Success Stories – In Conversation with Tom Oakden

Tom Oakden, founder of Hilltop Hospitality Advisors, has built a remarkable career in hospitality investment, drawing on over twenty years of experience across the global market. His journey has been shaped by a deep understanding of the industry, with a strong focus on both the operational realities and strategic opportunities that define successful hotel investments.

One of Tom’s standout contributions to the sector is the creation of the Hilltop Tracker, a quarterly report that delves into hotel investment transactions across the UK and Europe. This year, Hospitality People Group is delighted to partner with Tom and Hilltop Hospitality to bring you the latest editions of the Tracker, offering valuable insights into single-asset hotel sales, portfolios, and platforms, along with a detailed look at emerging trends.

To celebrate this new partnership, we sat down with Tom for the latest instalment of our ‘Success Stories – In Conversation With…’ series. We explore his journey through the hospitality world, the mentors who helped shape his career, and his perspective on where hotel investment is heading in 2025. We’re excited to share this conversation with you and invite you to request your latest copy of the Tracker below.

Hospitality People Group: Let’s start by looking back at your career in hotel investment and advisory. What initially drew you to the hospitality sector?

Tom Oakden: It all started when I was 16 and doing some work experience. I had the benefit of a relative who worked with Richard Ellis Hotels in London, running the valuation team. That week, I had the opportunity to work with both the office team and the hotel team. When I went out on site with the office team, we measured up a fairly standard office building, it wasn’t particularly inspiring. Then when I joined the hotels team for an inspection of a building that was going to be reconverted into a hotel we met with the president of Conrad Hilton Hotels, and suddenly, I was walking around this building, imagining what it could become. That experience really hooked me.

I’ve always been fascinated by the dynamism of this industry. Hotels are not just real estate. They are living, breathing businesses. The investment, operational, and branding aspects all intertwine, making it an exciting space to work in. Every hotel tells a story, and working with owners and investors to shape those stories is what keeps things interesting.

Hospitality People Group: Were there any particular mentors or influences that played a pivotal role in shaping your career?

Tom Oakden: Absolutely. At JLL, I had the privilege of working with the late Nick Marsh. He had a strong investment background but also understood the lifestyle element of the hospitality sector. He taught me the importance of working hard but also enjoying the process. It wasn’t just about numbers; it was about understanding the industry, networking, and seeing the bigger picture.

I also learned a lot from working in Asia, where decision-making can be very diff erent from Europe. An investor there might be just as likely to purchase a hotel based on personal affinity as on pure financial metrics. That global perspective has been invaluable in helping me navigate the personal and emotional element that can pop up in various investment deals.

Hospitality People Group: What inspired you to establish Hilltop Hospitality Advisors, and how does it differentiate itself in the hospitality investment space?

Tom Oakden: Hilltop Hospitality was born in 2019 when I had the opportunity to work with a family office from Thailand looking to invest in the UK. They wanted someone on the ground to ensure they didn’t miss out on opportunities, and that gave me the impetus to start my own advisory firm. The idea was to create a more agile and bespoke advisory service tailored to individual client needs.

The pandemic presented unexpected challenges, but I found ways to adapt. One of the key things that emerged from that time was the Hilltop Tracker, a comprehensive analysis of hotel investment trends. It’s become a valuable tool for my network, offering real insights into market activity based on hard data. Hilltop Hospitality differentiates itself by being nimble, leveraging this deep industry knowledge, and maintaining strong relationships across investors, operators, and brands.

Hotel Investment Outlook for 2025

Hospitality People Group: Given the current economic landscape, what trends do you anticipate will shape hotel investment in the UK and Europe in 2025?

Tom Oakden: 2024 was a strong year for hotel investments, with volumes up around 30% compared to the previous year. However, the second half of the year saw a slowdown, which could have been due to deal fatigue or just a lack of the right assets coming to market.

Of course, there are a few unknowns and uncertainties about cash flow in the UK, the challenges that we’re going to have with cost of living wage rising, national insurance etc, but fundamentally I think that the appetite for UK hotels as well as European hotels will remain strong.

We’re certainly seeing more investors wanting to invest in cities now that they can feel the corporate markets are back. We saw about 75% of all transactions in 2024 were for urban properties, up from about 68% in 2023. This renewed confidence is driving increased interest in those assets.

