{"id":1860,"date":"2026-07-29T23:37:19","date_gmt":"2026-07-29T21:37:19","guid":{"rendered":"https:\/\/cornerstone-hospitality.global\/?page_id=1860"},"modified":"2026-07-29T23:37:20","modified_gmt":"2026-07-29T21:37:20","slug":"hospitality-recruiter","status":"publish","type":"page","link":"https:\/\/cornerstone-hospitality.global\/de\/hospitality-recruiter\/","title":{"rendered":"Personalvermittler f\u00fcr Gastgewerbe: Senior Operator, Unternehmens- und Vorstandsprofile f\u00fcr Hotels, Restaurants und Reisegruppen"},"content":{"rendered":"<style>.kb-row-layout-idhr_hero_row > .kt-row-column-wrap{align-content:center;}:where(.kb-row-layout-idhr_hero_row > .kt-row-column-wrap) > .wp-block-kadence-column{justify-content:center;}.kb-row-layout-idhr_hero_row > .kt-row-column-wrap{column-gap:var(--global-kb-gap-md, 2rem);row-gap:var(--global-kb-gap-md, 2rem);max-width:var( --global-content-width, 1300px 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.wp-block-kadence-advancedheading.kt-adv-headinghr_h1[data-kb-block=\"kb-adv-headinghr_h1\"]{max-width:820px;margin-right:auto;margin-left:auto;padding-top:var(--global-kb-spacing-md, 2rem);margin-top:0px;margin-bottom:0px;text-align:center;font-weight:700;font-style:normal;font-family:Mulish;color:#ffffff;}.wp-block-kadence-advancedheading.kt-adv-headinghr_h1 mark.kt-highlight, .wp-block-kadence-advancedheading.kt-adv-headinghr_h1[data-kb-block=\"kb-adv-headinghr_h1\"] mark.kt-highlight{font-style:normal;color:#f76a0c;-webkit-box-decoration-break:clone;box-decoration-break:clone;padding-top:0px;padding-right:0px;padding-bottom:0px;padding-left:0px;}.wp-block-kadence-advancedheading.kt-adv-headinghr_h1 img.kb-inline-image, .wp-block-kadence-advancedheading.kt-adv-headinghr_h1[data-kb-block=\"kb-adv-headinghr_h1\"] img.kb-inline-image{width:150px;vertical-align:baseline;}<\/style>\n<h1 style=\"color:#fff;text-align:center;font-family:Mulish,Arial,sans-serif;font-weight:700;font-size:44px;line-height:1.15;max-width:820px;margin:0 auto;\">Hospitality Recruiter: Retained Senior Talent for Hotels, Restaurants and Travel<\/h1>\n\n<style>.wp-block-kadence-advancedheading.kt-adv-headinghr_hero_sub, .wp-block-kadence-advancedheading.kt-adv-headinghr_hero_sub[data-kb-block=\"kb-adv-headinghr_hero_sub\"]{margin-top:0px;margin-bottom:0px;text-align:center;font-weight:600;font-style:normal;color:#ffffff;}.wp-block-kadence-advancedheading.kt-adv-headinghr_hero_sub mark.kt-highlight, .wp-block-kadence-advancedheading.kt-adv-headinghr_hero_sub[data-kb-block=\"kb-adv-headinghr_hero_sub\"] mark.kt-highlight{font-style:normal;color:#f76a0c;-webkit-box-decoration-break:clone;box-decoration-break:clone;padding-top:0px;padding-right:0px;padding-bottom:0px;padding-left:0px;}.wp-block-kadence-advancedheading.kt-adv-headinghr_hero_sub img.kb-inline-image, .wp-block-kadence-advancedheading.kt-adv-headinghr_hero_sub[data-kb-block=\"kb-adv-headinghr_hero_sub\"] img.kb-inline-image{width:150px;vertical-align:baseline;}<\/style>\n<p style=\"color:#fff;text-align:center;font-family:Mulish,Arial,sans-serif;font-weight:600;font-size:20px;line-height:1.5;max-width:720px;margin:24px auto 0;\">Retained executive search dedicated to hospitality. 60 offices in 40 countries, 35 years experience.<\/p>\n\n<style>.wp-block-kadence-advancedbtn.kb-btnshr_hero_btn_wrap{gap:var(--global-kb-gap-xs, 0.5rem );justify-content:center;align-items:center;}.kt-btnshr_hero_btn_wrap .kt-button{font-weight:normal;font-style:normal;}.kt-btnshr_hero_btn_wrap .kt-btn-wrap-0{margin-right:5px;}.wp-block-kadence-advancedbtn.kt-btnshr_hero_btn_wrap .kt-btn-wrap-0 .kt-button{color:#555555;border-color:#555555;}.wp-block-kadence-advancedbtn.kt-btnshr_hero_btn_wrap .kt-btn-wrap-0 .kt-button:hover, .wp-block-kadence-advancedbtn.kt-btnshr_hero_btn_wrap .kt-btn-wrap-0 .kt-button:focus{color:#ffffff;border-color:#444444;}.wp-block-kadence-advancedbtn.kt-btnshr_hero_btn_wrap .kt-btn-wrap-0 .kt-button::before{display:none;}.wp-block-kadence-advancedbtn.kt-btnshr_hero_btn_wrap .kt-btn-wrap-0 .kt-button:hover, .wp-block-kadence-advancedbtn.kt-btnshr_hero_btn_wrap .kt-btn-wrap-0 .kt-button:focus{background:#444444;}<\/style>\n<div class=\"wp-block-kadence-advancedbtn