When we started working with a global luxury lifestyle group seven years ago, we weren't stepping into a static hospitality business.
The Group was growing. New concepts, new locations and an expanding portfolio of distinctive brands were creating an increasingly complex talent challenge. As that growth continued, so did the breadth of what they needed from us. Today, the Group operates 16 hotel and resort brands, and our relationship as an embedded search partner has grown alongside them.
The roles themselves tell part of that story. One day the challenge might be finding a General Manager or VP Operations for Head Office. Another could mean searching internal markets for a Sushi Chef, or local clubs for a Padel Coach.
That variety matters. Distinctive hospitality brands need people who understand the experience they are trying to create. When a business is growing across brands and locations, hiring cannot become the thing that slows that growth down.
They needed a partner that could keep pace. We deliver the executive, niche and difficult-to-fill roles that consume disproportionate time and budget.
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Over seven years, we've become an extension of the Group’s talent capability. Our embedded agency model enables scale and reach; giving access to the best talent in the market, not simply the best talent that applies.
Rather than starting from scratch every time a vacancy appears, we've built knowledge of the business, its brands and the talent markets around them. We've developed more than 100 specialist talent pools, giving us a network of around 50,000 qualified people spanning hotel operations, executive leadership, Head Office functions, super-luxury hospitality and niche specialisms.
Sometimes that means going much further than the obvious talent pool.
For one property, attracting people from London to Scotland has required us to understand what will genuinely persuade someone to relocate. When the hotel needed 30 chefs following the post-Covid loss of local and European talent, we widened the search internationally, looking to markets including the UAE, Turkey and India. Housekeeping searches have taken us as far as the Philippines and Indonesia.
When the talent is particularly niche, we have to think differently about where we look. For one requirement, a padel coach at a remote location, we moved beyond the usual recruitment channels. We used Instagram to identify padel clubs and proactively find the people who might never have appeared in a conventional search.
We've also supported the Group where discretion matters. Our central sourcing team can manage confidential searches that cannot be advertised publicly, including sensitive People appointments and replacement hires. At senior level, we've supported around 15 executive appointments spanning General Managers, VPs, Senior VPs and Executive VPs.
Our involvement continues into how senior talent is assessed. For Head of Department roles and above, we support the Group’s use of the Predictive Index, providing additional insight into how candidates are likely to work with existing leaders and teams.
It means our role has grown well beyond filling vacancies. Our embedded search and end-to-end talent solutions give the Group additional talent capacity that can flex around what the business needs at that moment, whether that's one difficult specialist appointment, an international search or an entire team.
Nearly 1,000 hires later, the longevity of the partnership is perhaps the strongest outcome of all. We now support around 130 hires a year across the Group, and the relationship has expanded as the organisation has grown.
At on property alone, we support approximately 50 hires each year and have placed the full leadership team, including senior appointments across Marketing, IT, Finance and Events, as well as the Managing Director.
When the Group needed to create a new customer service team for its Head Office loyalty programme, we built the 15-person team from the ground up in just four weeks.
Those examples are very different, and that's exactly the point.
Over seven years, we've been there for the planned growth and the unexpected hiring challenge; for the senior leader and the hard-to-find specialist; for the individual search and the team that needs building quickly.
The result is an embedded talent partnership that has been able to evolve with the Group rather than asking them to fit around a fixed recruitment model.
As the business has grown, we've grown with it.
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