Hospitality recruiting
Recruiting for hotel and resort operators.
We've placed Directors, VPs, and multi-property GMs across hotel groups, resort brands, and independent hospitality operators. When you need a hospitality leader who can deliver guest experience AND P&L — not just one or the other — we're who multi-unit groups call.
Trusted by multi-unit brands
A GM running 5 boutique properties is a different hire than a GM running 40 select-service hotels.
Running 5 boutique properties is closer to running a small independent brand — the GM owns F&B recipe development, service training, and property positioning. Running 40 select-service hotels is a distributed-operations job with brand-standard audits, revenue-management systems, and a Regional structure underneath. Running 12 luxury resorts is neither — it's guest-experience leadership where a single 3-star TripAdvisor review can cost you six figures in group bookings. Same "VP of Operations" title. Different jobs.
Great hospitality operators know which number to trade. A GM who protects RevPAR by pushing rate at the cost of guest-satisfaction scores is a very different leader than one who defends both when occupancy softens and the DOSM wants to discount. We back-channel with the people who worked under each candidate to see how they decide when the tradeoff lands on their desk.
Brand model rewrites the job. A Marriott- or Hilton-flagged franchise runs on brand audits and a franchisee's P&L discipline. A corporate-managed property runs on someone else's playbook. An independent writes its own. And whether the operator runs F&B in-house or leases it to a restaurant group — that alone changes the GM's scope by half. We screen on which model your candidate has run, not just which flags are listed on their resume.
That's where 25 years in hospitality pays back. We know who just earned a Regional promotion at a major brand, who's quietly open to a portfolio move, and who you should never hire because they lost a brand standard two cycles ago. Concept fit — service tier, brand model, F&B scope, portfolio size — is what separates a placement that sticks from one that unwinds in year two.
Roles we routinely fill
If your job title sounds like one of these — or one we haven't listed but you'd be hiring at the same level — we've done it before.
What separates a great hospitality search
Concept-fit, not just resume-fit
A Director who ran 12 limited-service hotels won't automatically thrive running a full-service luxury resort. We screen on concept fit — service tier, branded vs. independent, urban vs. resort, length of stay.
Guest-experience accountability
Brand standards aren't a checklist. We verify candidates have actually moved guest-satisfaction scores at the property level — not just sent the dashboards up the chain.
GM bench builders
The best Regional Directors don't just manage their GMs — they recruit and retain a bench. We screen for candidates who've done the talent work, not just the operations work.
Growth-stage realism
Opening 5 new properties is a different leader than stabilizing 50 mature ones. We match operators to where you are in your portfolio cycle.
Case study
Multi-property GM bench for a regional hotel group
When a regional hotel group needed to staff General Managers and Director-level operations during a multi-property expansion, we ran the full slate — sourced, screened, and submitted qualified operators for every role.
Named engagement
Yaamava' Resort & Casino
Head of Construction · 500+ room hotel and casino resort
Capital-project leadership placement for a marquee hospitality build — the person accountable for delivering a 500+ room resort on time and on budget.
Common questions
What types of hospitality companies does Platt Partners recruit for?
Multi-unit hotel groups, resort and lodging brands, independent hospitality operators, and hospitality management companies. We focus on Director through VP-level operations leadership — the people running revenue, guest experience, F&B, and multi-property operations.
How long does a typical hospitality search take with Platt Partners?
For roles we have placed before, the first candidate slate lands in under 5 business days. For new role types, expect 30 to 45 days to first qualified slate. Our 25-year hospitality network means we are calling people we already know, not building a list from scratch.
What engagement models do you offer for hospitality clients?
Three models. Executive search at a flat 20% fee for senior + confidential engagements — VP Operations, Regional Directors, GMs of flagship properties. RaaS (Recruiting as a Service) on a monthly retainer when you have ongoing hiring across the property portfolio but no full-time TA lead. Consulting by the hour for comp benchmarking, JD calibration, or ATS + interview-loop audits. We pick the right fit on the first call based on the seat and your hiring plan.
What makes a great hospitality Regional Director or VP of Operations?
Multi-property P&L credibility at the unit count you are hiring for, brand-fit on guest experience standards, and the ability to recruit and retain GMs in their region. We pressure-test on the actual operational scope — running 15 properties is a different job than running 50.
How is Platt Partners different from generalist recruiters for hospitality roles?
Generalists screen on resume; we screen on hospitality concept fit. We know which Director of Operations ran luxury resort operations versus select-service hotels — and which can scale into the next tier. We back-channel with people who worked under each candidate to confirm guest-experience and team-leadership credibility.
Where is Platt Partners based, and does it place nationally?
Platt Partners is based in Tennessee and places executives nationally across hospitality markets. We have placed Directors and VPs at hospitality groups operating in the Southeast, Texas, the West Coast, and the Northeast — wherever the role lives.
Do you offer RaaS (embedded recruiting) for ongoing hiring needs?
Yes. RaaS (Recruiting as a Service — same model as "fractional recruiting" under an industry-standard name) is one of three engagement models. When you have consistent hiring cadence but no full-time TA headcount, Peter runs the recruiting function on a monthly retainer — weekly submissions, ATS optimization, executive reporting, no per-placement invoices. See /fractional-recruiting for details.
Hospitality operators
Tell us what you're trying to fill
We'll come back with a candidate slate inside 5 business days — usually faster for roles we've placed before.
Prefer phone? (949) 235-0139