kb-buttons-wrap\" style=\"text-align:center;margin-top:28px;\"><a href=\"\/contact\/\" style=\"display:inline-block;background:#C8102E;color:#ffffff;padding:14px 40px;border:2px solid #C8102E;font-family:Arial,sans-serif;font-size:14px;font-weight:700;letter-spacing:2px;text-transform:uppercase;text-decoration:none;\">Start the Conversation<\/a><\/div>\n\n<\/div><\/div>\n\n<\/div><\/div>\n\n<\/div><\/div>\n<\/div><\/div>\n\n<div style=\"max-width: 820px; margin: 56px auto 0; padding: 0 24px; font-family: Mulish,Arial,sans-serif; font-size: 17px; line-height: 1.75; color: #1a1a1a;\">\n<h3 style=\"font-family: Mulish,Arial,sans-serif; font-size: 26px; font-weight: bold; color: #194783; margin: 0 0 16px;\">Choosing the right hospitality recruiter for senior leadership<\/h3>\n<p><strong>Global search. Local expertise. Transformational impact.<\/strong><\/p>\n<p>Hospitality moves are continent-scale life changes. A senior operator asked to move from Shanghai to Dubai to New York is not weighing a job title; they are weighing a school for their kids or a partner&#8217;s career. In addition, a family conversation about a life they will not be able to reverse for at least three years.<\/p>\n<p>Which is why a serious <strong>hospitality recruiter<\/strong> is not the recruiter with the largest database. It is the one who has lived inside the sector as an operator. Who understands what the move actually costs the candidate? Furthermore, who can hold both sides of a demanding conversation without breaking either? It is why <a href=\"https:\/\/cornerstone-hospitality.global\/hospitality-travel-leisure-executive-search\/\">Cornerstone Hospitality<\/a> works retained only in a single sector at the senior level.<\/p>\n<figure style=\"margin: 40px auto; max-width: 560px; text-align: center;\"><img decoding=\"async\" style=\"width: 100%; height: auto; border-radius: 8px; display: block;\" src=\"https:\/\/cornerstone-hospitality.global\/wp-content\/uploads\/2026\/07\/cornerstone-infographic-hospitality-recruiter-a-v1.jpg\" alt=\"The five things a specialist hospitality recruiter brings to a senior search.\" \/><\/figure>\n<\/div>\n<div style=\"max-width: 960px; margin: 40px auto 0; padding: 0 24px;\">\n<div style=\"display: grid; grid-template-columns: repeat(auto-fit,minmax(180px,1fr)); gap: 16px; font-family: Mulish,Arial,sans-serif;\">\n<div style=\"background: #f7f7f7; border-left: 5px solid #194783; border-radius: 6px; padding: 22px 20px; text-align: center;\">\n<div style=\"font-size: 34px; font-weight: bold; color: #194783; line-height: 1;\">60<\/div>\n<div style=\"font-size: 12px; font-weight: bold; letter-spacing: 2px; text-transform: uppercase; color: #666; margin-top: 8px;\">Offices worldwide<\/div>\n<\/div>\n<div style=\"background: #f7f7f7; border-left: 5px solid #C8102E; border-radius: 6px; padding: 22px 20px; text-align: center;\">\n<div style=\"font-size: 34px; font-weight: bold; color: #c8102e; line-height: 1;\">40<\/div>\n<div style=\"font-size: 12px; font-weight: bold; letter-spacing: 2px; text-transform: uppercase; color: #666; margin-top: 8px;\">Countries covered<\/div>\n<\/div>\n<div style=\"background: #f7f7f7; border-left: 5px solid #5a9e00; border-radius: 6px; padding: 22px 20px; text-align: center;\">\n<div style=\"font-size: 34px; font-weight: bold; color: #5a9e00; line-height: 1;\">35+<\/div>\n<div style=\"font-size: 12px; font-weight: bold; letter-spacing: 2px; text-transform: uppercase; color: #666; margin-top: 8px;\">Years of practice<\/div>\n<\/div>\n<div style=\"background: #f7f7f7; border-left: 5px solid #e67e22; border-radius: 6px; padding: 22px 20px; text-align: center;\">\n<div style=\"font-size: 34px; font-weight: bold; color: #e67e22; line-height: 1;\">12 to 20<\/div>\n<div style=\"font-size: 12px; font-weight: bold; letter-spacing: 2px; text-transform: uppercase; color: #666; margin-top: 8px;\">Weeks brief to offer<\/div>\n<\/div>\n<\/div>\n<\/div>\n<div style=\"max-width: 720px; margin: 40px auto 0; text-align: center;\"><a style=\"display: inline-block; background: #C8102E; color: #ffffff; padding: 16px 42px; border: 2px solid #C8102E; border-radius: 0; font-family: Arial,sans-serif; font-size: 14px; font-weight: bold; letter-spacing: 2px; text-transform: uppercase; text-decoration: none;\" href=\"\/contact\/\">Explore Your Leadership Requirements<\/a><\/div>\n<p>&nbsp;<\/p>\n<p>Cornerstone&#8217;s <strong>hospitality recruiter<\/strong> team pairs deep sector specialization with genuine on-the-ground reach in every region a senior candidate might come from or move to.