Resources
Customer story
Shipping operator — Greece: crew fit for isolation
A Greek operator running long voyages needed crew—including a chef—who could handle long stretches at sea without becoming a conduct risk. Licenses and sea time were not enough; past isolation had shown up in morale and behavior problems. Hiring had been running about eight weeks and still favored paperwork over resilience. Lykos Hire mixed role requirements with a clear isolation-resilience signal. Operator anonymized on the site.
Key takeaways
- 100+ applicants screened with isolation resilience in the model.
- About eight weeks down to about five days for the campaign they described.
- Chef and crew hired off the same explicit bar.
- Fewer bad isolation matches early; clearer files for whoever signs crew aboard—check local maritime and HR rules.
The situation
Certificates did not predict who would hold up mentally. The company needed a fair way to rank a large pile of applicants for both skill and resilience.
What we focused on
In Lykos Hire they weighted isolation resilience together with role requirements. Structured behavioral and role signal (and compatible assessment inputs where used) ranked people at volume.
More than 100 applications moved through in about two days; a shortlist was ready by about day five.
What improved
For this hiring wave, time-to-hire fell from about eight weeks to about five days. Hiring leads got clearer candidate briefs that tied conduct risk to written criteria instead of guesswork alone.