How to hire a master mariner

How to hire a master mariner, step by step

Here's a step-by-step master mariner hiring guide:

• Step 1: Identify your hiring needs
• Step 2: Create an ideal candidate profile
• Step 3: Make a budget
• Step 4: Write a master mariner job description
• Step 5: Post your job
• Step 6: Interview candidates
• Step 7: Send a job offer and onboard your new master mariner
• Step 8: Go through the hiring process checklist

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1. Identify your hiring needs

   First, determine the employments status of the master mariner you need to hire. Certain master mariner roles might require a full-time employee, whereas others can be done by part-time workers or contractors.

   Determine employee vs contractor status

   Is the person you're thinking of hiring a US citizen or green card holder?

   Yes

   No

   A master mariner's background is also an important factor in determining whether they'll be a good fit for the position. For example, master mariners from different industries or fields will have radically different experiences and will bring different viewpoints to the role. You also need to consider the candidate's previous level of experience to make sure they'll be comfortable with the job's level of seniority.

   This list presents master mariner salaries for various positions.

   Type of Master Mariner	Description	Hourly rate
   Master Mariner	Water transportation workers operate and maintain vessels that take cargo and people over water. The vessels travel to and from foreign ports across the ocean and to domestic ports along the coasts, across the Great Lakes, and along the country’s many inland waterways.	$11-77
   Port Captain	Port captains must have skills in vessel maintenance, safety programs, USCG, cargo operations, and ABS. This career requires a U.S... Show more	$16-45
   Boat Captain	A boat captain is primarily in charge of spearheading and overseeing boat operations and managing staff, ensuring efficient operations for a safe and successful voyage. With their years of experience, they have the authority to develop and implement strategies, delegate responsibilities among staff, conduct safety inspections before and after every journey, direct maintenance strategies, implement solutions if issues arise, and make significant decisions... Show more	$13-31

   Show more

2. Create an ideal candidate profile

   Common skills:

   • USCG
   • Boats
   • General Cargo

   Responsibilities:

   • Manage records and assist customers with billing and reservations.organize and assist with running of events.
   • Train crew on use of PPE, firefighting equipment, and small boat handling procedures.
   • Master of ATB, hawser tug/barge combinations operating worldwide and GOM.

3. Make a budget

   Including a salary range in your master mariner job description is a great way to entice the best and brightest candidates. A master mariner salary can vary based on several factors:

   • Location. For example, master mariners' average salary in idaho is 46% less than in new jersey.
   • Seniority. Entry-level master mariners earn 86% less than senior-level master mariners.
   • Certifications. A master mariner with a few certifications under their belt will likely demand a higher salary.
   • Company. Working for a prestigious company or an exciting start-up can make a huge difference in a master mariner's salary.

   Average master mariner salary

   $62,183yearly

   $29.90 hourly rate

   ---

   Entry-level master mariner salary

   $23,000 yearly salary

   Updated December 17, 2025

4. Writing a master mariner job description

   A good master mariner job description should include a few things:

   • Summary of the role
   • List of responsibilities
   • Required skills and experience

   Including a salary range and the first name of the hiring manager is also appreciated by candidates. Here's an example of a master mariner job description:

   Master mariner job description example

   + Able to understand and follow the requirements, policies, and guidelines set forth within the Code of Conduct & Employee Handbook expectations. The expectation is no write-ups and achieving 100% of the monthly attendance bonus on a regular basis with occasionally achieving quarterly perfect attendance bonus.
   
   + Has demonstrated the ability to comply with the Company's Safety and Personal Protection Equipment (PPE) guidelines. This includes fulfilling the "I Decide" quality training and regularly submitting near misses.
   
   + Has demonstrated the ability to train, coach, can be put anywhere on the production line as a utility player to work from a team to accomplish a mission, problem solve.
   
   + Must demonstrate the ability to interview and select "good fit" employees as a part of recruiting future employees.
   
   + Has demonstrated the ability to work with Team Leads, Group Leaders and functional supports to accomplish a mission.
   
   + Has demonstrated the ability to continuously stand, walk, reach while frequently crouching, bending, & climbing throughout the workday.
   + Has demonstrated the ability to work in a non-airconditioned environment.
   
