The first, and arguably the most important, part of the process is to thoroughly understand your needs. We will start by developing a detailed brief/search specification for you to sign off. We would suggest a face-to-face meeting, but if time does not allow this, then a detailed telephone conversation.
Find your perfect hire
TALENT process
It is critical that we set out a methodical path to evaluate the whole market and ensure you identify the best possible candidates. We believe that the most efficient and comprehensive approach to identifying, screening, and hiring these individuals is to use our TALENT process as outlined.
We are seeking highly qualified professionals who will look beyond the role to find a long-term career path, and who will, no doubt, be performing highly and happily in their current role right now.
Confidentiality
Confidentiality is the cornerstone of our business. Protecting the reputation of our client and the firm is of critical importance. To that end, we will only divulge your identity with prior consent and only present candidates who appear qualified and interested in the position discussed. In the event this is a highly confidential assignment we will ensure candidates sign a Mutual Non-Disclosure Agreement prior to divulging your identity.
As part of our consulting work, Madison Mayfair may furnish you with research, reports, analyses, assessments, reference checks and other material. Any such material will be provided solely for internal use and may not be passed to any other person or organization without our prior written consent. You will have the right to use and copy these materials for internal use but all other rights to the materials remain with Madison Mayfair.
Thoroughly
Appropriate
Next we will spend time identifying and locating relevant candidates in appropriate companies across the relevant markets as we have agreed. We will keep you apprised of what the direct / indirect competitive set is doing. This part of the process attracts qualified people to you.
Leverage
Having identified potential candidates the next phase is leveraging the opportunity; simply put this is the art of presenting your opportunity in the best light. Our role is to consistently explain the current and future opportunity and fully understand what would motivate such candidates to make a career move.
Examine
Once the initial pre-screened candidates have been spoken with and are truly interested in the role, we would move to examine them in more detail, not only against the search criteria, but against the candidate's values, attitude and motivation to move. We will only consider the best qualified individuals who are a great cultural fit for you and your organisation.
Next
The next step of the process can include a behavioural test (DrakeP3), will include soft reference checks and verification of the candidates background.
Test
We continue to test the candidates in terms of motivation, verify compensation etc. to ensure we have the right people.
Clients say it best
"We’ve partnered with several search firms in the past, but none have delivered the level of precision and insight that Madison Mayfair team brings. They presented a shortlist of highly qualified candidates who not only met the technical requirements but also fit seamlessly into our company culture. The hire we made has already had a measurable impact on our business."
Director of Human Resources, Luxury Hotel Company, UK
"Finding senior talent in hospitality requires more than just recruitment—it demands a deep understanding of brand standards and guest expectations. Madison Mayfair consistently delivers exceptional candidates who not only have strong operational backgrounds but also embody the service ethos we expect across our hotels. Our latest hire has elevated both team performance and guest satisfaction."
VP Asset Management, European Hotel Company
“From the very first conversation with Madison Mayfair, it was clear we were in expert hands—their consultants were highly knowledgeable, communicative, and genuinely invested in understanding our needs. The support we received throughout the hiring process —from initial discussions to final negotiations—was professional, transparent, and highly personalised. We couldn’t be happier with the outcome and would confidently recommend them as a trusted partner for senior hospitality appointments.”
Hotel General Manager, London UK
Search process
Our recruiting process gives structure and accountability to the recruiting engagement. By using this system we have a completion rate of over 97%.
WEEK 1
Create Opportunity Profile, Define peer group & candidate qualifications Commence candidate research & identification.
WEEKS 2 – 6
Headhunting, Qualification & Selection.
WEEK 7
Candidate Shortlist Presentation.
WEEK 8
Client Feedback, Schedule Candidate Interviews.
WEEKS 9 – 10
Candidate Interviews
WEEK 11
Final Candidate Selection
WEEK 12
Candidate Offer & Acceptance
FAQs
Q1: How do you find the right hospitality candidate for a senior role?
Our TALENT methodology drives every search. We start by building a detailed brief, then proactively headhunt qualified candidates at the right companies and in the right markets — including passive candidates who are performing well but not actively looking. Every shortlisted candidate is assessed not just against the role criteria, but for cultural fit, values and genuine motivation to move.
Q2: How long does a typical hospitality executive search take?
Most searches are resolved within eight to twelve weeks. Our structured twelve-week search timeline takes you from opportunity profiling and candidate identification through to offer and acceptance, with clear milestones and weekly communication throughout.
Q3: Do you recruit for hospitality roles outside the UK?
Yes. Madison Mayfair conducts searches globally, with experience placing senior hospitality professionals across Europe, the Middle East, Asia, the Americas and beyond, and have successfully completed searches for some of the world's leading hotel groups.
Q4: What seniority of hospitality roles do you specialise in?
Madison Mayfair focuses on mid- to senior-level positions, including Director, Head of Department, and regional leadership roles across hotel operations, sales and marketing, food and beverage, finance, and general management. For board-level and C-suite appointments, our sister brand HPG Search leads the search.
Q5: How do you ensure confidentiality during the search process?
Confidentiality is central to everything we do. We never disclose a client's identity without prior consent, and for sensitive assignments, we ensure candidates sign a Mutual Non-Disclosure Agreement before sharing any details. All research, assessments and candidate information we produce remains strictly confidential.