Month: July 2011

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We were delighted to be asked by a leading global consultancy to find an impact player for their organisation – a hospitality research manager.  The role became available when the previous person decided it was time to move on.  The problem was that the role is described at being “at the nerve centre of insight beyond the obvious” for all the firm’s partners.

In fact, the gap left by this departure could have had an immediate and wide reaching impact throughout the firm.  So they recognised that it was vital that the search was done well.

Our brief?  The client asked for a fast, clean, quick search.  While urgency was obviously key, what was most important was that they landed a highly talented individual.

How did we do?  The impact player was delivered within 15 working days.  The client was very happy indeed.

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We were recently retained by a world renowned brand – a household name in the world of spa.  This is a business which most people in the industry think just grows from strength to strength each year – quite easily.  But the reality is quite different.

Like all other companies in this space, it faces stiff competition from almost every other hotel built now.  An increasing proportion of new builds include a spa concept, and this directly threatens our client’s revenue and positioning.

Our client therefore asked us to look for a hotelier who has tremendous forward thinking skills, demonstrable sales and marketing experience, and an innovative approach.  Their brief would be to help reorganise this business to ensure that it drives the true potential of the business into the future.

We’ve made that placement, and our client is very happy with what their new recruit has already achieved.  Suddenly, the future looks a lot more secure.

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For various reasons, our client took a strategic decision to move from being an owner of hotels to becoming a management brand.  As part of this decision, it sought serious growth.

Our client’s brief to us was simple.  They needed to attract somebody who was almost too big for the role, but could see the opportunity to grow the business.  So they needed us to target people who were currently in a higher-level role, being well rewarded, and who were getting results.  We were looking for a person who could see the size of the opportunity.

For us, this was really about numbers.  We had detailed conversations with over 140 people who met this brief.  And we eventually found the ruby in the sand …