<\/p>\n<p>What a specialist hospitality recruiter should give you<\/p>\n<div style=\"max-width: 820px; margin: 0 auto; padding: 0 24px; font-family: Mulish,Arial,sans-serif; font-size: 17px; line-height: 1.75; color: #1a1a1a;\">\n<h3 style=\"font-size: 22px; font-weight: bold; color: #194783; margin: 32px 0 12px;\">1. A live map of the operator universe, not a database of profiles<\/h3>\n<p>A specialist hospitality recruiter knows who is actually running the industry today: which GM has taken a resort from 62 to 78 percent occupancy in eighteen months. Which F&amp;B director quietly reset the beverage margin at a five-property portfolio? Which regional VP took a hotel group through a full brand conversion without losing the tenured team? That knowledge is built by living inside the sector for years, not by keyword-searching LinkedIn. Every strong shortlist we present starts from a proprietary map, not a public search.<\/p>\n<h3 style=\"font-size: 22px; font-weight: bold; color: #194783; margin: 32px 0 12px;\">2. Proactive engagement with passive talent<\/h3>\n<p>The best senior hospitality operators are already in demanding jobs. They are not on job boards. They will not respond to an inbound message from someone they do not know. A specialist hospitality recruiter has the relationships and the credibility to open. In addition, that conversation. The one that lets a candidate seriously consider a move for the first time in eighteen months. That is the difference between a shortlist of five people who applied and a shortlist of five people you actually want.<\/p>\n<h3 style=\"font-size: 22px; font-weight: bold; color: #194783; margin: 32px 0 12px;\">3. Structured assessment against your operating context<\/h3>\n<p>Presenting a candidate is easy; presenting the right candidate is not. Every Cornerstone shortlist candidate is assessed against your specific operating context. The property class, the ownership model, the brand posture, the market maturity, and the turnaround, or expansion posture, your leadership is asked to hold. We use structured competency interviews. Sector-specific casework and 360-degree references from operators who have actually worked with the candidate at the level being recruited for.<\/p>\n<h3 style=\"font-size: 22px; font-weight: bold; color: #194783; margin: 32px 0 12px;\">4. Genuine coverage of the geography the role sits in<\/h3>\n<p>Hospitality is global. Furthermore, the strongest candidate for a role in Bangkok. Riyadh or S\u00e3o Paulo is often not the one already sitting in. In addition, that market. Cornerstone operates across EMEA, APAC, and the Americas from a network of 60 offices in 40 countries. This means our search universe is genuinely global. In addition, our on, the. Ground presence lets us assess local nuance rather than approximate it from a desk in another time zone.<\/p>\n<h3 style=\"font-size: 22px; font-weight: bold; color: #194783; margin: 32px 0 12px;\">5. Onboarding and retention support after the offer is signed<\/h3>\n<p>A hospitality recruiter whose engagement ends at signature is not a partner; they are a transaction. Cornerstone Hospitality&#8217;s engagements include onboarding orientation for the new hire and a 90-day check-in with both the hire and the hiring principal. In addition, a six- to twelve-month replacement guarantee.