Recruitment & Assessment for Hospitality Leaders
Hotels · Resorts · Cruise · Yachts · F&B · Operations · Pre-Opening
I don’t match CVs to vacancies. I assess whether people can perform in the operation they are being hired into.
I help hospitality businesses recruit and assess operational leaders and key team members for environments where leadership, resilience, ownership and judgement matter as much as experience on paper.
From candidate assessment and recruitment support to onboarding and retention, the focus is simple: putting the right person into the right operational reality.
What I Actually Look For
Not titles. Not rehearsed answers. Not polished CVs.
I look for people who can walk into an operation, understand what is really happening, earn the trust of the team and take responsibility for changing what is not working.
A strong CV can open the door. It cannot tell me how someone reacts when the pressure rises, the numbers are wrong, the team has lost confidence or difficult decisions have to be made.
That is where leadership becomes visible.
Leadership · Accountability · Commercial Awareness · People · Operational Judgement · Delivery
Where I Can Help
Recruitment, assessment and leadership selection across hospitality
I work with hotels, resorts, cruise operators, yacht businesses, F&B groups and hospitality companies that need the right people in roles where performance, judgement and leadership matter.
This includes established operations as well as pre-openings, rebuilding, turnaround and operational stabilisation.
Recruitment Support
Identifying, screening and selecting candidates for operational and leadership roles.
Candidate Assessment
Independent assessment of leadership, judgement, resilience, accountability and operational fit.
Onboarding & Retention
Supporting the transition from hiring decision to successful performance and stronger retention.
Typical roles include:
Hotel Director / General Manager · Director of Operations · F&B Director · Department Heads · Senior Operational Leadership
I am not limited by titles. If the operational challenge requires the right senior person, that is where the search begins.
How I Work
I do not send piles of CVs.
I start by understanding the operation, the pressure points and what the person in the role will actually be expected to fix, build, stabilise or improve.
From there, I define what the role actually requires — experience, judgement, leadership style, resilience and operational credibility. Whether I recruit the candidates or assess people already in your process, the standard is the same: fit the operational reality, not simply the job title.
1. Understand the operation
What is working, what is not, where the pressure sits and what needs to change.
2. Define what success requires
Experience and qualifications matter, but so do leadership style, judgement, resilience, accountability and operational credibility.
3. Recruit or assess
I can identify candidates directly or independently assess people already shortlisted by your business or recruitment partner.
4. Evaluate beyond the interview
Focused conversations and practical assessment designed to uncover how the person thinks, leads, decides and performs under pressure.
5. Support the decision
Clear reasoning, direct feedback and continued involvement through final selection, onboarding or transition where required.
Fewer assumptions. Better evidence. Better fit.
No volume recruitment.
No CV forwarding.
No candidate presented simply because the keywords match.
The objective is not to fill a vacancy. It is to identify and assess the right person for the right operational reality.
I come from operations, not recruitment.
I have spent more than 35 years leading people and operations across hotels, resorts, restaurants, cruise ships and demanding international environments.
I have hired people, built and rebuilt teams, opened operations and had to live with the consequences when the wrong person was put into the wrong role.
That means I assess candidates through an operational lens — from the perspective of someone who understands what the role will actually demand once the interview is over.
I know the difference between someone who can talk about leadership and someone who can actually lead when the pressure is real, the team is struggling and results still have to be delivered.
I am not looking for the best interview.
I am looking for the person who can do the job when the interview is over.
The Difference
Engagement Model
Every engagement starts with the business problem, not the vacancy.
Recruitment and assessment engagements are tailored to the role, operational challenge, complexity and geographic scope.
I work on a project, retained or hybrid basis, depending on what the client actually needs. An engagement may involve a complete search, independent assessment of existing candidates, or support through final selection and onboarding.
The commercial structure is agreed clearly before the work begins. Candidates are never charged for being considered, assessed or introduced.
Typical engagements may include:
Independent candidate assessment
Confidential leadership recruitment
Final-stage or shortlist assessment
Replacement and succession searches
International candidate search
Cruise and shipboard leadership recruitment
Pre-opening and turnaround appointments
Hard-to-fill senior operational roles
Onboarding and transition support
Clear scope. Clear fees. No CV database selling.
Need the right person — not just another candidate?
When an appointment matters, the decision should start with understanding the operation, the environment, the team and the result required.
Whether you need a complete recruitment process, an independent assessment of shortlisted candidates, or support with the final decision, let’s talk.
Based in Mallorca. Working across Spain, Europe and internationally.