Let’s Roast.
This isn’t just a job… it’s a voyage into the heart of ferry operations, where customer service meets crisis management and mail processing. The Chief Steward role promises leadership, variety, and a front-row seat to the chaos of coastal transportation. But with a job ad this scattered, will applicants be sailing smooth or bailing out?
Follow along with the full job ad here:
The Bigger Picture
How do you design a role that balances operational rigour, customer service, and staff leadership without drowning in ambiguity? This episode exposes the tension between broad responsibility and unclear expectations… a lesson for any organization crafting roles that demand both precision and adaptability.
At a Glance: The Roasty Profile
Job Title: Chief Steward
Report-to Title: Unknown
Company Size: 1,001-5,000 employees
Industry: Maritime Transportation
What do they do?: Operate passenger and vehicle ferry services that connect coastal communities, islands, and travellers along British Columbia’s coastline.
Head Office Location: Victoria, BC, Canada
Job Location: Langdale, Sunshine Coast, British Columbia
Geographical Operating Area: Coastal British Columbia
Job Type: Full-time, permanent, on-site
For the Job Seekers
Did you come across a job ad like this? These questions might help you shed some light on what working there is really like:
What’s the real scope of authority in this role, and how do I navigate conflicting priorities?
How will my performance be measured when the responsibilities are this vague?
What support or training is provided for the maritime and safety aspects of the job?
How does the salary range justify the breadth of duties?
What’s the work-life balance like for a role that likely involves irregular hours and high-pressure situations?
For the Job-Seeker Seekers
Are you writing a job ad for a similar role? Consider these hidden issues that might impact the success of your recruitment campaign:
Issues
Role Overload: The job ad dumps too many responsibilities into one role, risking burnout and poor performance.
Outcome: High turnover, low morale, and operational inefficiencies.
Fix: Split the role into focused positions (e.g., Operations Manager, Customer Service Lead) or clarify the primary focus.
Lack of Clarity: Vague qualifications and responsibilities make it hard to attract the right candidates.
Outcome: Unqualified applicants or mismatched hires.
Fix: Define core competencies (e.g., maritime safety, conflict resolution) and separate “nice-to-haves” from “must-haves.”
Missing Context: No details on team size, shift patterns, or reporting structure.
Outcome: Candidates can’t assess fit or expectations.
Fix: Include organizational charts, shift schedules, and key relationships (e.g., reports to Captain, collaborates with Engineering).
Salary Ambiguity: The range is broad, and “exceptional basis” is undefined.
Outcome: Distrust and negotiation challenges.
Fix: Tie salary to specific experience levels or certifications (e.g., “5+ years in maritime hospitality: $90K+”).
Cultural Oversight: No mention of workplace culture or benefits (e.g., commuting support, discounts).
Outcome: Weak employer branding in a competitive market.
Fix: Highlight unique perks (e.g., free ferry passes, training programs) and align the ad with the organization’s values.
The Verdict
Live Studio Audience (Average Score)
5.25 / 10 (Job Ad)
4.5 / 10 (Role Design)
Paul Austin-Menear
5 / 10 (Job Ad)
5 / 10 (Role Design)
Job ad? Didn’t love it, didn’t hate it. It definitely needed a proofread. It definitely spent more time worrying about what boxes the employer wanted to check off than it did communicating what a candidate would want to know. Job design? It was mushy and located consistency and coherence. If the successful candidate truly is expected to manage all of the areas described, they’ll be frustrated with the idiocy of it pretty quickly.
Jennifer Houle
6 / 10 (Job Ad)
5 / 10 (Role Design)
The job ad is written in such a way that it seems like there are cultural lines in place that work against respect for this role and its leadership authority, which will be a challenge. The scope is also confusing, and far too broad for the role design to make much sense in the long run. This is a classic example of an “and, and, and” role where loose strings from other roles are squished up and thrown at it.
Have Your Say!
What did you think about this job ad and role design? Now’s the time to put on your Roast the Post Podcast judge’s hat and weigh in. Leave a rating for the job ad, and a rating for the role design here :
No sign in or personal information required to weigh in. We shout out the juiciest comments from voting on our TikTok and Instagram every Friday.
Support the Show
Roast the Post is a passion project of Jennifer Houle and Paul Austin-Menear. The show helps job-seekers and employers get dud job ads out of their lives. There are several ways that you can help us on our mission to unf*ck the hiring process…
1 —> Share this episode with someone who’d like it.
2 —> Pick up a copy of our new e-Book, the Job Description Decoder and leave a review. The price is pay-what-you-can (even free), and all proceeds will be donated equally to Ronald McDonald House BC & Yukon, and the Toronto Humane Society.
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