What is the difference between executive search and recruitment?
Recruitment typically fills open vacancies through advertising and applications. Executive search works the other way around: a consultant proactively identifies and approaches accomplished professionals, including those not actively looking, and guides both sides through a confidential, structured process. CourtesyMasters combines both disciplines, always with a hospitality focus.
Detailed answer
Recruitment usually fills a vacancy through advertising and applications. Executive search works the other way round: a consultant identifies and approaches accomplished professionals, including people who are not looking, and guides both sides through a confidential, structured process.
Where does each approach start?
Recruitment starts with the vacancy. The role is made visible, people apply, and the best of them are selected.
Executive search starts with the organisation and its goals. At CourtesyMasters, every executive search begins with a thorough intake with your board, ownership group or leadership team to define the strategic goals, the brand positioning and what success in the role should look like. Only then is the market mapped and are candidates approached.
Who is reached?
A published vacancy mainly reaches active job seekers. Executive search also reaches the professionals who are successful in their current role and not browsing job boards, but who are open to the right conversation. For senior roles, that is often where the strongest candidates are.
How confidential is the process?
When a vacancy is published, the search is visible to everyone. An executive search can stay confidential from the first conversation, with discreet outreach and a controlled flow of information. That matters for a confidential leadership search or a sensitive replacement.
Which roles call for which approach?
Executive search is used for senior and hard-to-fill positions, such as General Managers, regional directors and C-level roles. Recruitment fits broader hiring needs.
How does CourtesyMasters combine both?
CourtesyMasters offers both, always within hospitality. Its recruitment service covers permanent placements across all hospitality departments and levels, from role profiling and search to assessment, introduction and offer support. Even in recruitment, the search draws on networks built across decades in the industry, so it is not limited to the people who apply. For senior or confidential roles, the work runs as an executive search, and for immediate needs, through interim management.
Read more about our executive search, or about recruitment at CourtesyMasters.
Related Frequently Asked Questions
What is executive search?
Executive search is a specialised form of recruitment for senior and hard-to-fill positions. Instead of waiting for applications, a search partner proactively identifies, approaches and assesses proven professionals, often confidentially. CourtesyMasters has applied this craft exclusively to hospitality since 1999, through a structured six-step methodology. Discover more about executive search services.
How can I report recruitment fraud or impersonation involving CourtesyMasters?
If you receive a suspicious message or offer that claims to come from CourtesyMasters, please contact us directly before responding. We will confirm whether the communication is genuine and take action to protect you.
Where is CourtesyMasters headquartered?
CourtesyMasters is headquartered in The Hague, The Netherlands, and works internationally from hubs in Madrid, Florence, Rome, London, Monaco and Cannes. See our locations for the full overview.
When was CourtesyMasters founded?
CourtesyMasters was founded in Rotterdam, The Netherlands, in 1999. From Rotterdam to the world: over more than twenty-five years we have grown into an international hospitality search partner built on trust and discretion, working today from our headquarters in The Hague. Read more in our story.
What methodology does CourtesyMasters use to place candidates?
CourtesyMasters uses a structured six-step methodology built on over 25 years of hospitality search experience: strategic briefing, targeted search intelligence, assessment, collaborative shortlisting, offer and closure support, and post-hire follow-through. Every step is designed to protect confidentiality, quality and long-term fit. Discover our methodology in detail.
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