Find the people who are actually available for the dates you need.

Contractors set a current status and current and future Available From / To date ranges on their profile, not just a single on or off switch. Because offshore requirements are often short, two to six weeks, this is built to be updated quickly from a phone. Each profile also shows when availability was last confirmed and prompts the contractor to reconfirm, so the data stays current.

Search combines role, experience, equipment and systems, certification, work rights and availability dates, not job title alone. For example: an ROV Supervisor with subsea experience, valid certification and UK / EU work rights, available 20 October to 20 November.

A way to rank results so no one is overlooked. Exact matches meet everything: role, certification, work rights and full availability. Close matches have a small gap, such as partial availability or a certification due to renew. Transferable matches have a different current job title but experience and skills that carry into the role. Recruiters see who fits perfectly first, then who is worth a conversation.

GWO modules and other certifications are recorded on the profile with expiry dates, alongside work rights and regions. Verifying training directly is designed in as a future integration: GWO records through the WINDA API, and OPITO records such as BOSIET and FOET through Vantage POB, subject to API access and permissions. Where Vantage access allows, offshore activity could also be evidenced.

Both. Each contractor sets an engagement preference of direct, through an agency, or either, and can name a preferred agency. Recruitment partners are kept in the model rather than cut out.

Yes. Contractors can hide their profile from selected companies or agencies, such as a current employer or current agency, while staying visible to the rest of the network.

No. Access is by named individual users, one per seat, rather than a single shared company login. Companies add more seats as their use of CrewWind grows.

Offshore Experienced contractors already work offshore, join free and appear in the main recruiter search. Offshore Transition is for people with a strong background from areas such as the military, marine, rail, heavy industry, electrical or mechanical, but without offshore experience yet. They cannot simply register and appear in search. Instead, they submit their background for review, and CrewWind places them into sensible transition categories. Once they gain genuine offshore experience, their profile can move across to Experienced.

The small one-off review fee of £24.99 is mainly a quality filter rather than a revenue idea. It keeps the main workforce useful for recruiters and helps keep out speculative or unsuitable profiles, while still giving good people from other industries a genuine, reviewed route into the platform.

A way to show verified competence, role by role. CrewWind does not independently declare anyone technically competent. Instead it verifies genuine appraisals a contractor has already received from suitable offshore supervisors or OMs while doing that role. A profile could then read “Trenching Supervisor: 3 verified competence appraisals”. CrewWind verifies the appraisal and the assessor, not the technical judgement itself. It is likely to be a CrewWind+ feature.

Experienced offshore professionals, by discipline, who help CrewWind scale while keeping real industry knowledge in the loop. Agents can review and categorise Transition applicants, help verify appraisals, bring credible contractors in and introduce recruiters and companies. They work remotely around their rotations and are paid per review and/or commission for introductions, rather than being salaried. The strongest Agents can grow into Discipline Leads.