RECRUITING FOR HOSPITALITY
Bring job ads, applications, and hiring decisions into one place. Give hotel, restaurant, and café teams a practical way to reach suitable candidates and move them from application to interview.
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Give every vacancy its own channel mix and process without adding work for the hiring team.
Kitchen, service, reception, and management roles each need a different balance of specialist, general, and owned channels.
Clarify start dates, weekends, and night shifts before either side invests in a call.
Head office keeps oversight while managers work from a clear candidate list for their location.
Handle seasonal peaks, events, and new openings without rebuilding the hiring process.
ROLE PLANNER
Choose a role to see a practical starting point for channels, screening, and pipeline stages. Adjust every part to your location and operating model.
Keep applications light: ask only what affects the shift, then make the next step easy to schedule.
Capture language skills, hotel-system experience, and night availability in one format for a consistent comparison.
Use a short form and clear shift information, then route suitable profiles straight to the location manager.
Give management roles a structured, multi-stakeholder review and keep every decision, case assessment, and reference in one place.
Distribute the job, then keep every screening answer and next step with the candidate profile.
REACH
Create the job once, then choose from 10+ organic and 250+ paid job boards. Combine specialist hospitality, major, regional, and owned channels to suit each role and market.
SCREENING & SCHEDULING
Screening answers, messages, notes, and interview times stay with the profile. Managers see what is already checked and can send a suitable interview time without gathering context from email and spreadsheets.
CUSTOMER PROOF
At Radisson Blu Hamburg Airport, General Manager Conrad Geske ran hiring alongside hotel operations. His team created job ads centrally and handled applications in one place.
“Whenever I post via Join, I know I’ll get the result and hire somebody, and the return on investment is absolutely worth it.”
Use each job description as a starting point, then add the shift pattern, location, and requirements that define the job in your business.
Turn commercial ownership, service leadership, and team requirements into a focused job ad.
KitchenDescribe brigade experience, food safety, and shift expectations with enough detail to screen well.
HotelSet clear expectations for languages, hotel systems, guest service, and team responsibility.
