Talent Advisor, Travel & Hospitality

Why the seat exists

Travelrf has spent two years placing people into hotels, airlines, restaurant groups and tour operators across India. Over the last year the same request kept arriving from a different direction: American hospitality and travel companies — hotel groups, cruise partners, travel brands — asking whether we could handle hiring on their side with the same screening we apply on ours.

Enough of those conversations turned into work that we are now building a desk for them. It needs one person based in the United States who can take a brief in an American client's own working hours, run the conversations, and be the voice of the firm on that side of the world. That is this role.

What you would actually do

• Take hiring briefs from US clients — hotel groups, restaurant and hospitality operators, travel and cruise businesses — and turn a vague "we need people" into a precise role, standard, pay band and start date.
• Run the search: work our existing bench, referrals and direct approach, and speak to every candidate yourself before their name goes anywhere.
• Write the shortlist. Four to six names, each with an honest note on where they are strong and where they are a stretch.
• Stay with it through offer, notice and the first week on the job, because a candidate who accepts and never starts is not a placement.
• Be the client's person. One point of contact who knows their brand standard, their timelines and what went wrong last time.
• Feed back what you learn to the Mumbai team so the desk gets sharper each quarter.

Who tends to do well here

We hire for judgement, not for years on a CV. The people who thrive in this work are usually the ones who can hold a difficult conversation without flinching, who notice when an answer does not quite add up, and who write clearly enough that a busy hiring manager reads the whole note.

Backgrounds outside recruitment are read on their merits, and we mean that literally — some of our strongest colleagues came off a hotel front desk, out of a cabin, or from a customer-facing job in an unrelated industry. If you have been the person who kept things straight when a day went sideways, you already have most of what this needs.

What we do look for:

• You are comfortable on the phone with senior people and you do not go quiet when the news is bad.
• You write in plain, precise English. This job is half conversations and half short written notes that other people act on.
• You are organised without being reminded — several searches run at once, each with its own promises and dates.
• You are genuinely curious about people and about how service businesses work.
• You are legally able to work in the United States and can work from a quiet space with reliable internet.

The first three weeks

You start with a structured onboarding run by the Mumbai desk: how we take a brief, how we screen, the standards we hold, the sectors we cover, and shadowing live searches before you take your own. You are not dropped into a client call on day two.

Pay and terms

$62,000–$78,000 per year, full-time, paid monthly. Where you land in the band depends on what you bring, and it is discussed openly in the first proper conversation rather than at the end. Monday to Friday, standard business hours in your own time zone, with one overlap window each week for the Mumbai team call. Fully remote — there is no US office and none is planned.

How the hiring works

The form beside this text has five fields and takes about two minutes. Everyone who applies hears back. If we shortlist you: a 20-minute call, then a longer conversation with the founding team about how you would handle two real briefs, then a decision. Three steps, no unpaid task, no panel of eight.