this isn’t recruitment. it’s a mess.

Let’s talk about the recruiter practices that are eroding trust in hospitality:

Ghosting. Candidates give their time and energy, discuss a role. Then hear nothing.

Fake ads. Only posted to harvest CVs. You apply, and the job doesn’t exist or has already gone.

Fabricated CVs. Made-up profiles are sent to employers to gain attention.

Rushed hiring. You’re suddenly offered an interview and pressured to decide.

Why is this happening?

Well, some recruiters believe if you throw enough at the wall, something will stick. It’s not about the right placement. It’s about any placement.

And with AI in the mix, it’s even easier to cut corners and these underhand practices have gone into overdrive.

It’s a zero-sum game for candidates and employers, with rounds of mismatched interviews slowing the process down, and rushed hires pushing retention rates up as they exit the jobs they were never meant for.

When I created mum almost 6 years ago, I made a commitment. I don’t and won’t use the shady shortcuts that undermine the trust in the hiring process. Instead, I put people at the centre of everything. I listen, understand, care, and connect.

It’s not slow, it’s effective. Because that’s how you drive efficient hiring with retention and growth; by treating people as humans and introducing them to companies and jobs that are right for them.

If you’re a candidate who’s had enough or an employer who wants better, let’s chat