HotelesPublished July 3, 20261 min read

Hotel headhunting reinvented: faster searches and hybrid profiles

JSBy Joan SanzCurated by Joan Sanz. · July 3, 2026 · Follow on LinkedIn

Voice reading · ~1 min

Hotel headhunting is taking a sharp turn. Specialized firms are no longer looking for the classic executive with thirty years at the same group. The profile now in demand is different: more agile, with solid digital skills and the ability to manage remote teams. Iñigo Pérez, managing director of Travel & Tourism at Catenon, confirms this in this Hosteltur interview.

The shift reflects an industry that no longer tolerates slowness. Hotel chains need executives who understand revenue management but also technology and online distribution. Headhunters are shortening selection timelines and focusing on cultural fit and adaptability. A spotless resume is no longer enough: candidates must prove they can lead in an environment where the customer and data call the shots.

For industry professionals, the message is clear: anyone not upskilling in data, digital channels, and agile leadership will fall off headhunters' radars. The purely operational traditional profile is on its way out.

Quick questions

Why is the headhunting strategy changing in hotels?

Because the hotel industry demands more speed, hybrid profiles, and digital skills. Headhunters are adapting their processes to find executives who can lead in a tech-driven and changing environment.

What is a hotel headhunter looking for now?

They look for professionals with digital skills, the ability to manage remote teams, and adaptability. They no longer value only traditional experience but also agility and cultural fit.

How does this affect current hotel executives?

Executives who do not update their skills in data, digital channels, and agile leadership risk being left out of recruitment processes. The purely operational profile is no longer sufficient.

What new competencies are headhunters seeking in hotel executives?

Headhunters demand agile profiles with solid digital skills, the ability to manage remote teams, and knowledge of revenue management, technology, and online distribution, beyond the traditional resume.

Is this trend exclusive to the hotel industry?

No, it also applies to airlines and travel-tech. The entire travel industry is looking for profiles that integrate operations, technology, and strategic vision.

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