A good manager shows upbeyond a CV.

It shows on the floor,where they've hosted.

Type of property, standing, seasonality, team size, guest expectations. We assess people on the floor they've actually run, beyond a list of names.

We speak yourlanguage before thefirst brief.

Running forty rooms and running a palace are two different jobs. We calibrate the profile to your reality (your standing, your season, your team), beyond a template.

Deep brief

We challenge the role: which property, which standing, which team size, which seasonality.

We take it, or we pass

We only take roles we know we can deliver. Straight up, from the first conversation.

Trade assessment

Someone who has worked the floor assesses real service instinct, beyond the interview pitch.

Shortlist

3 to 4 calibrated profiles, presented with a reasoned skills file.

Reference checks

We call former managers and peers to confirm the results and the way they got them.

Salary negotiation

We align expectations and package upfront to secure the offer and head off the counter-offer.

Follow-up once they start

Regular check-ins with the candidate and the manager over the first few months: we stay accountable for the integration.

Valentin Murcia

A Vatel graduate who worked in hospitality before recruitment, I know the sector's codes from the inside: front of house, general management, business development. I recruit your hospitality talent with the standards of someone who lived the job.