I’m not really over-exaggerating when I say there’s probably around £10 billion worth of assets on the market right now. 60-70% of that’s probably big platform, brand stuff and perhaps 2 billion or so is actual single assets, and we’re probably going to see more to come.

Hospitality People Group: How does this affect competition among investors?

Tom Oakden: There won’t necessarily be the longest line ever for these, but there will be sufficient interest to create competitive bidding. Investors are still facing some bid/ask mismatches, but if and when economic conditions become a bit more clear, I anticipate transaction volume should improve on 2024 levels. Stock levels are high and the willingness to transact is improving. In 2025 we have already seen some significant single asset and platform deals to kick start the year.

Hospitality People Group: Alternative hospitality models like serviced apartments and extended stays have been growing. How do you see their role evolving?

Tom Oakden: Serviced apartments performed exceptionally well during the pandemic, and they continue to be attractive. However, their growth is somewhat constrained by the need for larger units compared to standard hotel rooms. If you’re converting a hotel, for example, you might have to reduce the number of keys, which can impact pricing competitiveness.

That said, there’s strong demand for long-stay accommodation, particularly in prime city locations. The key to further growth will be strategic acquisitions—either existing serviced apartments or adaptable office buildings for conversion.

Hospitality People Group: ESG considerations are becoming increasingly important in real estate. How are sustainability factors influencing hotel acquisitions and development strategies?

Tom Oakden: ESG is crucial, but its implementation varies. Investors looking at existing hotels focus on guest-facing upgrades rather than back-of-house improvements. If they only plan to own the asset for five years, they may prioritise cosmetic changes over long-term sustainability investments.

However, new developments are a different story. Here, ESG integration is a no-brainer. Developers can secure favourable financing terms, access grants, and future-proof their assets against upcoming regulations. The challenge is that while everyone acknowledges the importance of ESG, shorter-term financial considerations often take precedence.

Opportunities & Challenges in the Hospitality Industry

Hospitality People Group: Technology is continuing to transform hotel operations. How can investors and operators best leverage this shift?

Tom Oakden: The whole question of technology is heavily discussed in the industry, and we’re seeing more operators putting technologies into practice to reduce reliance on employees. At a basic level, if you consider the traditional hospitality approach, you’re greeted at a reception desk by someone, giving you that warm feeling of being looked after, but many emerging operators, especially those catering to millennials and Gen Z, don’t see that as essential. They just need a digital key that gets them through the door and into their room. There’s usually a number to call if support is needed, but most information about the local area—where to eat, drink, or shop—is web based.

While this enhances the speed and efficiency of accessing information, it doesn’t replace the human touch, which remains essential in hospitality, so there really needs to be a balance. However, all this technology should benefit both the consumer and the investor by creating more efficient, profitable, and enjoyable hospitality experiences.

Hospitality People Group: How do you see the role of brands evolving in the hotel investment space?

Tom Oakden: We’re seeing more flexibility with branding. The dominance of traditional hotel management agreements is waning outside the luxury segment. Franchising has gained traction, allowing owner-operators to benefit from a brand’s distribution network while maintaining operational autonomy. I think the flexibility and potential for revenue growth that you can have with a franchise can be quite profound, but ultimately it’s about the number of guests you can get through the door and what you can save on OTA booking costs.

Soft brands are also playing a significant role, particularly in fragmented markets like Italy. They allow independent hotels to retain their unique character while tapping into a global reservation system. Investors are increasingly drawn to these models because they offer a hybrid approach, leveraging the power of the brand without losing control over the operation.

The January 2025 edition of the Hilltop Tracker highlights a strong 2024 for hotel investments, with transaction volumes growing by over 30% compared to 2023. Private equity emerged as the dominant buyer in terms of volume, while owner/operators led in the number of transactions. The report also notes a significant shift in investor behaviour, with real estate investment management businesses increasing their market share and sovereign wealth funds becoming net sellers after dominating in 2023.

If you haven’t received the latest edition of the Hilltop Tracker yet please get in touch.

Guy Lean
Tel: +44 20 8600 1180
Mob:+44 7813 009787
Email: guylean@madisonmayfair.com

The Tipping Point: New Tipping Legislation in the UK

The UK hospitality industry is set to experience a significant shift with the introduction of the Employment (Allocation of Tips) Act 2023, coming into effect on 1st October 2024.  

