Signature Hospitality recruits for hotels, restaurants and hospitality groups looking for reliable, assessed people who can deliver the standard their guests expect.
Hospitality recruitment requires a detailed understanding of operations. A good CV rarely shows how someone holds a service, an opening or a brigade.
We work for very different employers: palace hotels, three- to five-star hotels, independent hotels, hotel groups, Michelin-starred and fine-dining restaurants, bistros, brasseries and spas. Each assignment starts with the role and the property.
Our role is to define the need, approach relevant people, present a useful shortlist and support the onboarding. References are taken at the client’s request, with the candidate’s prior consent.
Five-star hotels, palace hotels and high-end properties hire on criteria that a CV does not always show: presence, attention to detail, discretion, service culture and the ability to lead without destabilising teams.
Hospitality executive searchHotel director recruitmentFive-star hotel recruitment
A chef or dining-room professional can change how a property works. We assess their experience, stability, management style and fit with your project. References are taken at the client’s request, with the candidate’s prior consent.
Starred and fine-dining chef recruitmentMichelin-starred restaurant recruitment
In Paris, the best people are already identified, already approached, or already tired of standard approaches. Targeting and the quality of the first contact decide what follows.
Paris hospitality recruitment consultancyA hospitality hire rarely fails on a single criterion. The role may be poorly presented, the package may lag behind the market, the property may be looking for an unrealistic candidate, or the process may drag while the candidate is speaking to other employers.
We therefore look at the role as a candidate will look at it:
Pace of service
Seasonality
Team size
Current service level
The balance between salary, responsibilities and hours
The manager’s room for manoeuvre
This assessment avoids starting a search with an unworkable brief.
See our approachBriefing. We clarify the role, the context, the salary, the friction points, the non-negotiables and the points that can be adjusted.
Search. We identify active applicants and passive candidates, prioritising direct outreach for rare roles.
Assessment. We check the track record, motivations, availability, salary expectations and points of caution. References are taken at the client’s request, with the candidate’s prior consent.
Presentation. You meet assessed candidates with a clear view of their strengths, limits and level of interest.
Follow-up. We stay involved until the signature, then through the probation period.
The exact job title
The context: replacement, new role, opening or team tension
The start date and the salary range
The non-negotiable criteria
What has already been tried
The level of confidentiality
If some details are still open, the first conversation will help clarify the role.
The first conversation helps determine the right scope for the assignment.
