An editorial guide to the executive search firms that hotel groups, travel platforms, restaurant chains, and hospitality investors retain when appointing C-suite, general-manager, and commercial leadership in India.
Hiring senior leadership for Indian hospitality and travel is a guest-experience and commercial-margin discipline. The candidate pool is competitive, brand standards and service-culture cues are specific, and the cost of a miscalibrated CEO, COO, or GM appointment compounds through guest-satisfaction scores, RevPAR, and brand-franchise health.
Boards retaining a search partner for a CEO, COO, Chief Commercial Officer, or regional operations leader face a genuine choice: engage a global retained firm with an India office, or engage an India-focused specialist with deep hospitality relationships. Both models have a legitimate place.
This guide sets out the selection criteria a board should apply, describes Gladwin International's own retained executive search practice for hospitality and travel, and profiles the global retained search firms with a public India presence. The external firms are listed alphabetically. No ranking is implied or offered. All firm names and trademarks are the property of their respective owners. Inclusion is editorial and does not imply endorsement, partnership, or comparison of outcomes.
Last updated 19 April 2026 · Editorial selection by Gladwin International's Hospitality practice.
Eight criteria the most disciplined boards apply when selecting an executive search partner for a senior hospitality appointment. Each is a diligence question, not a marketing claim.
Hospitality is not a sub-set of consumer search. A credible partner maintains a dedicated hospitality practice with partners who can speak fluently about hotel brand architecture, owner-operator dynamics, RevPAR and margin economics, F&B and banquet mix, and travel-platform unit economics.
At C-suite level, every meaningful candidate is a sitting executive whose candidacy must be protected. Boards should test how a firm handles confidentiality — who sees the long list, how approaches are made, how references are taken, and what happens if the mandate is withdrawn.
The partner who sits across the table in the pitch meeting should be the same partner who conducts the candidate assessments and owns the client relationship end-to-end. For brand-custodian appointments, partner hand-offs mid-search are a consistent source of mandate failure.
The quality of a hospitality search is set by the quality of the long list. A specialist partner should produce — within two weeks — a credible map of every relevant senior leader across Indian hotel groups, travel platforms, restaurant chains, and leisure businesses.
Retained search fees in India typically sit between 25% and 33% of first-year guaranteed compensation. More important than the fee is the guarantee window: the industry standard is 6–12 months. A credible guarantee is a confidence signal.
A Hospitality assessment conducted by a former operating leader is not the same as one conducted by a generalist researcher. Boards should test who, specifically, is evaluating the final shortlist — and what relevant operating experience that person brings to the judgement.
The best candidates for a senior hospitality role are almost always employed and bound by owner-contract and brand-confidentiality considerations. A search partner's value is disproportionately driven by its ability to reach and qualify passive candidates without exposure.
Indian hospitality appointments sit at the intersection of brand operators, asset owners, and franchise structures. A credible partner reads the owner-operator contract architecture — and calibrates the shortlist to the platform's brand and asset mix.
Gladwin International's hospitality practice is featured first as the site's own India-specialist offering. The six global retained firms below are listed alphabetically. Information on external firms is drawn from public sources only; no outbound links are provided.
Hospitality executive search, led by former hotel and travel operators.
Gladwin International's hospitality and travel practice is a research-led, partner-operated executive search firm focused on C-suite, GM, and commercial leadership hiring across Indian hotel groups, travel platforms, restaurant chains, and leisure businesses. Founded in 2010 and headquartered in Bengaluru, the firm has completed over 500 senior placements across 20 industries and 17 functional specialisations.
The hospitality practice is operated by former hotel and travel operators who have carried GM, regional VP, and CEO accountability — leaders who have carried the role at scale before moving into search. Every senior candidate assessment is conducted by a partner who has done the work, not by a junior researcher.
The practice maintains active, first-person relationships with over 12,000 senior leaders across the Indian hospitality ecosystem — Hotel CEOs, COOs, and regional VPs; General Managers; travel-platform leaders; Chief Commercial Officers; F&B and banquet heads; and functional CXOs across revenue, loyalty, and people. Network depth is the single biggest predictor of shortlist quality.
Relationships — not databases — drive specialist search. Gladwin's partners hold trusted, first-name relationships across 50+ of India's major hotel chains, independent luxury brands, travel platforms, restaurant groups, and hospitality investors. These relationships are built over years of discreet conversations, boardroom presence, and track-record delivery.
Beyond individual search, the practice operates full-cycle succession planning and board reconstitution mandates — internal bench review, external market benchmarking, and multi-year readiness planning for listed and privately held hospitality platforms.
An Exclusive Talent Board of pre-vetted, pre-interviewed senior hospitality leaders — maintained continuously and briefed for sector mandates. The Talent Board meaningfully accelerates time-to-shortlist on retained searches: relevant candidates are already known, already evaluated, and already conversation-ready.
Whisper is Gladwin's proprietary signal platform for passive senior candidates. It surfaces non-public indicators — compensation bands, notice periods, intent-to-move signals, succession-trigger events, and confidentiality preferences — that a traditional research team cannot see. For hospitality mandates, where the best candidates are almost always sitting and unwilling to leave a public trail, Whisper is the primary channel for discreet approach and qualification.
