As specialized hospitality executive recruiters, we act as hospitality talent scouts, utilizing our extensive industry relationships and proprietary research methods. We continuously track high-performing executives in the market, allowing us to engage them discreetly with compelling opportunities. This targeted, confidential approach is essential for securing the top-tier, passive talent who rarely respond to traditional job postings.

The timeframe for a senior hotel executive search typically ranges from 8 to 14 weeks from the initial engagement to the candidate accepting the offer. This rigorous timeline includes strategic profile definition, global sourcing, in-depth interviews, reference checks, and final negotiation. Our streamlined process is designed to minimize vacancy periods while ensuring a comprehensive selection of the best candidates.

Yes. We prioritize pre-opening recruitment for key roles like the General Manager and Director of Sales 9-12 months before launch. Hiring this core team early is critical for successful pre-opening hotel services execution. The GM selected must have experience in Opening a New Hotel to effectively execute the detailed timelines and manage the initial Revenue Management and sales strategy.

Our post-placement support ensures the executive's long-term success. We provide initial consulting on owner reporting, clear target setting aligned with Asset Management goals, and, where necessary, specialized hotel manager training focused on leadership development, performance management, and organizational culture integration. We monitor performance for the first 90 days to ensure a smooth transition.

Cultural fit is a non-negotiable component of our vetting process. Beyond operational competency, we assess a candidate's leadership style, values, and approach to guest service and employee engagement. We ensure the new executive’s philosophy aligns with the ownership group's vision and the hospitality operations culture of the asset, drastically reducing the risk of premature executive turnover.

Using international hospitality recruitment agencies like Consult Folio gives you access to a global talent pool, which is essential for specialized or luxury hospitality recruiters roles. It allows you to benchmark compensation globally and source candidates who bring diverse market insights and best practices from leading hospitality markets worldwide, ensuring your asset benefits from global expertise.

The two services work together seamlessly. Once the senior leadership is placed through Executive Search, our Training Solutions team develops and delivers custom programs tailored to the needs of the newly hired leadership and their teams. This ensures the new executive is equipped to implement the organizational development and performance strategies necessary for operational excellence.

We advise on compensation by providing rigorous, data-backed benchmarking against comparable roles in the asset's specific market and segment (e.g., luxury hospitality recruiters compensation standards). We structure packages to align the executive’s long-term incentives (like bonuses or equity) directly with the achievement of key owner goals, such as NOI growth and Asset Management targets, ensuring pay is tied to performance.

While our hotel executive search focuses on senior leadership, we can coordinate the recruitment of mid-level management and collaborate with a chosen hotel staff recruitment company or agency for the volume hiring of line staff. We provide the strategy, oversight, and training framework, ensuring all recruitment efforts meet the highest standards for successful hospitality operations.