   + Has demonstrated the ability to professionally work with team members, Team Leads, Group Leaders, Supervisors and Engineers to achieve daily work targets.
   
   + Has demonstrated the ability to learn or prior experience with common hand tools to assemble parts.
   
   + Has demonstrated the ability to step in and lead the work area when required. The employee will already have demonstrated the ability to listen, understand, and follow the instructions and coaching feedback provided by Team Leads, Group Leaders, Supervisors and/or Plant Manager.
   
   + Has demonstrated the ability to understand importance of following work instructions to compete the daily work targets with zero defects for at least the jobs in their respective work zone or sharpshooter area of focus. This includes developing rework processes and performing rework.
   
   Other Skills/Abilities
   
   + Leads small scope continuous improvement initiatives (i.e. Kaizen, 5S.)
   
   + Has demonstrated the abilityto professionally and effectively communicate with Team Leads, Group Leaders, Supervisors and Plant Manager.
   
   + Has demonstrated the ability to quickly adapt to changes in responsibility (work duties) processes, procedures, or work schedules.
   
   + If primary language is non-English, the employee will be bilingual with understandable English speaking, reading, and writing ability.
   
   Equal Opportunity Employer Minorities/Women/Protected Veterans/Disabled

   Copy this example

   

5. Post your job

   To find master mariners for your business, try out a few different recruiting strategies:

   • Consider internal talent. One of the most important talent pools for any company is its current employees.
   • Ask for referrals. Reach out to friends, family members, and your current work to ask if they know any master mariners they would recommend.
   • Recruit at local colleges. Attend job fairs at local colleges to recruit entry-level master mariners with the right educational background.
   • Social media platforms. LinkedIn, Facebook, and Twitter have more than 3.5 billion users, and they're a great place for company branding and reaching potential job candidates.

   Post your job online:

   • Post your master mariner job on Zippia to find and recruit master mariner candidates who meet your exact specifications.
   • Use field-specific websites.
   • Post a job on free websites.

6. Interview candidates

   To successfully recruit master mariners, your first interview needs to engage with candidates to learn about their interest in the role and experience in the field. You can go into more detail about the company, the role, and the responsibilities during follow-up interviews.

   Remember to include a few questions that allow candidates to expand on their strengths in their own words. Asking about their unique skills might reveal things you'd miss otherwise. At this point, good candidates can move on to the technical interview.

   The right interview questions can help you assess a candidate's hard skills, behavioral intelligence, and soft skills.

7. Send a job offer and onboard your new master mariner

   Once you've selected the best master mariner candidate for the job, it's time to write an offer letter. In addition to salary, this letter should include details about the benefits and perks you offer the candidate. Ensuring that your offer is competitive is essential, as qualified candidates may be considering other job opportunities. The candidate may wish to negotiate the terms of the offer, and you should be open to discussion. After you reach an agreement, the final step is formalizing the agreement with a contract.

   You should also follow up with applicants who don't get the job with an email letting them know that you've filled the position.

   After that, you can create an onboarding schedule for a new master mariner. Human Resources and the hiring manager should complete Employee Action Forms. Human Resources should also ensure that onboarding paperwork is completed, including I-9s, benefits enrollment, federal and state tax forms, etc., and that new employee files are created.

8. Go through the hiring process checklist

   • Determine employee type (full-time, part-time, contractor, etc.)
   • Submit a job requisition form to the HR department
   • Define job responsibilities and requirements
   • Establish budget and timeline
   • Determine hiring decision makers for the role
   • Write job description
   • Post job on job boards, company website, etc.
   • Promote the job internally
   • Process applications through applicant tracking system
   • Review resumes and cover letters
   • Shortlist candidates for screening
   • Hold phone/virtual interview screening with first round of candidates
   • Conduct in-person interviews with top candidates from first round
   • Score candidates based on weighted criteria (e.g., experience, education, background, cultural fit, skill set, etc.)
   • Conduct background checks on top candidates
   • Check references of top candidates
   • Consult with HR and hiring decision makers on job offer specifics
   • Extend offer to top candidate(s)
   • Receive formal job offer acceptance and signed employment contract
   • Inform other candidates that the position has been filled
   • Set and communicate onboarding schedule to new hire(s)
   • Complete new hire paperwork (i9, benefits enrollment, tax forms, etc.)

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