I wanted to know I was able to provide them the service they had been missing, and I was worried they would just tell me what I wanted to hear without being truly critical of the business – which would have created a weak foundation for the company.&nbsp;<img src="https://photo-assets.superyachttimes.com/photo/319130/image/large-d3fcf4b1351d55f81ad65d9f7d9e54e6.jpeg" data-gid="gid://syiq/Photo/319130">Could you elaborate on some key milestones and challenges that have shaped the company's journey so far?One of the biggest challenges we faced is that we had limited resources when we started off, so we hired remote contractors. We had people in France, the US, New Zealand, Spain etc, and because I was aggressive in my mentality to both growth and the standards we upheld, it became really difficult to manage. Over time it became apparent that many of those people weren’t looking for a career per se, and so it was challenging to get them onboard when it came to the qualifications, which have always been very important to me.&nbsp;Then trying to generate a company culture within a remote working environment was almost impossible, especially as we had nearly 30 remote contractors at one point.&nbsp;I definitely got carried away in that respect because I ended up fighting fires all the time, eventually we brought in a compliance officer to ensure that everyone was working to our established standards, and it highlighted a lot of leaks that needed to be plugged.&nbsp;I decided to scrap the remote working structure with a view to hiring office based employees who we could invest into with a view to creating a unique and meaningful company culture of which to use as a foundation to grow from, and gradually things began to change.&nbsp;We also decided to flip our own recruitment process on its head; instead of teaching ex. superyacht crew about recruitment, we then hired professional recruiters or individuals from a corporate background and taught them about yachting. The entire experience was a major learning curve for me, especially when it comes to managing a team at the highest level, and in a way it humbled me. It wouldn’t be the company it is today if we hadn’t faced those challenges.&nbsp;<img src="https://photo-assets.superyachttimes.com/photo/302797/image/large-d6aeb1ae4678657e5dcae5b34b69b520.jpeg" data-gid="gid://syiq/Photo/302797">Do you think it's to your advantage or disadvantage that you came from outside yachting?I really see it as a superpower, because it allowed me to view the industry through a completely different lens. There are absolutely benefits to coming from inside yachting, but I can hire those experts with that nuanced experience and learn from them. However, when it comes to understanding the corporate structure and commercial viability of a company, my background puts us in a fantastic position which I believe is a key factor to our success and one of many reasons why we stand out from the other recruitment agencies in our sector.&nbsp;Social media has been a big tool employed by the company. Can you tell me a bit about your strategy and why you think social media has such value in today’s market?First and foremost, I’ve always been aware that consumer culture changes and in order to succeed as a new business and beyond, you need to be at the forefront of those changes. I set out from the start with the audacious belief that we needed to be number one on social media, because I believed that it is the best way to show people what you do in a scalable way.Consistency was clearly a major factor of growth and so that is what we did, we have been consistent since the start, sharing a clear message and the growth has demonstrated that we’ve done it right. We are very proud to have created the largest and most meaningful social media following in the superyacht recruitment space, globally.&nbsp;<img src="https://photo-assets.superyachttimes.com/photo/319132/image/large-12786a58b41977e8d415b5a954b1e7d8.jpeg" data-gid="gid://syiq/Photo/319132">What are some of the biggest challenges that recruiters and captains face in the current climate - we have seen a shortage of crew over recent years for example?There have absolutely been shortages in terms of crew, and particularly in well qualified and experienced crew who are looking for a longer career onboard. As a result we are seeing poaching of the good crew and yachts fighting for committed crew members. On the other hand, salaries are better than ever and while not all yachts are equal, there is generally a lot more awareness today about the importance of quality crew living areas and rotation.&nbsp;<img src="https://photo-assets.superyachttimes.com/photo/302795/image/large-34a000e86bdc5a8aed92dfe7857cde15.jpeg" data-gid="gid://syiq/Photo/302795">In January you announced a new Recruitment Retainment Fee, how has the response been?Overwhelmingly good from captains and management teams, to the point that we are going to have to put a cap on new business in the coming weeks, which is an amazing problem to have and tells me we are going in the right direction. Unsurprisingly, there has been significant &nbsp;pushback from the crew recruitment sector itself, with a number of companies commenting across our socials to tell us how bad the new structure is. However, that only validates my founding opinion that we have a different approach to these businesses who believe that there are other ways of doing things. I am not dissuaded from the path we are on and I believe that our approach to researching the market and speaking with stakeholders was and is the correct path. &nbsp;Time, and the market will ultimately tell but so far, things could not be more positive and demand has outpaced even my own aggressive targets. &nbsp;Finally, what advice would you give to prospective entrepreneurs in the yachting industry?Have the right intentions. Especially in the crew recruitment sector where businesses appear and disappear every year. I truly believe that we are where we are because we set out with the goal of improving the business of superyacht recruitment, and have stuck firmly to that intention.&nbsp;This article is featured in&nbsp;Issue 49&nbsp;of the&nbsp;<a href="http://superyachttimes.com/" target="_blank">SuperYacht Times</a>&nbsp;newspaper.&nbsp;You can find a full archive of all previous SuperYacht Times newspapers&nbsp;<a href="https://www.superyachttimes.com/newspaper" target="_blank">here</a>.&nbsp;