This legislation requires the fair and transparent distribution of tips, bringing considerable changes for both employees and employers. As the industry braces for these changes, it’s essential to understand the implications of the Act, the evolving attitudes towards tipping, and the broader impact on the workforce. 

Understanding the Legislation and Code of Practice
The Employment (Allocation of Tips) Act 2023, often referred to as the “Tipping Act,” is designed to ensure that tips, gratuities, and service charges are distributed equitably among workers. To support the implementation of this Act, the Department for Business and Trade (DBT) has introduced a Code of Practice, effective from 1st July 2024, which employers must consider when establishing their tipping policies. 

 Key requirements under the Tipping Act include: 

  •  Passing on all tips to workers without deductions, except for statutory ones such as income tax. 
  • Distributing tips fairly and transparently, especially when the employer has control over their allocation. 
  • Maintaining a written policy on the handling of tips and ensuring it is accessible to all workers. 
  • Keeping detailed records of all tips received and how they are allocated, which workers can request to view. 

The Role of the Code of Practice
The Code of Practice serves as a guide to ensure fairness and transparency in the distribution of tips. It outlines principles that employers should follow, including avoiding unlawful discrimination and ensuring tipping policies are clear and accessible to all staff, including agency workers. Employers are encouraged to consult with their employees to reach a consensus on tipping policies, which should be reviewed regularly to adapt to any changes in the workforce or business practices. 

The Code also emphasises the importance of resolving disputes at the local level, with support from Acas for mediation if necessary. While the Code itself is not legally binding, employment tribunals are required to consider it when ruling on disputes related to tipping practices. 

Public Attitudes Towards Tipping
Tipping has always been a divisive issue among consumers. Some argue that service charges should be included in the price of meals and services, ensuring fair wages for staff without relying on tips. Others prefer the discretionary nature of tipping as a reward for exceptional service. The new legislation brings this debate to the forefront, encouraging a reassessment of the UK’s tipping culture.

Whether consumers will feel more inclined to leave a tip knowing it will directly benefit the employee, or if the new rules will shift expectations towards including service charges in the final bill, remains to be seen. However, this conversation is gaining momentum.

Service Charges: To Include or Not?
The inclusion of service charges on bills has long been contentious. The new legislation does not mandate the inclusion of service charges in menu prices, leaving it to individual businesses to decide their approach. Employers must ensure that any service charges collected are distributed fairly among workers, in line with the principles set out in the Code of Practice. 

For businesses, this represents a strategic choice: should they incorporate service charges into their pricing, potentially simplifying the customer experience, or retain the traditional tipping model? Each option has its benefits and challenges, and businesses will need to consider their clientele and operational requirements when making this decision.

Impact on Employees and Earnings
A key outcome of the new tipping law is its effect on employee earnings. With a transparent and equitable system for distributing tips, employees are likely to see an increase in their take-home pay, especially as tips can no longer be withheld by employers.  

This change is particularly timely, given the rising cost of living, and could provide much-needed financial relief for many hospitality employees. 

Additionally, the requirement for employers to maintain detailed records of all tips and their distribution introduces a new level of predictability and transparency. This can be particularly beneficial for workers when applying for loans or mortgages, as it ensures that all income, including tips, is properly documented. 

Legal Responsibilities of Employers
The new legislation and accompanying Code of Practice introduce clear legal responsibilities for employers. Beyond passing on all tips to workers, employers must implement a written policy on tip allocation, ensure transparency in their distribution, and keep records for at least three years. Employers are also required to resolve any disputes fairly, with workers having the right to take their concerns to an employment tribunal if they believe their tips have been mishandled. 

The Importance of Employer-Employee Communication
Navigating this new landscape will require open and ongoing communication between employers and their teams. Employers must engage with their teams, explaining the new system, listening to their concerns, and ensuring that everyone understands how tips will be managed. This engagement is not only vital for compliance but also for maintaining a positive work environment and high employee morale. 

Conclusion
The implementation of the Employment (Allocation of Tips) Act 2023 marks a significant moment for the UK hospitality industry. While it promises greater fairness and transparency for employees, it also challenges businesses to adapt to new legal and operational standards. The success of this new tipping regime will largely depend on how well businesses and their employees communicate and cooperate to embrace these changes. 

