Best-in-class organizations understand that achieving transformational outcomes sometimes requires attracting key, impactful leaders from outside their own companies. Serving as an extension of a client’s employment brand, AETHOS™ leverages its strategic, targeted, and transparent methodology to help identify, attract and acquire top talent. Clients partner with us for our subject matter expertise and institutional knowledge of the hospitality industry. We understand not only multiple functional leadership areas spanning both enterprise and property levels, but also the technical requirements across a range of disciplines. These include, but are not limited to acquisitions, asset management, design and construction, development, finance, food and beverage, human resources, investment management, information technology, marketing and brand management, operations, revenue management and sales.
Approach
We are storytellers who serve as an extension of a client’s employment brand. We understand and differentiate not only technical competencies, but also cultural alignment. We possess deep institutional expertise, historical knowledge, and rich networks across the global hospitality industry. We add value through sharing real-time information about the broader market forces, dynamics, and trends. We believe that confidentiality and discretion are the cornerstones of our business. Protecting the reputation of our clients, candidates, and our firm is of crucial importance in order to maintain the highest standards of integrity. We deliver results evidenced by our track record of completion and retention.
Process
1. NEEDS ANALYSIS & JOB PROFILE
Together with our client, we fine-tune the job parameters and identify the professional and personal qualifications required in an ideal candidate. A written ‘Opportunity Profile’ is developed to define the structure and attractiveness of the organization’s recruitment proposition.
2. RESEARCH & IDENTIFICATION
A research plan is developed to identify the peer group companies we will target. This plan uses our deep institutional knowledge, broad industry network, extensive research skills, and our proprietary recruiting database. Targeted candidates at peer group companies/properties are contacted and screened to ascertain interest and compatibility. Acting as an extension of our client’s organization, we engage prospective candidates and share with them the organization’s story. A weekly conference call is scheduled to keep our client up-to-date on progress.
3. INTERVIEW & RECOMMENDATION
Behavioral interviews are conducted covering critical criteria, including work experience, technical expertise, management style, personal characteristics, and cultural fit.
4. FEEDBACK & OFFER
Feedback from all parties is reviewed to measure interest and determine a course of action. At our client’s discretion, we may participate in employment negotiations with the prospective executive. Offer terms are defined and communicated. Our approach is to support straightforward negotiations leading to a win-win outcome that both our client and the candidate of their choice can celebrate.
5. POST-HIRE FOLLOW UP
Together with our client, we discuss acclimation and fit of the new hire at critical milestones.