Our expertise

Headhunter in the hospitality sector

The people you want are often already in post. They do not answer job ads. They move when the opportunity is clear, discreet and credible.

See our approach

The fee scale is confirmed before we start
Your identity remains confidential until we have agreed the assignment
Call +33 6 70 24 78 13

Quiet hotel lounge, suited to discreet conversations

A rare, confidential, sensitive or strategic vacancy

Signature Hospitality approaches these people for hotels, restaurants and hospitality groups that need a targeted hire.

In those cases, posting an advert rarely brings the right candidates. The work is to identify, approach and assess.

Replace a director without exposing the property
Hire a chef who is already recognised
Find an F&B director or a rooms manager
Approach a senior candidate at a competing property
Test the market before creating a role

What triggers a search

A search becomes useful when the vacancy cannot wait for applications. You may be in one of these situations:

The role is filled and the replacement must stay confidential
The person you want already works at a competing property
The local market responds poorly to adverts
The role needs a rare mix of hands-on experience, management ability, professional presence and mobility
The salary needs to be tested before the opportunity is exposed
The property has already received CVs, but none of the candidates meet the required standard

In these situations, the risk goes beyond an unfilled vacancy. A visible role with a poorly controlled message can also damage your reputation in the market.

Direct approach of a candidate by phone from a hotel — We start with a short list of specific people.

Discretion

How we approach candidates

We start with the brief: your property, the context, the role, the package and any points of concern. Then we build a target list.

The approach is adapted to the person and to the context of the role. The candidate needs to understand why we are calling and why your vacancy may deserve their attention.

Your identity remains confidential until we have agreed the assignment. The candidate’s identity remains confidential until they have given their consent.

A shortlist that helps you decide

Track record and stability
Genuine motivation
Expected pay level
Availability
Points of caution
References on request

You decide. We stay in touch with both sides until the contract is signed.

References are taken at the client’s request and with the candidate’s prior consent.

Clear terms

A clear brief keeps the search focused

The fee scale is confirmed before we start. The guarantee is included during the initial probation period, subject to the contractual terms, whether the departure is initiated by you or by the candidate.

To confirm that the market can respond, bring the hiring context, the reason for the vacancy, the intended package, the properties to target or exclude and any timing constraints. This helps us identify candidates who do not answer job adverts.

From target list to assessed candidate

A search assignment also lets us assess the market before approaching candidates. The salary may be too low, the scope may be unclear, the property may have a difficult local reputation or the required confidentiality may limit who we can contact. We raise this early so the brief can be adjusted before the search begins.

Start by confirming that headhunting is the right approach. The approach page explains the brief, candidate outreach and assessment, while the fees page sets out the applicable fee scale. Then send the vacancy through the contact page, including the required level of confidentiality.

For a need already specified:

Send a confidential vacancy

Is headhunting suitable for this role?

A first call will enable us to determine whether this method is appropriate or whether a standard recruitment process will be enough.

Looking for a role? See current vacancies