Entrepreneur in Yachting: Michael di Luca of mycrewagency

For our latest instalment, Francesca Webster sits down with Michael di Luca, founder of superyacht crew recruitment agency mycrewagency. 

Founded in 2017 by Michael di Luca, the superyacht crew recruitment company <a data-gid="gid://syiq/Company/7555" href="#managed-by-system" rel="noopener noreferrer" target="_blank" title="mycrewagency (Company)">mycrewagency.</a>, burst onto the scene and introduced a new mentality to the sector. Focusing his energies on training his staff and ensuring his team were qualified via the Recruitment Employment Confederation, Michael utilised his experience working within the highly regulated investment banking sector and upped the game in terms of professionality within crew recruitment. Over the past six years, the company has gone from strength to strength, now with the largest social media following in the sector. In January the company unveiled its new Retainer Fee Model, so we sat down with Michael to understand how it works, how boats benefit and why he thinks it's going to be the next big step for the superyacht recruitment industry. <img src="https://photo-assets.superyachttimes.com/photo/302798/image/large-bac26e89288c464c1544d87ada1a5b7a.jpg" data-gid="gid://syiq/Photo/302798">The time for changeLike many sectors within yachting, the structure of crew recruitment has remained unchanged for years, with the majority of players working under a Contingency-based Fee Model. Within that structure, once a recruiter has successfully positioned a member of crew aboard a yacht, they invoice for their services and if that crew member then leaves after the free replacement period (usually 2-3 months), the process begins again. Discussing this structure with captains and management teams, <a data-gid="gid://syiq/Company/7555" href="#managed-by-system" rel="noopener noreferrer" target="_blank" title="mycrewagency (Company)">mycrewagency.</a> found that this replacement period was not sufficient, because if a crew member leaves after the very short replacement period offered by contingent recruiters, they have to pay again making the process very expensive. For Michael and the team at <a data-gid="gid://syiq/Company/7555" href="#managed-by-system" rel="noopener noreferrer" target="_blank" title="mycrewagency (Company)">mycrewagency.</a>, this structure places the interests of the recruiter and the vessel at odds, he explains;“To me, the traditional contingency-based model offers a direct conflict of interest between the recruiter and their client; the captain or yacht owner, because the recruiter is financially incentivised for the boat to have a higher turnover of crew. The yacht on the other hand is incentivised, and wants to have a small crew turnover. The idea that we get paid more for more crew churn, has always been misaligned with the goal of the role, and so we wanted to create a new model that builds closer relationships and partnerships between our agency and the yachts, and is ultimately more fitting to the needs of superyacht employers and owners.” <img src="https://photo-assets.superyachttimes.com/photo/302799/image/large-62a9ef5163ae10c6e7c1a25cd2738899.jpeg" data-gid="gid://syiq/Photo/302799">Through the qualifications with the Recruitment Employment Confederation, the team were made aware of other different fee structures, one of which being a retainer fee. While Michael felt a new structure could be of value to yachts and help to build trust with captains, the team decided to first sit down with their clients to understand the main pain points of crew recruitment from their perspective.Over the course of Q4 2023, <a data-gid="gid://syiq/Company/7555" href="#managed-by-system" rel="noopener noreferrer" target="_blank" title="mycrewagency (Company)">mycrewagency.</a> sat down with over 100 captains and management teams to discuss those pain points, and to discuss whether they thought the new fee structure could help eliminate their biggest concerns and issues. “Since we began the company in 2017, there have been no noticeable developments in crew recruitment across the board. Our conversations with stakeholders showed us that there was both a gap in the market for a new structure, but also that they were very interested in moving away from the traditional fee offering.”