Built the hiring marketplace and the seafarer career workspace — 151 stored functions across 48 tables — covering vacancies, applications, certificates, rank progression and verified sea time.

Situation. The commercial argument for a maritime professional network is hiring: companies need crew and officers, and seafarers need berths. Both halves already existed on the platform in the wrong shape — companies were in the directory, professionals had profiles, and there was nothing connecting a vacancy to the person qualified to fill it. Qualification is the hard part, because in this industry it is certificates, ranks and documented sea time rather than a job title.

Task. Vacancies, applications and verifiable seafarer credentials had to be modelled properly rather than as free text on a profile.

Action. Two domains got built. The hiring side runs to 32 tables and 118 functions covering vacancies, applications, shortlisting and the employer’s view of a pipeline. The career workspace carries 16 tables and 33 functions holding certificates, rank progression and sea time, with document upload and a reviewer queue so a credential is checked rather than claimed. Modelling progression as a graph rather than a list is what makes the matching useful — a rank is reachable from another rank given certain certificates and enough recorded time at sea, and that structure is what lets a vacancy be matched against a career rather than against a keyword. The career workspace ships behind a feature flag and has not been fully released; the hiring side is live.

Result. A vacancy can be matched against documented qualifications instead of a self‑described job title, which is the whole difference between a job board and a hiring tool in this industry. Verification is the bottleneck, deliberately — a reviewer queue does not scale the way an automated check would, and an automated check would certify people who should not be certified.