SEASONAL HOSPITALITY RECRUITMENT
Seasonal workers from Serbia and the region for your hospitality properties
For hotels, resorts, campsites, restaurants and other hospitality employers abroad, we find and pre-select candidates from Serbia and neighbouring countries. We align selection and interviews with the roles, conditions and planned arrivals.
Support when season preparation stretches your team
At the start we agree the real needs per property and the conditions you can offer. We present confirmed information to candidates so that both they and your team can make a decision before arrival.
- You are hiring for several properties, different roles or several start dates.
- The local market does not have enough candidates, or job ads do not deliver the result you need.
- Your HR team lacks capacity for campaigns, screening applications and day-to-day communication.
- You need an active approach to experienced candidates who are choosing between several seasonal offers.
Roles we recruit for
Kitchen
Chefs, commis chefs, pastry chefs, bakers and kitchen assistants.
Restaurant and bar
Waiters, bartenders, hosts and shift supervisors.
Housekeeping
Room attendants and other staff for cleaning and preparing accommodation units.
Reception and guest services
Receptionists and other profiles with the right language and communication skills.
Technical and operational support
Maintenance, storage and other operational needs of the property.
Leadership and specialist roles
Roles that require hospitality experience and specific expertise.
Two levels of support for your team's needs
In both models the employer holds the final interviews, selects the candidates and employs them directly. Decisions by competent authorities and permit issue dates are outside the agency's control.
Recruitment and selection
- What we take on
- We define the profile, actively search for candidates, and check experience, availability and acceptance of conditions. We present suitable profiles and coordinate interviews and communication.
- How long support lasts
- Until candidates are selected.
- What remains with the employer
- This scope suits teams that handle further administrative steps themselves.
Recruitment and selection with administrative support
- What we take on
- Alongside selection, we coordinate documentation, deadlines, statuses and communication with candidates, as well as their timely arrival at the place of work.
- How long support lasts
- From selection to arrival and first working day.
- What remains with the employer
- The exact division of administrative obligations is set according to the country of work and the specific project.
How we organise seasonal hiring
Step 1: Plan of needs and conditions
We break down roles, numbers of people and dates by property. Where needed, we plan separate arrivals for the start of the season, the peak period and team top-ups.
Step 2: Regional search
We use job ads, candidate databases, specialised social networks and communities, referrals and direct approaches. We choose channels according to the profile and the time available.
Step 3: Screening and selection
We check experience, language, availability and acceptance of the conditions offered. We present profiles, coordinate interviews and gather your team's feedback.
Step 4: Agreement and next steps
We confirm decisions with candidates and align further activities. In the package with administrative support, we continue coordination through to arrival and first working day.
Visibility during an active project
During an active project you follow candidates through the ATS: CVs, statuses, notes, interviews and next steps.
Candidate statuses
- Active search
- Selection process
CVs and notes
- Documentation
- Interview summary
Comments and next steps
- Feedback
- Agreed action
Conditions candidates need to know in advance
Before the campaign starts, we agree the information that most influences candidates' decisions:
Pay
Pay, payment method and rules for calculating additional work.
Working hours
Shifts, working hours and days off.
Accommodation and meals
Accommodation, meals and any costs borne by the candidate.
Engagement
Place of work, start date and expected length of engagement.
Travel
Travel arrangements and allocation of travel costs.
Role requirements
Required experience, language and documentation for the specific role.
You can also add candidates from outside the region to your seasonal team
Alongside candidates from Serbia and the region, we also support the recruitment of workers from Asia and Africa for seasonal work. We consider this option according to the profiles required, working conditions and the time available before the season starts.
Before cooperation begins, we check feasibility, the procedures required and the arrival framework for the country in which you are hiring.
Companies we have worked with
A selection of the hospitality employers we have supported with hiring in Croatia and Montenegro.
Croatia
- Valamar
- Arena Hospitality Group
- Hyatt Regency Zadar
- Sunčani Hvar
- Zelena Punta
- Petram
- Obonjan
Montenegro
- Maestral Resort & Casino
- Budvanska rivijera
- The Chedi Luštica Bay
- Mövenpick Hotel
- Lazure
- Kalamper Hotel & Spa
- Iberostar
How the engagement is agreed
The cooperation model depends on the type of role, the selected level of support and the total number of hires. A fee per successful hire can be part of the agreed model, while projects with a large volume or a short deadline may include a project component. Terms of calculation, payment, guarantee, replacement and handling of withdrawals are defined in the proposal and contract.
Questions about seasonal hiring
When should we start the search?
As soon as you have outline needs and conditions for the next season. Earlier preparation leaves more time for selection and agreement with candidates. If the season is close or has already started, we first check which profiles and dates are realistically available.
Can you take on only some of the roles?
Yes. We can focus on specific properties, profiles or the part of your needs your team finds harder to cover. The scope and division of responsibilities are agreed before we start.
Do all candidates have to arrive on the same date?
No. Needs can be planned by property and date. What matters is that expected start dates and length of engagement are known during selection and clearly presented to candidates.
What if a candidate withdraws before arrival?
We follow communication and confirm conditions and availability, but a candidate's decision can change. Further steps and the possibility of replacement are set out in the contract. The availability of another candidate and the arrival date are checked for the specific situation.
Let's talk about the people you need for the season
Tell us which properties and roles you are hiring for and when you expect work to start. If numbers and conditions are not final yet, we can work them out together in a first conversation.