The hospitality industry
Hospitality stands or falls with your people, and they're scarce, young and quick to move on. We recruit teams that fit your venue, and help you hold on to them longer.
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How do you find good hospitality staff?
You reach hospitality staff where they spend their day: on social media, with visuals that show the atmosphere of your venue. The application has to be mobile and light, the follow-up fast and personal. And if you want to limit turnover, recruit for atmosphere and team rather than availability alone: people stay at a place where they feel at home.
Explore our complete approachThe hospitality labor market: young, fast and all about atmosphere
Hospitality runs on a target group that is largely young, switches jobs often and pays little attention to classic vacancy texts. These people choose based on atmosphere, team and flexibility, and they decide fast. A stiff vacancy text on a job board simply doesn't reach them.
What does reach them: short videos and real footage of the floor, the kitchen and the team, on the channels they're already on. Combined with an application that takes just a few minutes and a text or call within one working day, which is how our follow-up works as standard.
Peaks, seasons and structural needs
Hospitality faces two recruitment questions at once: the structural core of the team, and the flexible shell for peaks and seasons. Each needs its own route. For the core you recruit for commitment and growth, for the shell for speed and flexibility, for example through volume recruitment ahead of the season.
Turnover costs more than recruitment
Every employee who leaves costs onboarding time, scheduling stress and hospitality. That's why we deliberately recruit for fit in this sector: honest about the work and the pace, clear about what your venue has to offer. Under your own name, through our white-label approach, so candidates choose your venue and not an anonymous agency.
Someone who leaves in the first weeks usually made that decision before the first busy evening was over. Where that goes wrong, and what you can do about it in the advert and in the first month, is set out in Why do new employees leave within the first year?.
What works for hospitality vacancies
Examples of tactics that work well in this sector. The exact mix follows from the analysis of your venue and roles.
- Short-form video from the floor
- The atmosphere of your venue in short videos, on the channels where young talent scrolls every day.
- Applying between two shifts
- Mobile, in a few minutes, no resume. Followed quickly by personal contact, by phone or text.
- Recruiting for team and atmosphere
- People who choose your venue and team stay longer than those just looking for any side job.
- A route for peaks and seasons
- A separate approach for the flexible shell, alongside the structural core of your team.
Hospitality venues that led the way
Ready to complete your team?
Tell us which roles are open, from floor to kitchen to management. We'll show you how we fill them.
Frequently asked questions about hospitality recruitment
On their own channels and in their own language. Short videos with real colleagues and the real buzz do more than any vacancy text ever could. What matters is that the image matches reality: promise an atmosphere that isn't there, and new hires walk out again after two weeks. Authenticity recruits best here.
Some turnover comes with the sector, but a large part is preventable. It starts with honest recruiting: being clear about the pace, the shifts and the pay. After that, the match with the team weighs more heavily than availability alone. People who join on fit stay longer, and every extra month saves you another recruitment round.
Yes. In the run-up to a season or opening we set up a volume approach: campaigns that deliver candidates continuously, a short selection route and tight follow-up. At the same time we build a pool of people you can approach directly at the next peak, under the name of your own business.
Yes, but by a different route. You rarely find general managers, chefs and F&B managers through a campaign alone: that's where targeted sourcing and a personal approach come in, with a story about the business, the ambitions and the room someone gets to grow. Those searches run alongside recruitment for the floor.