<\/p>\n<\/div>\n<h2 style=\"max-width: 820px; margin: 72px auto 24px; padding: 0 24px; font-family: Mulish,Arial,sans-serif; font-size: 32px; font-weight: bold; color: #194783;\">Retained versus contingency: what you are actually buying<\/h2>\n<div style=\"max-width: 960px; margin: 0 auto; padding: 0 24px;\">\n<table style=\"width: 100%; border-collapse: collapse; font-family: Mulish,Arial,sans-serif; font-size: 14px;\">\n<thead>\n<tr>\n<th style=\"background: #194783; color: #fff; padding: 14px 16px; text-align: left; font-weight: bold;\">Dimension<\/th>\n<th style=\"background: #194783; color: #fff; padding: 14px 16px; text-align: left; font-weight: bold;\">Contingency<\/th>\n<th style=\"background: #0d1427; color: #fff; padding: 14px 16px; text-align: left; font-weight: bold;\">Retained (Cornerstone)<\/th>\n<\/tr>\n<\/thead>\n<tbody>\n<tr>\n<td style=\"padding: 12px 16px; border-bottom: 1px solid #eee; font-weight: bold; background: #fafafa;\">Best fit for<\/td>\n<td style=\"padding: 12px 16px; border-bottom: 1px solid #eee;\">Line management, active candidates<\/td>\n<td style=\"padding: 12px 16px; border-bottom: 1px solid #eee;\">Senior operators, C-suite, board directors<\/td>\n<\/tr>\n<tr>\n<td style=\"padding: 12px 16px; border-bottom: 1px solid #eee; font-weight: bold; background: #fafafa;\">Candidate pool<\/td>\n<td style=\"padding: 12px 16px; border-bottom: 1px solid #eee;\">Active applicants, local network<\/td>\n<td style=\"padding: 12px 16px; border-bottom: 1px solid #eee;\">Proactively engaged passive talent, global map<\/td>\n<\/tr>\n<tr>\n<td style=\"padding: 12px 16px; border-bottom: 1px solid #eee; font-weight: bold; background: #fafafa;\">Fee<\/td>\n<td style=\"padding: 12px 16px; border-bottom: 1px solid #eee;\">Paid only on placement<\/td>\n<td style=\"padding: 12px 16px; border-bottom: 1px solid #eee;\">Staged retainer (brief \/ shortlist \/ offer)<\/td>\n<\/tr>\n<tr>\n<td style=\"padding: 12px 16px; border-bottom: 1px solid #eee; font-weight: bold; background: #fafafa;\">Confidentiality<\/td>\n<td style=\"padding: 12px 16px; border-bottom: 1px solid #eee;\">Limited, market becomes aware<\/td>\n<td style=\"padding: 12px 16px; border-bottom: 1px solid #eee;\">Fully blind if required<\/td>\n<\/tr>\n<tr>\n<td style=\"padding: 12px 16px; border-bottom: 1px solid #eee; font-weight: bold; background: #fafafa;\">Assessment depth<\/td>\n<td style=\"padding: 12px 16px; border-bottom: 1px solid #eee;\">CV screen + interview<\/td>\n<td style=\"padding: 12px 16px; border-bottom: 1px solid #eee;\">Competency + psychometric + 360-degree references<\/td>\n<\/tr>\n<tr>\n<td style=\"padding: 12px 16px; border-bottom: 1px solid #eee; font-weight: bold; background: #fafafa;\">Onboarding support<\/td>\n<td style=\"padding: 12px 16px; border-bottom: 1px solid #eee;\">Rare<\/td>\n<td style=\"padding: 12px 16px; border-bottom: 1px solid #eee;\">Standard: 90-day check-in + 6-12-month guarantee<\/td>\n<\/tr>\n<tr>\n<td style=\"padding: 12px 16px; font-weight: bold; background: #fafafa;\">Typical time<\/td>\n<td style=\"padding: 12px 16px;\">4-8 weeks<\/td>\n<td style=\"padding: 12px 16px;\">12-20 weeks brief to signed offer<\/td>\n<\/tr>\n<\/tbody>\n<\/table>\n<\/div>\n<h2 style=\"max-width: 820px; margin: 72px auto 24px; padding: 0 24px; font-family: Mulish,Arial,sans-serif; font-size: 32px; font-weight: bold; color: #194783;\">How a Cornerstone hospitality search actually runs<\/h2>\n<div style=\"max-width: 960px; margin: 0 auto; padding: 0 24px;\">\n<div style=\"display: grid; grid-template-columns: repeat(auto-fit,minmax(220px,1fr)); gap: 16px; font-family: Mulish,Arial,sans-serif;\">\n<div style=\"background: linear-gradient(135deg,#194783 0%,#0d1427 100%); border-radius: 8px; padding: 24px 22px; color: #fff;\">\n<div style=\"font-size: 11px; font-weight: bold; letter-spacing: 2px; text-transform: uppercase; color: rgba(255,255,255,0.7); margin-bottom: 8px;\">Stage 1 \u00b7 Week 1-2<\/div>\n<div style=\"font-size: 18px; font-weight: bold; margin-bottom: 6px;\">Brief and calibration<\/div>\n<p style=\"font-size: 14px; line-height: 1.5; margin: 0; color: rgba(255,255,255,0.9);\">Sit down with the sponsor, calibrate the role against the actual business context, and output the written role specification.<\/p>\n<\/div>\n<div style=\"background: linear-gradient(135deg,#194783 0%,#0d1427 100%); border-radius: 8px; padding: 24px 22px; color: #fff;\">\n<div style=\"font-size: 11px; font-weight: bold; letter-spacing: 2px; text-transform: uppercase; color: rgba(255,255,255,0.7); margin-bottom: 8px;\">Stage 2 \u00b7 Week 2<\/div>\n<div style=\"font-size: 18px; font-weight: bold; margin-bottom: 6px;\">Mandate confirmation<\/div>\n<p style=\"font-size: 14px; line-height: 1.5; margin: 0; color: rgba(255,255,255,0.9);\">The retained mandate is confirmed in writing: scope, fee structure, exclusivity, and confidentiality agreed before any candidate is approached.