Hospitality, travel and leisure recruitment agency

A hospitality recruitment agency finds, assesses and presents candidates on your behalf, managing the work that sits between deciding to hire and making an offer. An engagement with Concorsa begins with a briefing conversation in which we scope the role and advise on the job description. Our recruiters then source candidates through databases, job boards and professional networks, screen and interview them, and present a shortlist. From there we coordinate interviews, manage the offer, support onboarding, and carry out reference and employment eligibility checks. The same framework applies whether the hire is permanent, temporary or executive level.

Timelines are agreed at the brief, because they depend on factors we can only assess once we understand the role. Seniority, the scarcity of the skill set, the location and the season all influence how quickly a strong shortlist can be built. A seasonal hiring program for a resort will move differently from a retained search for a director of operations. What we commit to at the outset is a realistic schedule and regular progress updates, so you know where the search stands at every stage.

A sector specialist earns its fee when a role demands a service mindset alongside technical skill, when cultural fit will determine whether the hire succeeds, or when demand is urgent and seasonal. A specialist also helps when an internal team lacks the time or the reach to approach passive candidates, or when a senior appointment needs to be handled confidentially. In hotels, restaurants, travel and leisure, a recruiter who understands the pace and seasonality of those sectors will read a resume, and a candidate, more accurately than a generalist can.

Confidential searches are a routine part of our work, particularly for senior or sensitive appointments. We can advertise and approach candidates without naming your business, and we reveal your identity only to shortlisted individuals who have been properly assessed. Your plans, your current team structure and the reason for the vacancy stay protected throughout. If you are replacing an incumbent or exploring the market before committing to a hire, tell us at the briefing stage and we will shape the search around that requirement.

You receive a carefully pre-screened shortlist. Each candidate has been interviewed against the agreed brief, with competency and skills-based questioning where the role calls for it. Alongside the shortlist, our hospitality recruiters provide salary and market insight, coordinate your interview process, complete reference and employment eligibility checks, and manage the offer through to onboarding. Your time goes into choosing between credible finalists, and ours goes into everything before and after that decision.

Our work spans hotels and accommodation, restaurants and bars, contract and event catering, and travel and tour operations. We also recruit for visitor attractions, spas and leisure facilities. Within those sectors we cover kitchen and culinary, front of house and guest services, food and beverage operations, and operations and general management, as well as corporate functions such as HR, finance and marketing. This is a selection of our coverage, so if your sector or function is not named here, it is worth asking.

Yes. Concorsa handles permanent recruitment, seasonal and event staffing, executive and management search, and temporary cover under one relationship. In practice that means we can run a direct hire search for a general manager, provide rapid-response staffing for a peak season or a large event, and support multi-site or volume hiring programs. Senior appointments can be handled on a retained or exclusive basis, and the account relationship carries across all of these services.

Concorsa has offices in Atlanta, Georgia; Marlborough, Massachusetts; Parsippany, New Jersey; and Cheyenne, Wyoming. Our searches run nationwide, so your location does not need to match ours. Searches draw on candidates across the United States, which helps in an industry where strong candidates relocate readily for the right role. Wherever your site or portfolio sits, the process is the same: a proper brief, a structured search and a shortlist you can act on.

That depends on the role and on what hiring alone actually costs you. That cost includes advertising spend, the internal hours absorbed by sourcing and screening, the revenue lost while a position stays open, and the expense of repeating the process after a mis-hire. Screening properly at the front end reduces the risk of a poor appointment, and we are happy to talk through the economics of your specific vacancy before you commit to anything.