The season doesn’t start with the first guests — it starts with the first conversation about your team. If you wait until reservation calls heat up, you’re already behind. Here’s how to stay ahead and confident.
1) When to start
Begin 12–8 weeks before opening. This gives you enough time for recruitment, documents, and logistics without extra costs. Starting under 8 weeks is still possible, but risk and cost increase.
Mini-plan:
- T-12 → T-10: role briefing, volume planning, opening candidate pool
- T-10 → T-8: shortlist, offers, start of documentation
- T-8 → T-6: finalizing documents, housing/transport options
- T-6 → T-4: confirmations, onboarding package
- T-4 → T-2: arrival schedules, mentors
- T-2 → T0: arrivals and first shifts
2) Which roles to start with
Prioritize critical and hard-to-replace roles:
- Head/experienced chef, maintenance technician, reception with language/software skills.
- Then move to high-volume roles: waiters, bar staff, housekeeping.
- Maintain a 10–15% backup pool of screened candidates in case of dropouts.
3) Stress-free documentation
Don’t wait for the “perfect” shortlist. Start documentation in parallel for approved candidates. Keep a 2–3 week buffer for corrections. Use standard checklists and a status tracker.
4) Cost-effective logistics
- Reserve accommodation/transport with flexible confirmation windows.
- Group arrivals — cheaper and easier for onboarding.
- Mixed model: first week in hotel/dorm, then move to more economical housing.
5) The first 7 days determine retention
Assign a mentor, provide bilingual instructions, and run a short check-in on days 3–5. A little care early prevents big problems later.
Checklist:
- Start T-12 → T-8; define critical roles
- Shortlist + documentation start in parallel
- 10–15% backup candidate pool
- Flexible housing and transport options
- Onboarding package + mentors
- Check-in on days 3–5
Need a tailored plan for your property? Send us your opening date and number of positions — we’ll return with a timeline and next steps.