<\/p>\n<\/div>\n<div style=\"background: linear-gradient(135deg,#194783 0%,#0d1427 100%); border-radius: 8px; padding: 24px 22px; color: #fff;\">\n<div style=\"font-size: 11px; font-weight: bold; letter-spacing: 2px; text-transform: uppercase; color: rgba(255,255,255,0.7); margin-bottom: 8px;\">Stage 3 \u00b7 Week 2-5<\/div>\n<div style=\"font-size: 18px; font-weight: bold; margin-bottom: 6px;\">Search universe map<\/div>\n<p style=\"font-size: 14px; line-height: 1.5; margin: 0; color: rgba(255,255,255,0.9);\">Written universe of qualified candidates, including passive talent. You see who and why.<\/p>\n<\/div>\n<div style=\"background: linear-gradient(135deg,#194783 0%,#0d1427 100%); border-radius: 8px; padding: 24px 22px; color: #fff;\">\n<div style=\"font-size: 11px; font-weight: bold; letter-spacing: 2px; text-transform: uppercase; color: rgba(255,255,255,0.7); margin-bottom: 8px;\">Stage 4 \u00b7 Week 5-10<\/div>\n<div style=\"font-size: 18px; font-weight: bold; margin-bottom: 6px;\">Curated shortlist<\/div>\n<p style=\"font-size: 14px; line-height: 1.5; margin: 0; color: rgba(255,255,255,0.9);\">Four to six candidates with written appraisal, competency, mapped interview record, and initial references.<\/p>\n<\/div>\n<div style=\"background: linear-gradient(135deg,#194783 0%,#0d1427 100%); border-radius: 8px; padding: 24px 22px; color: #fff;\">\n<div style=\"font-size: 11px; font-weight: bold; letter-spacing: 2px; text-transform: uppercase; color: rgba(255,255,255,0.7); margin-bottom: 8px;\">Stage 5 \u00b7 Week 10-14<\/div>\n<div style=\"font-size: 18px; font-weight: bold; margin-bottom: 6px;\">Assessment and references<\/div>\n<p style=\"font-size: 14px; line-height: 1.5; margin: 0; color: rgba(255,255,255,0.9);\">Structured psychometric assessment plus 360-degree references from operators who worked with the candidate.<\/p>\n<\/div>\n<div style=\"background: linear-gradient(135deg,#C8102E 0%,#7a0d1e 100%); border-radius: 8px; padding: 24px 22px; color: #fff;\">\n<div style=\"font-size: 11px; font-weight: bold; letter-spacing: 2px; text-transform: uppercase; color: rgba(255,255,255,0.7); margin-bottom: 8px;\">Stage 6 \u00b7 Week 14-20+<\/div>\n<div style=\"font-size: 18px; font-weight: bold; margin-bottom: 6px;\">Offer, onboarding, retention<\/div>\n<p style=\"font-size: 14px; line-height: 1.5; margin: 0; color: rgba(255,255,255,0.9);\">Offer support, a 90-day check-in, and a twelve-month replacement guarantee.<\/p>\n<\/div>\n<\/div>\n<\/div>\n<h2 style=\"max-width: 820px; margin: 72px auto 24px; padding: 0 24px; font-family: Mulish,Arial,sans-serif; font-size: 32px; font-weight: bold; color: #194783;\">Roles a Cornerstone hospitality recruiter places<\/h2>\n<figure style=\"margin: 40px auto; max-width: 560px; text-align: center;\"><img decoding=\"async\" style=\"width: 100%; height: auto; border-radius: 8px; display: block;\" src=\"https:\/\/cornerstone-hospitality.global\/wp-content\/uploads\/2026\/07\/cornerstone-infographic-hospitality-recruiter-b-v1.jpg\" alt=\"The five leadership levels a hospitality recruiter places, from property to board.\" \/><\/figure>\n<div style=\"max-width: 820px; margin: 0 auto; padding: 0 24px; font-family: Mulish,Arial,sans-serif; font-size: 17px; line-height: 1.75; color: #1a1a1a;\">\n<h3 style=\"font-size: 20px; font-weight: bold; color: #194783; margin: 24px 0 8px;\">Property leadership<\/h3>\n<p>General Managers and Hotel Managers for flagship. Furthermore, portfolio properties; Executive Assistant Managers, Cluster and Area General Managers for multi-property mandates.<\/p>\n<h3 style=\"font-size: 20px; font-weight: bold; color: #194783; margin: 24px 0 8px;\">Regional and brand leadership<\/h3>\n<p>Regional Vice Presidents of Operations, Brand Presidents, Vice Presidents of Openings and Transitions, Portfolio Directors for private equity holders.