The Great Disconnect: Why Companies Can’t Find Talent and Candidates Can’t Find Growth

As we prepare for the 2026 launch of Tetrus Recruiting, we have been taking the pulse of the Maritime and Logistics sectors.

In our conversations with industry leaders and professionals, a confusing paradox has emerged. We call it "The Great Disconnect."

On one side of the table, Employers cite a critical shortage of skilled talent as their number one threat. They have open roles in technical operations, logistics management, and executive leadership that sit vacant for months.

On the other side, highly qualified Candidates tell us they feel stuck. They cite a lack of career growth, stagnant wages, and a feeling that the industry isn't offering the advancement they need.

How can both be true? How can companies be desperate to hire, while talent feels there is nowhere to go?

1. The Employer’s Challenge: The "Skill Gap" vs. The "Will Gap"

For maritime and logistics companies, the challenge isn't just finding bodies—it's finding the right specialized skills. As the industry digitizes and faces new sustainability mandates, the profile of the "ideal candidate" has changed.

Many organizations are struggling to find professionals who possess both the traditional operational experience and the modern adaptability required for 2026 and beyond. This leads to retention issues and high turnover, costing the industry millions in lost efficiency.

2. The Candidate’s Frustration: The "Visibility Problem"

For professionals, the issue is often visibility. Top-tier talent is often hidden in roles where they are undervalued. They are looking for organizations that offer a clear roadmap for the future, not just a paycheck. When they don't see a path forward, they don't just leave a company; often, they leave the industry entirely.

How Tetrus Recruiting Bridges the Gap

This disconnect is exactly why Tetrus Recruiting is being established.

We believe that a recruitment firm shouldn't just forward resumes; it should align trajectories. When we launch in 2026, our methodology will focus on:

• Deep-Dive Analysis: Understanding a company’s long-term strategy, not just the immediate job description.

• Holistic Vetting: identifying candidates who have the technical skills and the ambition to grow with the organization.

• Market Intelligence: Advising our partners on salary benchmarks and retention strategies to keep the talent they work so hard to find.

Planning for 2026? Start Now.

The market is shifting. If your organization is forecasting talent needs for the coming years, waiting until the need is urgent is often too late.

Companies that engage with us before our official commencement of operations will secure a 20% reduction on commercial terms.

Let’s solve the disconnect together!