Hotel and resort recruitment
Concorsa provides hotel recruitment for owners, operators, general managers, and HR leaders at properties across the United States.
Request talentWe cover full-service and convention hotels, select-service and extended-stay properties, and all-inclusive resorts. We help hospitality employers find, assess, and hire the people a property depends on, from general managers and department heads to front office and rooms leadership, housekeeping and engineering, food and beverage teams, and revenue and sales specialists. Because we specialize in the hospitality, travel, and leisure sectors, we understand the operating pressures behind every open position and shape each search around them.
Recruiters who know how a hotel runs
Hotel hiring rarely follows a tidy calendar. A general manager resigns mid-season. A new-build property needs a full leadership team in place before its opening date. A resort faces a seasonal ramp-up that effectively doubles headcount in eight weeks. Generalist recruiters often struggle in these situations because they lack a working sense of how a hotel runs. They may not know what a director of rooms actually owns, how owner and brand standards constrain a leadership hire, or why a candidate who thrived at a 900-room convention property may be the wrong fit for a 120-key boutique resort.
As a specialist hotel staffing agency, we work as a search partner embedded in the hospitality industry. Our recruiters know the difference between full-service and select-service operating models, the demands that brand flag requirements place on senior hires, and the realities of seasonality in leisure and group markets. That knowledge shapes every shortlist we present. We screen for the service mindset and cultural fit that hospitality environments demand alongside technical competence, because in a guest-facing operation both determine whether a hire succeeds.
The result is a small number of carefully considered candidates. Each person we put forward has been screened against the specific requirements of your property, your market, and your leadership structure, so your interview time is spent on people who can plausibly take the role.
Roles we recruit for hotels and resorts
Our hotel recruitment work spans the full property organization chart, from line roles through to the executive committee. The selection below is a sample of the areas we cover. It is not exhaustive, and we welcome a conversation about any role not shown here.
General management and operations
We run executive search assignments for general managers, assistant general managers, and operations directors who can lead a property while satisfying both ownership expectations and brand requirements.
Rooms and front office
We source directors of rooms, front office managers, and guest services leaders who protect the arrival experience and hold satisfaction scores steady across business guests, groups, and leisure travelers.
Housekeeping and engineering
We place executive housekeepers, directors of engineering, and facilities leadership who keep the physical product consistent and control cost per occupied room.
Food and beverage
We recruit F&B directors, executive chefs, restaurant and banquet managers, and beverage program leaders for outlets, banquets, and convention catering operations.
Revenue, sales, and marketing
We identify revenue managers, directors of sales, and marketing leaders who can balance transient, group, and leisure demand across competitive markets, including the rate strategies that attract leisure travelers during shoulder periods.
Hotel executive search for senior leadership roles
Senior appointments carry outsized risk in a hotel. The wrong general manager or director of operations affects guest satisfaction, associate retention, owner relations, and brand compliance at the same time, and the consequences surface within a single quarter. Our hotel executive search practice is built for these high-consequence hires, whether the role is a single-property general manager, a regional director overseeing a portfolio, or a corporate position within a management company.
Executive recruiting at Concorsa is consultative and tailored to each client. We begin by understanding the commercial context of the appointment, including the property's positioning, the ownership group's priorities, the condition of the existing leadership team, and the trajectory the new hire is expected to set. We then map the talent pool across comparable properties and markets, approaching proven performers directly. The strongest candidates for senior hotel roles are usually employed and performing well, which means they are not reading job boards.
Because we work in hospitality every day, we can assess more than a track record on paper. We probe how a candidate has handled renovations, brand transitions, union environments, convention and group business, and seasonal staffing swings. The shortlist we present reflects how each person is likely to perform in your specific operation.
How a hotel search runs with Concorsa
Every engagement follows a clear process, agreed with you at the outset, so you always know where the search stands and what happens next.
Role scoping and briefing
We meet with the hiring stakeholders to define the role, the reporting lines, the must-have experience, and the realities of the property and its market.
Market mapping and sourcing
Our recruiters proactively source candidates through professional networks, databases, and direct outreach to passive talent at comparable hotels and resorts.
Screening and shortlisting
We conduct competency-based interviews, verify experience and employment eligibility, and present a focused shortlist with clear notes on each candidate.
Interview coordination and selection support
We manage scheduling, prepare both sides for each stage, gather structured feedback, and advise on assessment where the final decision is close.
Offer management and onboarding
We handle negotiation, references, and the transition period through notice and start date, keeping the candidate engaged until they are in the role.
Seasonal, volume, and urgent staffing support
Beyond permanent placement, we support the staffing patterns that define hotel operations. Resorts and seasonal destinations face predictable peaks that still strain local labor markets every year. Convention hotels experience demand surges tied to the events calendar. New openings and rebrands require dozens of hires against a fixed deadline, often in markets where the property has no existing employer reputation.
Our recruiters respond to this pressure with rapid candidate sourcing, temporary worker scheduling and cover, and multi-site or volume hiring programs coordinated through a single point of contact. We can move quickly when an open position cannot wait for a conventional search cycle. That speed counts most when an unfilled role is already degrading service, pushing overtime into the existing team, or putting an opening date at risk.
We also advise on pay rates, benefits, and candidate availability in your specific market before an offer is made.
What working with us looks like
Engagements are shaped to the situation. A confidential general manager appointment is typically run as a retained or exclusive executive search, while line and mid-management roles are handled on a contingency or permanent placement basis. Seasonal and event needs are met through temporary staffing arrangements with terms agreed in advance.
We keep our fees transparent and our communication direct. You receive straightforward market feedback during the briefing stage, including where a brief may be unrealistic on salary, timeline, or the available talent pool. A brief that cannot be filled as written wastes weeks. We prefer to reset expectations on day one. That directness is part of the long-term, consultative relationship we aim to build with every hospitality business we serve.
Our coverage is national. Concorsa recruits for hotels and resorts across the United States, with offices in Atlanta, Georgia; Marlborough, Massachusetts; Parsippany, New Jersey; and Cheyenne, Wyoming.
Frequently asked questions
What types of properties do you recruit for?
We work with full-service, select-service, extended-stay, resort, and all-inclusive properties, as well as hotel management companies hiring at property or corporate level. The common thread is hospitality operations. If your business accommodates guests, we can almost certainly help.
How is a hotel staffing agency different from hiring directly?
We bring proactive access to candidates who are not applying to job postings, which is most valuable for leadership roles where the strongest performers are already employed. We also absorb the screening, coordination, and offer management workload, freeing your leadership team to run the property while the search progresses.
Can you support urgent or seasonal hiring?
Yes. We provide temporary staffing, seasonal ramp-up programs, and rapid-response cover for peak periods, events, and unexpected departures. Timelines depend on the role and the market, and we will give you a realistic picture of both at the briefing stage.
Do you handle confidential executive searches?
We do. Hotel executive search assignments involving an incumbent or a sensitive restructure are managed discreetly, with candidate approaches made without disclosing your identity until the appropriate stage.
What does an engagement cost?
Fees depend on the type of engagement, the seniority of the role, and the scope of the search. We agree all terms transparently before work begins, so the commercial picture is settled before the search starts.
Start the conversation
If you are planning a senior appointment, preparing for a seasonal peak, or carrying a vacancy that is costing you service and revenue, we would welcome the chance to discuss your requirements. Call us at +1 888-202-9809 or email contact@
Offices
- Atlanta, Georgia
- Marlborough, Massachusetts
- Parsippany, New Jersey
- Cheyenne, Wyoming