<\/p>\n<h3 style=\"font-size: 20px; font-weight: bold; color: #194783; margin: 24px 0 8px;\">Discipline heads<\/h3>\n<p>Vice Presidents of Food &amp; Beverage\/Rooms Division\/Finance\/Sales &amp; Marketing\/Revenue Management, Human Resources &amp; Talent, Development<\/p>\n<h3 style=\"font-size: 20px; font-weight: bold; color: #194783; margin: 24px 0 8px;\">Corporate C-suite<\/h3>\n<p>Chief Executive Officers, Chief Financial Officers, Chief Operating Officers, Chief Commercial and Revenue Officers, and Chief Human Resources Officers for brand groups. Furthermore, operating companies.<\/p>\n<h3 style=\"font-size: 20px; font-weight: bold; color: #194783; margin: 24px 0 8px;\">Board and governance<\/h3>\n<p>Non-executive board directors, audit and remuneration committee chairs, and CEO successors for public and private hospitality groups.<\/p>\n<\/div>\n<div style=\"max-width: 960px; margin: 72px auto 0; padding: 0 24px;\">\n<h2 style=\"font-family: Mulish,Arial,sans-serif; font-size: 32px; font-weight: bold; color: #194783; text-align: center; margin: 0 0 32px;\">What our clients and candidates say<\/h2>\n<div style=\"display: grid; grid-template-columns: repeat(auto-fit,minmax(280px,1fr)); gap: 20px; font-family: Mulish,Arial,sans-serif;\">\n<div style=\"background: #fafafa; border: 1px solid #e5e5e5; border-radius: 8px; padding: 26px;\">\n<div style=\"color: #f4c430; font-size: 18px; letter-spacing: 2px; margin-bottom: 10px;\">\u2605\u2605\u2605\u2605\u2605<\/div>\n<p style=\"font-size: 15px; line-height: 1.7; color: #333; margin: 0 0 16px; font-style: italic;\">\u201cI have been approached by many recruiters. But Florian is one of the only ones I actually have a conversation with. He listens; he calibrates. Furthermore. When he brings a role forward, it is worth taking seriously.\u201d<\/p>\n<div style=\"font-size: 13px; font-weight: bold; color: #194783;\">Regional VP of Operations, Global Hotel Group<\/div>\n<div style=\"font-size: 12px; color: #888;\">Candidate<\/div>\n<\/div>\n<div style=\"background: #fafafa; border: 1px solid #e5e5e5; border-radius: 8px; padding: 26px;\">\n<div style=\"color: #f4c430; font-size: 18px; letter-spacing: 2px; margin-bottom: 10px;\">\u2605\u2605\u2605\u2605\u2605<\/div>\n<p style=\"font-size: 15px; line-height: 1.7; color: #333; margin: 0 0 16px; font-style: italic;\">\u201cCornerstone ran the search with the discretion the ownership required and delivered a shortlist we could actually pick from. The onboarding support afterward was the part I did not expect and would not now do without.\u201d<\/p>\n<div style=\"font-size: 13px; font-weight: bold; color: #194783;\">CHRO, Independent Luxury Resort Group<\/div>\n<div style=\"font-size: 12px; color: #888;\">Retained client<\/div>\n<\/div>\n<\/div>\n<\/div>\n<div style=\"max-width: 820px; margin: 32px auto; padding: 0 24px; font-family: Mulish,Arial,sans-serif; font-size: 16px; line-height: 1.7; color: #333;\">\n<h3>How Cornerstone runs the search<\/h3>\n<p>First, we read the brief. Second, we build the map. Third, we approach. However, we approach confidentially. Because the current employer often does not know. Therefore, disclosure risk is real. Furthermore, we brief the candidate before we brief them on the role. Meanwhile, we hold the operator to written milestones. In addition, we stay engaged through onboarding. As a result, the leader lands. Moreover, the operator gets the outcome. Also, the team keeps its rhythm.<\/p>\n<\/div>\n<p><script type=\"application\/ld+json\"><br \/>\n{\"@context\":\"https:\/\/schema.org\",\"@type\":\"FAQPage\",\"mainEntity\":[<br \/>\n{\"@type\":\"Question\",\"name\":\"What does a hospitality recruiter actually do?\",\"acceptedAnswer\":{\"@type\":\"Answer\",\"text\":\"A specialist hospitality recruiter identifies, engages, and secures senior operators, brand builders, revenue leaders and C-suite candidates for hotels, resorts, restaurant groups, travel and leisure operators. The work is executive search, not database posting: proactive outreach to passive candidates, structured assessment against the client's operating context, and hands-on support through offer, notice period and onboarding.\"}},<br \/>\n{\"@type\":\"Question\",\"name\":\"What makes a specialist hospitality recruiter?