As the implementation date approaches, it will be interesting to observe how consumer behaviour shifts, how employees adapt, and how the dynamics within the hospitality industry evolve. Supported by the Code of Practice, this legislation could well be the tipping point for a more equitable and transparent service industry in the UK. 

Hospitality People Group is dedicated to exploring all opportunities to provide insights and support our clients and their people strategies. Our commitment ensures businesses can access valuable insights to create lasting value and positive experiences for their employees and guests.  

If you would like to discuss your people strategy further, then please get in touch.  

Guy Lean, Managing Director – Madison Mayfair 
+44 20 8 600 1180 / +44 7813 009787 
guylean@madisonmayfair.com  

Dan Akhtar, Managing Director – HPG Advisory Services 
+44 208 600 1166 / +44 7808 157796 
dan@hpgsearch.com  

Chris Denison Smith, Managing Director – FM Recruitment 
+44 20 8 600 1160 / +44 7775 711923
chrisdenisonsmith@fmrecruitment.co.uk  

Andrea Shaw, Director – FM Recruitment 
+44 20 8 600 1160 / +44 7714 236469 
andreashaw@fmrecruitment.co.uk  

 

Lessons in Leadership from a Summer of Sport

As the summer of 2024 continues to showcase some remarkable sporting spectacles, there is much we can learn from the leadership styles and strategies seen in these high-performance environments.  

By analysing the approaches of prominent figures and teams, we hope to gain insights into creating a positive workplace culture, fostering team cohesion, and driving continuous improvement.  

This article explores these lessons through the examples of Gareth Southgate, the British Olympic Cycling team, the ‘Big Four’ in men’s tennis, the Jamaican Sprint team and Tiger Woods. 

Gareth Southgate: Leadership in Football
Gareth Southgate’s leadership of the England men’s football team was marked by humility, strategic planning, and strong team spirit.  

While expectations of success grew exponentially through his reign, Southgate transformed the team into a resilient and self-believing unit by integrating younger players and fostering camaraderie. While many fans look back wishing the team could have taken the final step and win a trophy, the workplace environment that Southgate was responsible for undoubtedly contributed to England’s consistently improved performance in major tournaments. 

Hospitality leaders can learn from Southgate’s emphasis on a clear vision and strategic planning. His focus on performance over results aligns with the industry’s need for consistent service standards.  

Furthermore, Southgate’s humility and prioritisation of collective success over individual ego resonates with the hospitality’s focus on teamwork. His inclusive approach, embracing diversity and giving ownership to team members, can inspire leaders to cultivate a culture of empowerment and innovation within their organisations. 

While some fans may still rue a missed opportunity, his successor will have a very solid platform from which to build for the future and bring football home at last. 

British Olympic Cycling Team: The Power of Marginal Gains
The British Cycling team’s success in earlier Olympic Games exemplifies meticulous improvement and a culture of excellence.  

Under leaders like Sir Dave Brailsford, the team adopted the ‘aggregation of marginal gains’ philosophy, focusing on small incremental improvements that collectively lead to significant achievements. This strategy resulted in a remarkable medal haul, particularly in the 2008 Beijing and 2012 London Olympics. 

Hospitality businesses can adopt a similar approach by encouraging guest feedback, acting on this feedback to refine processes, and examining every step of the customer journey in detail.  

Understanding your guests, empowering your employees and regularly tweaking and improving processes based on feedback will help deliver excellence consistently and can lead to substantial improvements in customer service, employee satisfaction, loyalty, and profitability. 

The ‘Big Four’ in Men’s Tennis: Comprehensive Support Systems
The legendary ‘Big Four’ in men’s tennis—Federer, Djokovic, Nadal, and Murray—have set new standards for athletic excellence and sportsmanship.  

While their dominance has ended through retirement or injury, their legacy will impact the sport for generations to come. Their success was partly due to a new era of comprehensive support structures, including specialised coaches, fitness trainers, physiotherapists, nutrition and mental health experts.  

The hospitality industry can learn from this model by investing in employee development and creating a supportive environment. Just as tennis players benefit from a holistic approach to performance, hospitality professionals can thrive in a workplace that nurtures their skills and well-being. Additionally, the sport’s commitment to inclusivity and community engagement offers a blueprint for hospitality services to better meet the diverse needs of their clientele, enhancing service excellence. 

