Recruitment · Executive search
Executive search for travel and hospitality technology
Travel Tech Talent runs retained executive search for travel and hospitality technology companies, hiring chief executives, chief revenue, technology and product officers, VPs and heads of function. Senior searches are confidential, mapped across the whole market and assessed against what the business needs next, not only what the last person did.
500K+
Travel and hospitality tech professionals in our network
250+
Companies partnered with
5,000+
Vacancies filled
19–33 days
Average from briefing to offer, by engagement tier
How our executive search works
An executive search starts with a confidential brief: the business plan, the board's expectations, the team the leader inherits and the gaps they must close. We then map the market, covering competitors, adjacent sectors and leaders who have solved the same problem elsewhere, and approach candidates discreetly.
You receive an assessed shortlist with a clear view of each candidate's record, motivations and risks, followed by support through referencing, offer negotiation and resignation.
Senior roles we recruit
We recruit leadership across every function:
- Chief executive officer, general manager and managing director.
- Chief revenue officer, VP sales and head of sales.
- Chief technology officer, VP engineering and head of engineering.
- Chief product officer and VP product.
- VP customer success and head of onboarding.
- Chief marketing officer and VP marketing.
- Country managers for new markets.
Why specialism matters at senior level
The travel and hospitality technology leadership market is small. Many senior candidates know each other and sit on each other's competitive radar, so confidentiality and credibility decide whether they take the call. Our eight years in the sector mean we already know much of the market before a search begins, and we can tell you quickly whether the brief is realistic.
Timeline
Executive searches take longer than individual hires because of mapping, confidentiality and longer notice periods. We agree the timeline and the stages with you at the brief. For context, across all our engagements the average from briefing call to accepted offer is 33 days on a contingent search, 26 on an exclusive Partner search and 19 with a Dedicated team (how the tiers compare).
FAQs
Questions employers ask
What is retained executive search?
Retained executive search is an exclusive engagement to fill a senior role, where the search firm is committed to the assignment from start to finish. It typically includes market mapping, confidential approaches to candidates who are not actively looking, structured assessment and support through to the start date.
How do you keep a senior search confidential?
We describe the role without naming the company until a candidate has engaged and, where needed, signed a confidentiality agreement. Our approaches are personal rather than advertised, and we agree with you what can be shared at each stage.
Do you search outside travel and hospitality technology?
Yes, when the brief needs it. We map leaders in adjacent sectors, such as vertical SaaS, marketplaces and fintech, who have solved the same problem, and we tell you plainly how much sector knowledge they bring.
Do you recruit country managers for new markets?
Yes. We recruit country and regional leaders for companies entering or growing in the UK, the US, DACH, Benelux and the Nordics.