\",\"acceptedAnswer\":{\"@type\":\"Answer\",\"text\":\"Specialist hospitality recruiters live inside the sector. They know which GMs run properties on 45 percent GOP versus 32, which F&B directors moved a restaurant group from independents to franchise scale, and which regional VPs shepherded a portfolio through a brand conversion. That sector time means the search starts from a live map of proven operators, which shortens time to hire and protects the quality of the shortlist.\"}},<br \/>\n{\"@type\":\"Question\",\"name\":\"When should we brief a hospitality recruiter?\",\"acceptedAnswer\":{\"@type\":\"Answer\",\"text\":\"As early as the moment the role becomes real, before the incumbent leaves, before the property signs, before the brand, conversion timeline is locked. 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In practice, onboarding support and post, 90-day check-in usually surface any issues long before they become a departure.\"}},<br \/>\n{\"@type\":\"Question\",\"name\":\"How does confidentiality work?\",\"acceptedAnswer\":{\"@type\":\"Answer\",\"text\":\"Every candidate approach is discreet by default. Where the client is replacing an incumbent, we run a fully blind search that references neither the property nor the current post-holder until a candidate is in advanced diligence. Where the client is a public group, we protect the ticker as tightly as we protect the candidate.\"}},<br \/>\n{\"@type\":\"Question\",\"name\":\"What is the fee structure?\",\"acceptedAnswer\":{\"@type\":\"Answer\",\"text\":\"Retained search on a staged fee, the standard structure for senior hospitality executive work, with a first-stage retainer at brief, a second-stage payment at shortlist, and a completion payment at signed offer.\"}}<br \/>\n]}<br \/>\n<\/script><\/p>\n<h2 style=\"max-width: 820px; margin: 72px auto 24px; padding: 0 24px; font-family: Mulish,Arial,sans-serif; font-size: 32px; font-weight: bold; color: #194783;\">Frequently asked questions about hospitality recruiters<\/h2>\n<div style=\"max-width: 820px; margin: 0 auto; padding: 0 24px; font-family: Mulish,Arial,sans-serif; font-size: 16px; line-height: 1.7; color: #1a1a1a;\">\n<h3 style=\"font-size: 19px; font-weight: bold; color: #194783; margin: 24px 0 6px;\">What does a hospitality recruiter actually do?<\/h3>\n<p>A specialist hospitality recruiter identifies, and engages. Furthermore, secures senior operators, brand builders, revenue leaders, and C-suite candidates for hotels, resorts, restaurant groups, and travel. Furthermore, leisure operators. The work is executive search, not database posting: proactive outreach to passive candidates, structured assessment against the client&#8217;s operating context. In addition, hands-on support through offer, notice period, and onboarding.<\/p>\n<h3 style=\"font-size: 19px; font-weight: bold; color: #194783; margin: 24px 0 6px;\">What makes a specialist hospitality recruiter?<\/h3>\n<p>Specialist hospitality recruiters live inside the sector. They know which GMs run properties on 45 percent GOP versus 32. They know which F&amp;B directors moved a restaurant group from independent to franchise scale and which regional VPs took a portfolio through a brand conversion. That sector time means the search starts from a live map of proven operators. It shortens time to hire and protects the quality of the shortlist.<\/p>\n<h3 style=\"font-size: 19px; font-weight: bold; color: #194783; margin: 24px 0 6px;\">When should we brief a hospitality recruiter?<\/h3>\n<p>As early as the moment the role becomes real. Before the incumbent leaves, before the property signs, before the brand, conversion timeline is locked. Senior hospitality searches run 12 to 20 weeks from brief to signed offer; a proactive brief closes the gap between the vacancy and the productive first day.<\/p>\n<h3 style=\"font-size: 19px; font-weight: bold; color: #194783; margin: 24px 0 6px;\">What roles do Cornerstone&#8217;s hospitality recruiters place?<\/h3>\n<p>Property GMs, cluster. Furthermore, regional VPs, brand. In addition, operations presidents, CFOs and Chief Revenue Officers, VP-level F&amp;B, Rooms, Finance, Sales &amp; Marketing and Human Resources. On the corporate side, brand presidents, development and acquisitions leaders, board directors, and CEO successors.<\/p>\n<h3 style=\"font-size: 19px; font-weight: bold; color: #194783; margin: 24px 0 6px;\">What guarantee comes with a Cornerstone hospitality recruiter engagement?