<img src="https://photo-assets.superyachttimes.com/photo/302795/image/large-34a000e86bdc5a8aed92dfe7857cde15.jpeg" data-gid="gid://syiq/Photo/302795">So, what does the Retainer Fee Structure offer and how does it work?In short, the Retainer Recruitment Fee is a set fee paid on an annual basis for yachts above 40 metres and, among a number of advantages offers;• Unlimited hires; unlimited free replacements; unlimited certificate checks; unlimited reference checks whenever and wherever they are needed.&nbsp;• In addition, the structure can save employers between 40-60% on their annual recruitment spend and is a one-off annual fee.&nbsp;• Allows employers and yacht managers to accurately forecast the entire annual years recruitment costs, and avoids expensive ad-hoc recruitment costs.• One point of contact for recruitment specific consultation on all recruitment related matters including the movement in industry salaries and employment packages.• Annual report tracking and mapping the vessels recruitment patterns.• The package also includes a clause that if the annual retainer fee is not fulfilled, <a data-gid="gid://syiq/Company/7555" href="https://sya.superyachttimes.com/news#managed-by-system" target="_blank">mycrewagency.</a> will calculate a fee per placement on a contingency fee basis, and the remainder will be issued as a credit note.“We set out with the goal to become more transparent and save boats money,” explains Michael, "and I believe that in order to bring something new to market, it needs to be significantly better than what is currently offered, not just a little bit better. It is also important to ensure that the interests of both the recruiter and the employer are fully aligned, with both parties benefiting from a reduced crew turnover, unlike the contingency model. I think that is what we’ve created with the Retainer Fee Structure, and the response from clients is already demonstrating we are on the right track.”Since launching the structure at the start of this year, the agency has already signed up two major management teams and a number of individual yachts, and due to demand they have created a secondary lower fee structure for yachts under 40 metres. In addition, the <a data-gid="gid://syiq/Company/7555" href="#managed-by-system" rel="noopener noreferrer" target="_blank" title="mycrewagency. (Company)">mycrewagency.</a> team has just moved into a larger 30 person office to accommodate the increased demand for their services.<img src="https://photo-assets.superyachttimes.com/photo/302796/image/large-2289d7ae28fff17b16b5b8392a042e2c.jpeg" data-gid="gid://syiq/Photo/302796">Sharing his perspective on the new fee structure, Captain Rafael Cervantes Mataix of a 100 metre-plus superyacht commented, “We have worked with <a data-gid="gid://syiq/Company/7555" href="#managed-by-system" rel="noopener noreferrer" target="_blank" title="mycrewagency. (Company)">mycrewagency.</a> to place a number of crew in the past. They take time to understand what we are looking for and therefore are able to streamline the process and share a limited number of high quality applicants, which is very efficient for us. When they told us about the Recruitment Retainer Fee, we decided to learn more about it and I believe it will bring a lot of benefits, particular when it comes to transparent budgeting and planning. Now I am able to make a very clear annual proposal and I think that will have a broad appeal for other yachts in the global fleet.”To find out more details about the Retainer Fee Model and how <a data-gid="gid://syiq/Company/7555" href="#managed-by-system" rel="noopener noreferrer" target="_blank" title="mycrewagency (Company)">mycrewagency.</a> can improve the recruitment process for your yacht, reach out to the team now at;

Mycrewagency unveils Recruitment Retainer Fee model

The yacht crew recruitment company mycrewagency. has unveiled the Recruitment Retainer Fee model.

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