Roundtable Search adapts to what a requirement actually needs, from a single mid-senior hire to a confidential C-level search, an embedded RPO team, or advice on building your own talent function.
What does not change is the approach. We are consultative. We share what we see in the market, we are honest about what a brief will and will not attract, and we treat recruitment as a process worth doing well rather than a transaction to close.
We recruit for businesses across hospitality and F&B, from global multi-nationals and regional powerhouses to growing SMEs, and for the people who own and back them.
Our primary network is across EMEA with experience and success across eight sub-regions.
Depending on the requirement, we work in one of four ways.
Confidential, retained search for the most senior and most difficult roles. Used for C-level, senior director and difficult to fill positions, where confidentiality and comprehensive market mapping matter most.
A retained search typically runs four to eight weeks to shortlist, depending on geography and confidentiality.
Multi-functional recruitment across the broad range of management and senior appointments, on a contingent basis. The same comprehensive approach applies throughout: real market knowledge, honest advice, and access to both active and passive talent.
Recruitment process outsourcing where Roundtable acts as an extension of a client’s own team, managing part or all of a recruitment process. Works well for pre-openings, new-market entries and multi-unit roll-outs, where hiring volume is high and timelines are tight.
Delivered remotely or on-site at the client’s offices.
For clients investing in their own in-house capability, Roundtable provides hands-on advisory support.
Delivered as a one-off project or as an ongoing engagement.
The same consultative approach runs underneath every service, for both the client and the candidate.
We start by understanding the role, the business and what success looks like in the first year. The brief is a conversation, not a form.
We map the market: who fits, who is open, who can be approached, across both active and passive talent.
We approach talent directly and represent the opportunity honestly. We do not oversell a role.
We present a considered shortlist with full notes, an honest assessment and a clear recommendation.
We stay close through offer, resignation, counter-offer and the move itself, for both client and candidate.