<\/h3>\n<p>Every senior placement carries a replacement guarantee if the hire departs within the first twelve months for reasons attributable to fit or performance. In practice, onboarding support and post, 90-day check-in usually surface any issues long before they become a departure.<\/p>\n<h3 style=\"font-size: 19px; font-weight: bold; color: #194783; margin: 24px 0 6px;\">How does confidentiality work?<\/h3>\n<p>Every candidate approach is discreet by default. Where the client is replacing an incumbent, we run a fully blind search. In addition, that references neither the property nor the current post-holder until a candidate is in advanced diligence. Where the client is a public group, we protect the ticker as tightly as we protect the candidate.<\/p>\n<h3 style=\"font-size: 19px; font-weight: bold; color: #194783; margin: 24px 0 6px;\">What is the fee structure?<\/h3>\n<p>Retained search on a staged fee. The standard structure for senior hospitality executive work is a first-stage retainer at the brief and a second-stage payment at the shortlist. In addition, a completion payment at the signed offer.<\/p>\n<\/div>\n<div style=\"max-width: 820px; margin: 72px auto 0; padding: 48px 32px; background: linear-gradient(135deg,#103B70 0%,#194783 100%); border-radius: 8px; text-align: center; color: #fff; font-family: Mulish,Arial,sans-serif;\">\n<h2 style=\"font-size: 32px; font-weight: bold; color: #fff; margin: 0 0 14px;\">Engage a specialist hospitality recruiter<\/h2>\n<p style=\"font-size: 17px; line-height: 1.6; color: #fff; margin: 0 0 24px;\">Book a confidential call with a senior consultant. We will walk through the role and share the search universe map you can expect at Stage 3. Furthermore, outline the retained fee structure. No obligation to proceed.<\/p>\n<p><a style=\"display: inline-block; background: #C8102E; color: #fff; padding: 14px 32px; border-radius: 4px; font-family: Mulish,Arial,sans-serif; font-weight: bold; font-size: 16px; text-decoration: none;\" href=\"\/contact\/\">Book a call<\/a><\/p>\n<\/div>\n\n\n<p style=\"text-align:center;margin-top:32px;font-family:Mulish,Arial,sans-serif;font-size:15px;color:#666;\"><a href=\"\/executive-board-search\/\" style=\"color:#194783;\">Return to Executive &amp; Board Search overview<\/a> \u00b7 <a href=\"\/hospitality-recruiting-firms\/\" style=\"color:#194783;\">Compare with Hospitality Recruiting Firms<\/a> \u00b7 See Hospitality Headhunter<\/p>\n","protected":false},"excerpt":{"rendered":"<p>Personalberater f\u00fcr die Hotellerie: Retained Senior Talent f\u00fcr Hotels, Restaurants und Reisen. Retained Executive Search, die der Hotellerie gewidmet ist. 60 B\u00fcros in 40 L\u00e4ndern, 35 Jahre Erfahrung. Die Wahl des richtigen Personalberaters f\u00fcr F\u00fchrungspositionen in der Hotellerie. Globale Suche. Lokale Expertise. Transformationale Auswirkungen. Wechsel in der Hotellerie sind Ver\u00e4nderungen im Leben, die Kontinente betreffen. Ein seniorer Betreiber, der von Shanghai nach Dubai ziehen soll, um...<\/p>","protected":false},"author":1,"featured_media":2241,"parent":0,"menu_order":0,"comment_status":"closed","ping_status":"closed","template":"","meta":{"_kad_blocks_custom_css":"","_kad_blocks_head_custom_js":"","_kad_blocks_body_custom_js":"","_kad_blocks_footer_custom_js":"","_monsterinsights_skip_tracking":false,"_kad_post_transparent":"","_kad_post_title":"hide","_kad_post_layout":"","_kad_post_sidebar_id":"","_kad_post_content_style":"","_kad_post_vertical_padding":"hide","_kad_post_feature":"","_kad_post_feature_position":"","_kad_post_header":false,"_kad_post_footer":false,"_kad_post_classname":"","footnotes":""},"class_list":["post-1860","page","type-page","status-publish","has-post-thumbnail","hentry"],"yoast_head":"<!-- This site is optimized with the Yoast SEO plugin v28.4 - https:\/\/yoast.com\/product\/yoast-seo-wordpress\/ -->\n<title>Hospitality Recruiter for Hotels, Restaurants and Travel Groups | Cornerstone<\/title>\n<meta name=\"description\" content=\"Specialist hospitality recruiter for hotels, restaurants, and travel groups. 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