Executive search for hospitality leaders
A great department head changes the mood of a whole property. Guests feel it at check-in and staff feel it on every shift. The wrong hire is felt just as quickly, and it can take a long time to undo.
Executive search is a new service at VWF. We are now accepting requests and building relationships with experienced hospitality leaders. We will not show you a wall of logos or a list of past searches, because this work is new for us. Instead, we will show you exactly how we search, what we look for and how we keep you informed at each stage.
Our starting point is the management team behind VWF, with more than 30 years of experience in hospitality security. We know what it takes to run a security department inside a hotel, and we understand how security, engineering, housekeeping and the kitchen depend on each other on a busy night.
Leadership roles we search for
We focus on the leaders who shape daily life at a property. Roles we search for include:
- Directors of security and assistant directors of security
- Chief engineers and directors of engineering
- Executive housekeepers and directors of rooms
- Executive chefs, executive sous chefs and culinary directors
- Front office managers and guest experience managers
- Property and building managers for commercial office buildings and resorts
Director of security searches
This role is close to home for us. We know the difference between a manager who fills a post schedule and a leader who builds a team that greets guests by name and stays calm when the night gets busy.
Who hospitality executive search fits
Hotel and resort owners, management companies and general managers who need a department head and want a partner that understands hospitality from the inside. Owners and asset managers of commercial office buildings and conference centers who need a senior manager for engineering, operations or security.
It also fits properties going through change. A new opening, a renovation, a change of brand or management, or a leader who is leaving and needs a quiet replacement all call for a search that moves with care.
We are based in Miami and search for clients anywhere in the world. South Florida, from Miami to Palm Beach, is close to home, but the best candidate for your property may live in another state or another country. We look there too.
Our executive search process, step by step
Each search follows the same structure. You will know what is happening at every stage and why.
1. Discovery
We start with a conversation, at your property when possible. We learn about the property, the team the new leader will inherit, the owner's goals and why the role is open. We also ask what worked and what did not with past leaders in the seat.
2. Role profile
Together we write a profile for the role: responsibilities, must-have experience, the qualities that matter most, reporting lines and compensation range. We agree on it in writing before outreach begins, so every candidate is measured against the same standard.
3. Research and outreach
We map where the right people are likely to be working today and reach out directly and discreetly. Many strong leaders are not looking for a new job, so we explain the opportunity with care and never share your name without permission.
4. Screening interviews
We interview interested candidates in depth, covering experience, leadership style, guest service and how they handle hard days. We ask for specific examples from their past work and listen for how they treat their teams.
5. Shortlist
You receive a short list of candidates with written notes on each: strengths, open questions and how they match the profile. We would rather send you a few strong people than a long list of maybes.
6. Client interviews
We schedule your interviews, prepare candidates on the property and the role, and gather feedback from both sides after each meeting so nothing is left to guesswork.
7. References and checks
For your finalist we speak with references, run the background screening that the role and the law allow, and confirm the credentials and work history the candidate has shared.
8. Offer and first months
We help with the offer conversation and stay in touch during the first months, with you and with your new leader, so small issues are raised early and the start goes well.
Confidential by default
Leadership searches are sensitive. You may be replacing someone who is still in the role. A candidate may not be able to let a current employer know they are talking to us. We keep names, details and conversations private on both sides and share information only with the people you approve.
Candidates get the same respect. We tell them the truth about the role, we keep their interest private, and we let them know where they stand, including when the answer is no.
What you get
- A written role profile agreed before the search begins
- Regular updates on outreach, interest and candidates in process
- A shortlist with honest written notes on every candidate
- Interview scheduling and feedback from both sides
- Reference and background checks for your finalist
- Follow-up during your new leader's first months