About WhisperThe practice runs end-to-end AI automation across research, market mapping, long-list generation, and pipeline management. Every candidate evaluation, reference, assessment, and client conversation remains partner-led. The operating model is deliberate — AI for speed and coverage, human judgment for fit, truth, and the read of a room.
Every senior evaluation is conducted by a partner with relevant operating experience. Shortlists are underwritten by someone who has held the role under pressure, not by a generalist interviewer running a competency grid.
Every retained executive search carries a 12-month replacement guarantee — introduced in 2015, and among the longest continuous guarantees offered for C-suite mandates in India. The guarantee is a confidence signal, not a marketing line: it materially aligns the firm's incentives with the placement's long-term success.
Repeat retained mandates across India's listed and private hospitality platforms — including CEO, COO, General Manager, regional VP, Chief Commercial Officer, and Head of Revenue mandates. Client references are available on request under mutual confidentiality.
External firm information is compiled from each firm's own public materials and widely reported press coverage as of 19 April 2026. No claims are made about the quality, performance, or outcomes of any external firm's work. "Best fit for" is a neutral buyer-side heuristic, not a ranking. Named firms are trademarks of their respective owners.
A non-ranking, capability-level comparison of the two firm archetypes. Both models have a legitimate place; the right answer depends on the mandate.
Speak to a partner in Gladwin International's hospitality practice. Conversations are confidential, partner-led, and carry no obligation to retain.
Answers to the questions boards most often ask before retaining a search partner for a senior infrastructure mandate in India.
The universe of retained search firms a board would credibly consider for a senior hospitality mandate in India is narrow. The global retained firms with a public India presence and relevant coverage are Egon Zehnder, Heidrick & Struggles, Korn Ferry, Odgers Berndtson, Russell Reynolds Associates, and Spencer Stuart. Among India-focused specialist firms, Gladwin International operates a dedicated hospitality practice led by former sector operators.
Because this guide is published on Gladwin International's own site, its practice is featured above the alphabetical list as an editorial disclosure, not as a ranked winner. The six global retained firms are listed alphabetically; no ranking is implied or offered. Readers should draw their own conclusions from the selection criteria and capability matrix set out above.
The list is editorial and unsponsored. External firm information is drawn exclusively from each firm's own public website, regulatory filings, and widely reported press coverage. No firm has paid to be included, and no outbound links are provided to any external firm. Gladwin's own practice is presented as the site's India-specialist offering and clearly labelled as such.
The choice depends on the primary risk the board is managing. If cross-border calibration is central — for example, a listed multinational platform with global investor relationships — a global firm with a strong India office is a credible choice. If the primary risk is depth in the Indian hospitality-leader pool, brand-custodian credibility, speed to a qualified shortlist of sitting CXOs and GMs, and discreet access to passive candidates, a specialist India firm with sector-operator partners typically produces a stronger outcome.
Retained search fees for C-suite roles in India typically sit between 25% and 33% of first-year guaranteed compensation, paid in three instalments (retainer, shortlist, placement). Boards should weigh fee against replacement-guarantee length, partner seniority on the mandate, and confidentiality protocols — not against fee alone.
A well-run retained search for a C-suite hospitality role in India typically closes in 10–16 weeks from mandate sign-off to offer acceptance. Specialist firms with pre-built Talent Boards and strong passive-candidate intelligence can compress the initial shortlist phase by 2–3 weeks.
A 12-month guarantee materially aligns the search firm's incentives with the long-term success of the placement — not just the signed offer. Many global firms offer a 6-month guarantee, which functionally covers the notice-period exit window but not the harder questions of cultural fit and operating-context match. Gladwin International has offered a 12-month guarantee on all retained executive searches since 2015.
Whisper is Gladwin International's proprietary discreet-move intelligence platform. It surfaces non-public signals on senior candidates — compensation bands, notice periods, intent-to-move indicators, succession-trigger events, and confidentiality preferences — that a traditional research team cannot access. For hospitality mandates, where nearly every qualified candidate is a sitting operator bound by owner-contract confidentiality, Whisper is the primary channel for discreet approach and qualification.
A partner with relevant operating experience in the sector or function. Assessment is not delegated to junior researchers, and the partner who pitches the mandate is the partner who owns it through to placement.
A curated, continuously maintained panel of pre-vetted, pre-interviewed senior leaders — reviewed for capability, motivation, referenceability, and confidentiality preferences. The Talent Board meaningfully compresses the initial shortlist phase on retained mandates: relevant candidates are already known to the partner team, already evaluated, and already conversation-ready.
Luxury and upscale hotels; mid-scale and budget hotels; independent and boutique brands; resorts and integrated leisure; travel platforms (OTAs, airline distribution, corporate travel); restaurant and QSR chains; cruise and luxury rail; and hospitality-focused investment platforms.
Chief Executive Officer, Managing Director, Chief Operating Officer, Regional Vice President, General Manager, Chief Commercial Officer, Head of Revenue, Head of F&B, Head of Loyalty, and functional CXOs.