Assignment

Our client, a major owner and operator of luxury resorts throughout the Indian Ocean, approached us looking for help in finding their new Chief Sales and Marketing Officer to be based in Mauritius. The ideal candidate needed to have a strong background in luxury hotels and exclusive resorts. Our client was also looking for someone with a significant, international network which included high end tour operators. The ideal candidate would have experience working in Europe and the Indian Ocean and would be preferably bilingual in French and English.

Process

The first step in our search was to compile, in conjunction with our client, a comprehensive assignment brief. We then began with our research phase, mapping all relevant international luxury hotel companies. We anticipated that a full scale, global search would be required in order to find the right candidates. MSE used its intense market knowledge to identify individuals with the background and quality experience required to fill this role. Out of this research, we narrowed the list down to 16 high level candidates from Europe, the Middle East, Asia and the United States who fit the profile based on their Tour Operator contacts, background of international leisure sales and sales strategy implementation. After conducting initial interviews to further assess their qualifications and experience against our clients’ criteria, enabled us to submit a long list of talented candidates that exceeded our client’s expectations. First interviews were conducted in Paris and Dubai. Then, the two successful short listed candidates were flown to Mauritius for several days of interviews with the Board and Executive Committee and site inspections of our client’s luxury resorts.

Outcome

After final interviews, our client selected a candidate whose track record, reputation and experience were all exemplary. In addition, this candidate was bilingual in both French and English, which gave an advantage. Our client is thrilled to have found the perfect Senior Executive for the role, and the successful candidate, who begins his new role shortly, is eager to take up this exciting opportunity!

Assignment

Our client an international luxury Hotel, Resort and Destination Spa operator located in the Indian Ocean retained us to recruit a Corporate Spa Director. This candidate would take up the challenge of developing a new Spa brand which would be rolled out in new openings and the conversion of existing spas into the new concept.

The role demanded a broad skill set including knowledge of luxury international spa operations, new trends in spa therapies and treatments, the design and implementation of the new concept, development of unique spa products, sourcing of ingredients and contact with relevant global suppliers. In addition the successful candidate should have the experience in recruitment, selection, training and management of a multinational team and speak French fluently. The expansion of the company demanded a financially experienced professional to continue to develop and expand new revenue streams throughout the companies Spa operations.

Process

Worldwide research was undertaken as we knew that there was a limited pool of talent to match the skill set required. To ensure that we covered all possible avenues we identified candidates in the spa industry holding Corporate, Regional, Area, and Senior Spa Directors roles predominantly within hotels organisations. During initial discussion we established there were many candidates with therapy backgrounds, some with product knowledge and people management skills however few had strategic experience including concept design, branding, marketing multisite multi-country management and responsibility for their own profit and loss account.

The search intensified and spa consultants were approached to identify candidates who possessed the full skill set including revenue management and start up operations. This proved to be an interesting route providing candidates with many different backgrounds

Our clients came over to London for conduct two days of interviews, the first day all candidates were met and the second date the short listed candidates returned for further discussion.

The preferred candidate was flown out to meet other company representatives and to look at the different resorts.

Outcome

A highly qualified international Spa Director was chosen and the offer made. Negotiations followed regarding the package and all details were agreed. Our candidate is now enjoying her challenge working with Spas located in resorts in three countries and her family are settling into their new life on the sun drenched island of Mauritius.

Assignment

To search for a Corporate Marketing Director for a new hospitality service concept, this role was going to require someone who was not in our usual target market. Due to the nature of this concept the client was adamant that we were going to have to look outside of our industry, they were searching for an individual who was up to date and savvy with all the new marketing techniques such as viral marketing, Web 2.0 etc. As well as possessing these attributes they were also to have experience in international business, start up companies, blue chip and more.

Process

Attention was focused on the telecommunications industry, publishing, e-commerce, aviation, transport and luxury retail brands. By the end of the initial research phase, over 500 possible candidates had been identified. By approaching these individuals directly we were then able to identify the strongest prospects, offering them detailed assignment briefs on the way to ensure that they had all the information on the position, concept and company. As soon as we were able to interview the candidates we checked their experience off against the core criteria set out by the client, this enabled us to really focus on the applications from the strongest and most qualified individuals. After the interview and selection stage, we were able to present a strong list of candidates compromising of experienced marketers from the aviation, e-commerce, distribution and e-marketing sectors to our client. The initial interviews took place with a board director, who put forward seven candidates to the next stage to meet with the CEO of the company. This then enabled the client to identify three candidates whom he wished to take to the next level. The final applicants were tasked with presenting a “mini marketing plan” once these had been completed and presented the preferred candidate was identified and offered the position.

Outcome

Due to the process and checklists we follow and have in place the client was confident and comfortable with being able to choose the candidate that suited their needs. The candidate is now leading the marketing plan successfully and taking the company forward with their vision and expertise to great effect.

Assignment

A private international travel company sought a COO to be groomed over a two year period to step into the shoes of the departing CEO; at which time it would merge two sectors of the organisation. The owners wished to create a more corporate environment restructuring the company in anticipation of a float. This involved streamlining the merged sectors in all regions implementing both service offerings. A strategic knowledge of both travel and hotel business was required and the ability to create a new company repositioning the services whilst removing duplicated roles and reducing costs. The candidate profile required clear strategic thinking, broad linguistic skills, sound understanding of cultural alignment and the ability to travel extensively

Process

Full international research and search methodology, identifying a candidate from the corporate world, qualified and willing to join an owner operated company with the experience and vision to take it into the corporate arena. Combined hotel operations and travel know how with a strong financial acumen to eliminate people and processes to stream line the company and position it into a leading hospitality organisation. Thorough examination of each candidate from technical skill set to personality traits to ensure a successful fit into the initial role and ability to realise both operationally and financially the owners’ vision for the future of the company. The challenge of bringing candidates from around the globe to meet with the owners over four day duration was exacerbated by the height of the summer season.

Outcome

Our client selected the last candidate met; as in most cases at board selection once the qualifications had been verified it was down to character compatibility with the owners and the ability to encourage trust. The chosen candidate displayed vision, industry expertise and a creative conceptual ability to position the company in two phases enabling a period of consolidation prior to float to maximise share value.