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A hospitality group with multiple brands and concepts under one umbrella
Hospitality | London | 1k-5k
Client
Tashas Group
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Task
Find an HRD for the the main office in Riyadh
Challenges
- A limited talent pool, as the search focused exclusively on European and South African candidates.
- Early market mapping showed that only a small number of European candidates matched the role requirements, while their salary expectations exceeded the approved budget by nearly 2x.
- To widen the search, the hiring geography was expanded across the MENA region, excluding Saudi Arabia due to the limited local availability of suitable international hospitality talent.
- Active sourcing was conducted across Jordan, Qatar, and Bahrain. The UAE market was intentionally deprioritized due to significantly higher compensation benchmarks.
Process
1. Role briefing and Search strategy alignment
Conducted an in-depth briefing with the client to define the target candidate profile, preferred background, and compensation structure. The initial focus was on European and South African candidates with relevant hospitality experience.
2. Market mapping
Performed extensive market research and quickly identified a highly limited talent pool within the target regions. Early candidate outreach revealed that qualified European professionals had salary expectations nearly twice the approved budget.
3. Regional search expansion
Adjusted the sourcing strategy by expanding the search across the MENA region, excluding Saudi Arabia due to the limited availability of suitable international hospitality talent locally. The UAE market was also deprioritized because of significantly higher compensation benchmarks.
4. Candidate outreach
Conducted active sourcing across Jordan, Qatar, and Bahrain through direct outreach, LinkedIn, and hospitality networks, focusing on candidates with relevant operational and regional experience.
4. Assessment
Evaluated candidates based on operational expertise, adaptability, leadership capabilities, and alignment with the client’s expectations and budget limitations.
4. Offer management
Successfully identified and secured a suitable candidate from Jordan, managing the offer process and supporting the final stages of hiring and onboarding.
Conducted an in-depth briefing with the client to define the target candidate profile, preferred background, and compensation structure. The initial focus was on European and South African candidates with relevant hospitality experience.
2. Market mapping
Performed extensive market research and quickly identified a highly limited talent pool within the target regions. Early candidate outreach revealed that qualified European professionals had salary expectations nearly twice the approved budget.
3. Regional search expansion
Adjusted the sourcing strategy by expanding the search across the MENA region, excluding Saudi Arabia due to the limited availability of suitable international hospitality talent locally. The UAE market was also deprioritized because of significantly higher compensation benchmarks.
4. Candidate outreach
Conducted active sourcing across Jordan, Qatar, and Bahrain through direct outreach, LinkedIn, and hospitality networks, focusing on candidates with relevant operational and regional experience.
4. Assessment
Evaluated candidates based on operational expertise, adaptability, leadership capabilities, and alignment with the client’s expectations and budget limitations.
4. Offer management
Successfully identified and secured a suitable candidate from Jordan, managing the offer process and supporting the final stages of hiring and onboarding.
Our results
- 3 weeksfrom search kickoff to closed role95%fit with the target profileHigh-calibre hospitality leaderidentified and successfully placed a candidate with a strong hotel backgroundExpansition into the MENA marketshifted the search across Jordan, Qatar, and Bahrain, while deprioritizing higher-cost marketsClientTaskXYZChallenges
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