By Fi Morrison-Arnthal
Recruiting for luxury travel roles, whether in ultra-high-net-worth membership services, concierge businesses, or luxury tailor-made travel, presents distinct challenges compared to the non-luxury sector. End customers in this market demand perfection, expecting personalised, white-glove service far beyond transactional interactions. Similarly, luxury travel professionals hold equally high expectations. The profileLuxury travel sales consultants are expected to be knowledgeable, experienced and well-travelled, especially to high-end destinations. Often, clients seek candidates with a personal black book of contacts. However, attracting such talent requires an equally elevated candidate experience. Luxury candidates, like their customers, have high expectations. They are often well-settled in roles offering familiarisation trips and access to exclusive perks. These experiences shape their professional and personal standards, making them discerning when considering new opportunities. Many great candidates withdraw due to poor recruitment experiences - yes, a poor candidate journey is a real concern in this sector. The process
Efficiency and respect are essential in luxury travel recruitment. Candidates expect a process that hinges around three things: efficiency, which demonstrates professionalism through thoughtful, timely actions; clarity in providing precise timelines and updates to ensure candidates feel valued; and respect, by recognising achievements and avoiding questions or offers that undervalue their experience. A seamless recruitment process not only attracts top talent but reinforces credibility for both employers and recruiters. Aligning to expectations
The luxury travel sector demands high standards, and so do its candidates. Employers must align their offerings – salary, benefits, growth opportunities, and workplace culture – with the candidate’s value. Misaligned offers or undervaluing candidates can alienate top talent. Some of the key considerations that we find candidates respond best to, include a great candidate journey that builds trust by avoiding overpromising and underdelivering; offering a candidate competitive packages and salary and benefits that reflect their expertise and contributions; clear paths for progression and growth opportunities, be these through senior consultancy roles or higher commission structures; and a good cultural environment prioritising trust, autonomy, and no micro-management. A poor experience doesn’t stay private – luxury candidates often share feedback within their networks, which can damage reputations. At Ambitions Travel Recruitment, we combine industry knowledge with a tailored approach, ensuring the recruitment process and employer offerings meet the exceptional standards of both clients and candidates. By upholding these high standards, we build teams that excel in the luxury travel market. In 2025, we see luxury recruitment becoming even more competitive. While 2024 was, and continues to be, a candidate-driven market with numerous luxury travel roles, we’ve observed significant movement between companies, driven by headhunted candidates seeking better working conditions, higher salaries, and more lucrative commissions. To retain your talent, it’s crucial to evaluate your offering – culture, compensation, and conditions – and never take loyalty for granted. In 2025, filling vacancies will become even tougher without a standout package. Benchmarking won’t cut it; candidates move for better, not average. – Fi runs award-winning headhunting agency, Ambitions Travel Recruitment, whose clients include Aurora Expeditions, NCL, and more