Our process

You brief. We screen.
You get a shortlist.

No CV firehose, no guessing. A small, deliberate process built for a sector where the wrong hire shows up on a guest's face within a day.

The four steps

Step 1

You brief us

The roles, how many, the standard you hold, the locations and the date you need people ready by. A short call is usually enough.

Step 2

We source & screen

We reach candidates from our network and active search, then speak to each one — for attitude, shift-readiness and staying power, not just experience.

Step 3

You get a shortlist

A tight list of people we have actually talked to, with notes on why each one fits. You interview only people worth your time.

Step 4

We stay with it

We coordinate interviews, keep candidates warm and help through offer and joining, so a yes does not quietly turn into a no-show.

What we screen for

A CV tells you where someone has worked. It does not tell you whether they will still be smiling at the end of a double shift, or whether they will turn up at all on a public holiday. Those are the things that decide whether a hospitality hire works out, so those are the things we test for in conversation.

Service attitude — do they actually enjoy looking after people, or is it a job they tolerate?
Shift-readiness — are they clear-eyed about early starts, late nights, weekends and peak seasons?
Staying power — a history and a mindset that suggests they will still be there in six months
Presentation & composure — the calm and grooming a guest-facing brand needs at every touchpoint

What you can expect

One point of contact who learns your brand standard and does not need re-briefing each time. Honest feedback when a role is hard to fill at the pay on offer, rather than a shortlist padded to look busy. And candidates who arrive knowing what the job actually is, because we told them the truth before they said yes.

Ready to brief a role?

Start with one. We will show you what a Travelrf shortlist looks like.