Our expertise

Five-star hotel recruitment

In a five-star hotel, the quality of recruitment shows in every detail: the welcome, pace of service, bearing, discretion and coordination between departments.

See our approach

The fee scale is confirmed before we start
The assignment is adapted to the level of confidentiality required
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A palace suite, living and service space

Service standards show in the details

Experience in a comparable property matters, as does bearing. A candidate can have the right title and still fall short of your property’s standards. We assess these behaviours before presenting the candidate.

Roles concerned

General management and operations
Rooms, reception, concierge
Housekeeping and floors
F&B, kitchen, dining room, sommelier
Spa and wellness

What we check

Experience and career path
Relationship with the guest
Stability in the career path
Expectations and points of caution

What platforms capture poorly

How much guest contact the role involves
Expected language level
International guest experience
Composure under pressure in high season
Relationship to protocol and discretion

Adapted to the level of confidentiality required

An opening, a sensitive replacement, a change of leadership, a new role: some searches must not be visible. We adapt the assignment to the level of confidentiality required.

Our commitment

Clear fees. A defined guarantee.

Employees and supervisors: One month of gross salary, excluding VAT
Executive: 15% of annual gross fixed and variable pay
Fixed-term contracts: 25% to 50% reduction in fees, depending on contract length
Guarantee: Guarantee included during the initial probation period, subject to the contractual terms, whether the departure is initiated by you or by the candidate

Approach, preparation and service standards

Approach, fees, contact

The approach page shows how we secure the brief. The fees page explains the applicable scale. The contact page is for sending your vacancy.

What to prepare

Type of property, expected standard of service, exact role, reporting line, salary range, required languages and level of confidentiality.

Your property’s standards

We define the role around the standards you expect: expertise, bearing, presentation, guest relations and the ability to work across departments. Hours, housing, progression, seasonality, management and the package all affect how candidates are approached. You then receive assessed candidates.

Deliver your standards every day

The search should show whether a candidate can meet your standards day to day. We look at how they react under pressure, speak to guests, work with other departments and adapt to the property’s service culture.

A subtle mismatch becomes visible quickly in a five-star hotel: an uncertain manner at reception, weak coordination with housekeeping or unclear communication with the dining room. We therefore assess each career path in the precise context where the candidate succeeded: property size, guest expectations, seasonality and operational pressure. References are taken at the client’s request and with the candidate’s prior consent.

The article luxury hotel director salary explains the leadership packages typically expected at this level.

A question about the process, timelines or fees? See the FAQ.

A first call is enough

To clarify the level of search and the assignment format.