Our process
Eight stages. One named recruiter. From first brief to first day.
This is the full picture of how a Travel Tech Talent engagement actually runs. No black box, no handoffs, no surprises in week three. If you're a candidate, the journey from your side is over on /for-candidates.
What you can expect throughout
- ✓One named recruiter from brief to start date
- ✓Weekly progress updates, in writing
- ✓24-hour feedback loop on every interview
- ✓Six-month follow-up after the hire lands
How we work
Three principles that hold across every engagement.
01
One named recruiter, end-to-end
The person who takes your brief is the person who runs the search, manages the shortlist and is still on the call six months in. No handoffs, no account-manager-to-delivery relay.
02
Confidentiality by default
Sensitive replacement? Stealth-mode hire? We can run a fully confidential search — no public posting, no logo in the outreach, no fingerprints in the market.
03
No fees until you hire
Contingent or retained, the commercial model is clear up front. We don't invoice for shortlists, market maps or interview support. If you don't hire, we don't bill.
The eight stages
What happens between “hello” and start date plus six months.
Every engagement runs through the same eight stages. Timelines flex with the role and the market, but the sequence — and the standard at each stage — doesn't.
01
Day 0
Brief
We start with a proper conversation, not a JD email.
Submit a brief through the form or book a 30-minute intro call. We get into the live JD, the team context, the comp band, the must-haves vs nice-to-haves and what success in the role looks like in 6 and 12 months. Where the brief has gaps, we say so.
What you receive
- ✓Calibrated role spec
- ✓Realistic salary band based on live market data
- ✓Shared view of must-haves vs nice-to-haves
02
Days 1–3
Market map
Before we start outreach, you get the lay of the land.
Within a few days you'll have a written view of who's available, who's hireable, where realistic comp lands and where the brief might need to flex to be competitive. It's not a sales document — it's the same map our recruiters use to plan the search.
What you receive
- ✓Target company list
- ✓Live salary benchmarks for the role and seniority
- ✓Brief refinements (where needed) before outreach starts
03
Days 3–10
Search & outreach
Targeted approaches into our network and the wider market.
We run outreach into the 500,000+ travel and hospitality tech professionals in our network, plus targeted searches into companies on the agreed map. Where the search is confidential, we run it without the company name in the open. Many of our roles are filled without ever being publicly posted.
What you receive
- ✓Confidential outreach (where required)
- ✓Active and passive candidates approached
- ✓Weekly progress update
04
Days 5–12
Screen
Every candidate has a real conversation with us before you see them.
Every person we put forward has had a 30+ minute call with a TTT specialist. We screen for the skills the role actually needs, the motivations behind their move, comp expectations, notice period and how they'd land in your team. Anyone who doesn't fit doesn't make the shortlist — full stop.
What you receive
- ✓Skills and motivation screen
- ✓Comp and notice period confirmed
- ✓Team-fit read
05
Days 7–14
Shortlist
Three to five candidates, with the context to interview them well.
We present a curated shortlist — typically 3 to 5 candidates — and a written context note for each: why they fit, where they are in their search, what they care about and any flags worth knowing before you meet them. No CV dumps, no unfiltered ATS exports.
What you receive
- ✓3–5 candidate shortlist
- ✓Written context note per candidate
- ✓Suggested interview questions where useful
06
Through to final-stage
Interview support
Prepped candidates, fast feedback, momentum kept.
We prep candidates for every stage so they show up ready, not rehearsed. We push for fast feedback on your side and feed it back to candidates within 24 hours of every interview. When momentum stalls — and it sometimes does — we tell you and we fix it.
What you receive
- ✓Candidate prep before every stage
- ✓24-hour feedback turnaround
- ✓Honest read on candidate engagement between stages
07
Offer week
Offer & negotiation
We run the negotiation so you don't have to play go-between.
Salary, package, start date, notice handling — we manage the negotiation directly with the candidate, and we flag risk early. By the time the offer lands, we've already de-risked the obvious things: comp gap, counter-offer probability, competing processes, partner relocation.
What you receive
- ✓Offer structured and presented
- ✓Counter-offer risk assessed and flagged
- ✓Start date agreed with notice managed
08
Start date + 6 months
Onboarding & aftercare
We're still on the call when something needs fixing.
Resignation support, counter-offer handling, check-ins through onboarding and a six-month follow-up. If something gets shaky in the first 90 days, we want to know — we're not done at the start date. Most of our repeat clients come from this part of the process working.
What you receive
- ✓Resignation and counter-offer support
- ✓30 / 60 / 90 day check-ins
- ✓Six-month follow-up with both sides
What we won't do
The shortcuts we don't take.
Specialist recruitment works because of what gets left out, not just what gets included. Four things we don't do, ever.
We don't CV-dump.
If we can't write a paragraph on why a candidate fits, they don't make the shortlist. A long list isn't a service.
We don't lead with fees.
Commercials get agreed early and clearly. They aren't the first conversation, and they aren't the lever we pull when a process gets hard.
We don't ghost candidates.
Every candidate gets feedback after every interview — including no's. It's the bare minimum and most of the industry still doesn't do it.
We don't pitch generic shortlists.
If the same five candidates would land at three different clients, the brief wasn't read properly. Your shortlist is yours.
Engagement options
Three engagement models. Pick the one that fits the role.
The eight-stage process is consistent. What flexes is how deeply we run it — Contingent for one-off hires, Partner for growing teams, Dedicated when we operate as your in-house team.
Our specialisms
Two sectors. Eight years of focus.
We only recruit in travel and hospitality technology. That focus means we know the products, the companies, the people and the problems — and we're not learning your market on your time.
Ready to brief us in?
Submit a brief and we'll come back within a working day, or book a 30-minute call to walk through the role first.