Redefining Cadetship: A People-First Approach to Maritime Training
Case Study: Marella Cruises & Watermark
In the UK maritime industry, cadetship has long been treated as a numbers game. Cadets were often placed with companies that offered little mentorship, minimal engagement, and no clear path forward. Once their sea time was complete, many were left adrift; unsupported, unqualified, and unsure of their future.
With strategic and operational support from Watermark (a specialist in cadet management and maritime consultancy based in Southampton, UK) Marella Cruises has redefined its cadetship programme to prioritise people over paperwork. This forward-thinking approach – an approach born from Watermark’s desire to break the cycle of run-of-the-mill cadetships and protect the industry’s talent pipeline – recognises cadets not as temporary trainees, but as future officers. This now sets a new benchmark for companies reviewing their cadet programmes today and lays the foundation for long-term careers at sea.
Redefining Cadetship: A People-First Approach to Maritime Training
Case Study: Marella Cruises & Watermark
In the UK maritime industry, cadetship has long been treated as a numbers game. Cadets were often placed with companies that offered little mentorship, minimal engagement, and no clear path forward. Once their sea time was complete, many were left adrift; unsupported, unqualified, and unsure of their future.
Marella Cruises has taken a bold step in the opposite direction. With strategic support from Watermark (provider of cadet management and maritime consultancy services based in Southampton, UK), they’ve built a cadetship programme that values people over paperwork and a programme that sees cadets not as temporary trainees, but as future officers and lays the foundation for long-term careers at sea.
A Cadet Management Partnership Built on Shared Values
In August 2024, Marella awarded Watermark the contract to manage its cadet programme following a competitive tender. Marella sought a hybrid cadet management model that allowed them to remain actively involved in cadet development, rather than outsourcing it entirely, and Watermark’s flexible, collaborative approach, and deep understanding of Marella’s culture and the traditions of the industry, made them the ideal partner.
Having made a select number of cadet placements in early 2025, the first full cohort recruited under Watermark’s preferred timeline began in September 2025, marking a key step in the evolution of the cadet programme.
From Transactional Cadetship to Transformational Cadet Management
Too often, cadet programmes have focused on process over people. While some cadets have positive experiences, many report being placed with companies that didn’t provide sea time, offered little support, or failed to intervene when issues arose onboard.
We regularly hear stories of cadets who aren’t treated well at sea, and whose management companies are reluctant to challenge sponsors for fear of damaging the relationship. The result? Cadets are left to navigate serious issues alone, or worse, leave the industry entirely.
Since working with Watermark, Marella have welcomed cadets who, for various reasons, needed to leave their original sponsor, offering them a second chance in a supportive environment.
“Marella has been fantastic. They’ve taken on cadets who’ve had tough experiences elsewhere and left their companies mid-way through their cadetship. While we definitely don’t poach cadets, we also don’t hold it against those who’ve left for good reason and still want a career at sea.”
UK Cadetship Programme Overview
A typical cadetship spans five phases over approximately 3.5 years:
1. College (academic foundation)
2. Sea time (on the sponsor’s vessel or partner vessels)
3. College (advanced modules)
4. Sea time (final training phase)
5. College (qualification and career prep)
Watermark manages the full lifecycle from early recruitment and onboarding to mentoring, bursary management, and final employment coordination. As the sponsor, Marella funds the cadetship, provides sea time, uniforms, and works closely with Watermark to ensure cadets feel engaged and have a strong sense of belonging onboard. Colleges deliver the academic qualification and short courses, such as firefighting and personal survival techniques (PTS).
This joined-up model ensures cadets are never left behind and are always moving forward.
Cadet Mentorship That Builds a Community
Onboard, cadets are supported by Designated Shipboard Training Officers and paired with junior officers, many of whom came through the same system. This creates a cycle of support, where those who benefited from a strong cadetship are now helping others succeed.
Watermark also runs a mentoring network that includes newly qualified officers (NQOs), who offer current, relatable guidance on academics, college life, and career navigation. It’s a ladder, and cadets are encouraged to climb it, then reach back to help others.
Solving the Junior Officer Recruitment Challenge
Marella and Watermark’s partnership is reshaping how cadets are recruited, supported and retained. The programme now benefits from:
- Earlier, more thoughtful recruitment
- Improved cadet welfare and retention
- Stronger collaboration between ship and shore
- A growing network of mentors and alumni
- A sustainable pipeline of junior officers
Marella no longer faces a recruitment challenge at the junior officer level – a rare achievement in today’s maritime industry. By investing in cadets early and supporting them throughout their journey, they’ve built a sustainable pipeline of talent.
“Together with Alex, Craig and the team at Watermark, we’ve proven that investing in cadets is a solution to the industry’s recruitment challenge. Watermark’s model doesn’t just fill vacancies, it builds a sustainable pipeline of talent by supporting cadets from recruitment through to employment. It’s a long term vison, but it works. Our cadets aren’t just passing through; they’re being mentored, challenged and prepared for lasting careers at sea. That shift in mindset has made all the difference. Watermark has ended our recruitment problem.”
This isn’t just a programme. It’s a philosophy shift. One that puts people first, builds careers, and strengthens the industry from within.
Explore Watermark’s cadet management and let’s see how we can make your future officers thrive, and not just qualify.