Recruitment · Sales and commercial
Sales and commercial recruitment for travel and hospitality tech
Travel Tech Talent recruits sales and commercial people for travel and hospitality technology companies, from business development representatives and account executives to account directors, heads of sales and chief revenue officers. We hire sellers who already understand how hotels, travel sellers and airlines buy software.
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
Why sector knowledge matters in travel tech sales
Selling software to hotels, property managers, OTAs and airlines is different from general SaaS sales. Buyers are often operators with little time, deals frequently involve integrations with existing systems, and budgets follow travel seasonality. Sellers who already know the buyer, the stack and the competitors ramp faster and forecast better.
That is why we map candidates by the segment they have sold into, such as independent hotels, hotel groups, enterprise chains, property managers, OTAs or airlines, as well as by deal size and sales motion.
The commercial roles we recruit
We recruit the full commercial team, at individual contributor, manager and executive level:
- Business development representatives and inside sales.
- Account executives for small business, mid-market and enterprise segments.
- Account managers and key account directors who grow existing customers.
- Partnerships and channel managers.
- Sales engineers and solutions consultants.
- Heads of sales, VPs of sales and chief revenue officers, through executive search.
What we test before you meet anyone
Titles and quota numbers on a CV say little on their own. We ask how quota was set, what share of the team hit it, the average deal size and cycle, and how pipeline was built. We check segment fit, territory and travel requirements, and the realistic package, including OTE and commission structure, so offers do not fail late.
For pay benchmarks, our salary guide publishes UK and US base salary bands for sales and commercial roles, with sources.
How we run a sales search
Every search runs on our eight-stage process with one named recruiter from brief to start date. Across 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 makes a good travel tech account executive?
A strong travel tech account executive has a track record against quota in a comparable segment, understands how hotels or travel companies buy and integrate software, and can build their own pipeline. Knowing the competitors and common integrations shortens their ramp considerably.
Should we hire sellers from inside or outside travel?
For most travel and hospitality software, sellers with sector experience ramp faster. Sellers from adjacent vertical SaaS can succeed if the sales motion and deal size match yours and they show they can learn the buyer quickly. We map both and show you the trade-off.
How do you verify a candidate's sales performance?
We ask for attainment over several periods, how targets were set, team averages, deal sizes, cycle lengths and how pipeline was generated, then test the answers for consistency at interview and through references where appropriate.
Do you recruit territory-based sales roles in the US and Europe?
Yes. We recruit remote and territory-based sales roles across the US from San Jose, and across the UK, DACH, Benelux and the Nordics from Bournemouth.
How long does it take to hire a sales leader?
Senior hires usually take longer and need a confidential approach. Across our engagements the average from briefing call to accepted offer is 33 days on a contingent search, 26 on an exclusive search and 19 with a dedicated team, before notice periods, which are often longer for senior people.