What information do you need to start a search?
To start a search, CourtesyMasters usually discusses the role context, business challenge, location, seniority, reporting line, expectations and timing, together with any confidentiality sensitivities and, where available, the compensation range. A single strategic briefing is normally enough to begin.
Detailed answer
To start a search, CourtesyMasters needs a clear picture of the role and the situation behind it. A single strategic briefing is normally enough to begin.
What is discussed in the briefing?
The briefing usually covers:
- the role context and the business challenge behind the vacancy
- the location, the seniority and the reporting line
- your expectations and the timing
- any confidentiality sensitivities
- the compensation range, where available
Beyond the facts, the briefing explores your goals, your brand DNA, your team dynamics and the hidden challenges that rarely make it into a job description. That defines what success in the role looks like in your context. For a leadership appointment, this intake is held with your board, ownership group or leadership team.
Why does this information matter?
The briefing shapes the whole search. It determines which market is mapped, who is approached and how discreetly, and against which cultural and performance markers candidates are assessed. Our terms ask every client to provide accurate and timely information about the vacancy and the organisational context, and to involve the relevant decision-makers in the process.
A stable role profile keeps the search moving. A significant change during the search, such as a different reporting line, level, location or scope, means the search has to start again.
Why share the compensation range?
When the range is clear, the conversation with a candidate can focus on whether the pay and the reason for the move fit. Under the EU Pay Transparency Directive, which applies across much of Europe from 1 January 2027, employers will have to show the pay range and may no longer ask candidates what they earn today.
How do you share a vacancy?
Submit your vacancy profile through our form, with a short description of the role and, if you have one, a job profile as an attachment. For an urgent interim need, a focused intake on the leadership gap, the business context and the competencies the role requires is enough to start.
Everything you share is treated confidentially, by both sides.
Related Frequently Asked Questions
Do you handle confidential replacement or stealth searches?
Yes. CourtesyMasters regularly conducts confidential leadership searches and sensitive replacement assignments. We work with discreet outreach, a controlled information flow and careful candidate screening, so your organisation stays protected throughout the search.
Do you assist employers with interview advice?
Yes. CourtesyMasters advises employers on every stage of the hiring process, from role profiling and interview techniques to engagement and onboarding. The goal is simple: better conversations, stronger decisions and candidates who feel welcomed from the very first meeting.
What kind of companies does CourtesyMasters work with?
CourtesyMasters partners with luxury hotels and resorts, private estates, (U)HNWI principals, restaurants, family offices, and international hospitality brands. Want to see the full picture? Explore all departments and sectors we cover.
What geographies does CourtesyMasters cover?
CourtesyMasters recruits and places worldwide, with candidates and clients across Europe, the Middle East, Asia and the Americas. From luxury hotels and resorts to private residences, our international presence keeps us close to the markets where premium hospitality thrives. Curious where we are based? See our locations.
How do you protect confidentiality?
Discretion at CourtesyMasters is not just respected, it is expected. We work with NDA protocols, your information is only accessible to employees and associates bound by our strict confidentiality policies, and nothing is shared beyond the people who truly need to know. Read more about how we protect confidentiality.
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