Jamaican Sprint Team: Mentorship and Specialisation
The Jamaican Olympic Sprint teams’ dominance in athletics highlights the importance of mentorship, rigorous training, and a specialised approach. The presence of sprinting legends as mentors and a ‘long-to-short’ training philosophy have been key to nurturing young talent and ensuring peak performance. 

The ‘long-to-short’ training philosophy, central to Jamaican sprinting success, involves starting the training season with longer, endurance-building runs and gradually shifting to shorter, more intense sprints as competitions approach. This method builds a strong aerobic base initially, enhancing the athletes’ stamina and conditioning.  

As the training progresses, the focus shifts to speed and power, with shorter distances and explosive sprinting exercises. This progressive build-up ensures that athletes peak at the right time, maximising their speed and performance during critical races. 

Similarly, hospitality professionals can benefit from the guidance of experienced mentors. Developing service skills progressively and specialising in niche markets or services can help businesses distinguish themselves from competitors. For instance, just as sprinters focus on specific muscle groups to enhance performance, hospitality businesses can focus on particular aspects of service, such as personalised guest experiences or high-quality dining options. The dedication, strategic development, and leveraging of unique strengths seen in Jamaican sprinters can drive excellence, ensuring that employees are well-prepared and capable of delivering outstanding service during peak periods. 

Tiger Woods and the “Big Miss”
Despite his current form, Tiger Woods is regarded as one of the two greatest golfers of all time. His coach during his most successful period was Hank Haney, who focused on identifying and eliminating the “big miss” from his game.  

The “big miss” refers to a significant, potentially disastrous error that can derail an athlete’s performance, such as Tiger’s occasional severe hook.  

By meticulously analysing Woods’ swing and technique, Haney worked to redevelop a swing that minimised the risk of this major mistake, ensuring more consistent and reliable performance. This approach helped Woods avoid errors that could have had a more substantial negative impact on his game, allowing him to maintain his competitive edge and dominate the game for so long. 

Hospitality can draw a valuable lesson from this meticulous approach to error prevention. By identifying and addressing potential major service failures—such as a significant drop in customer satisfaction due to poor service or operational inefficiencies—we can create strategies and processes to mitigate these risks. This proactive stance involves training employees to handle high-pressure situations, regularly reviewing feedback and refining processes while maintaining high standards of quality control. By focusing on eliminating the “big miss,” we can enhance overall service consistency, reduce the likelihood of significant failures, and ultimately improve guest satisfaction and loyalty. 

Conclusion
The hospitality industry stands to gain significantly by adopting leadership principles from the world of sports. From Gareth Southgate’s visionary approach and the British Cycling team’s focus on marginal gains, to the comprehensive support systems in tennis to the mentorship in Jamaican sprinting and Tiger’s ‘big miss’, these examples offer valuable lessons. By embracing these strategies, we can foster a positive workplace culture, enhance team cohesion, and drive continuous improvement, ultimately leading to greater employee satisfaction, customer loyalty, and business success. 

 Hospitality People Group, remains dedicated to exploring all opportunities to provide insights and support our clients and their people strategies. Our commitment to think outside the box ensures that businesses can learn unique and valuable lessons to create lasting value and positive experiences for their employees and customers.  

If you would like to discuss your people strategy further, then please get in touch.  

Guy Lean, Managing Director – Madison Mayfair
+44 20 8 600 1180 / +44 7813 009787 guylean@madisonmayfair.com 


Dan Akhtar, Managing Director – HPG Advisory Services
+44 208 600 1166 / +44 7808 157796 dan@hpgsearch.com  


Chris Denison Smith, Managing Director – FM Recruitment
+44 20 8 600 1160 / +44 7775 711923chrisdenisonsmith@fmrecruitment.co.uk  


Andrea Shaw, Director – FM Recruitment
+44 20 8 600 1160 / +44 7714 236469 andreashaw@fmrecruitment.co.uk  

 

 

 

 

A Review of the Future Hospitality Summit in Saudi Arabia: Insights from Guy Lean

The Future Hospitality Summit, held at the beginning of May in Riyadh, was a dynamic showcase of Saudi Arabia’s burgeoning tourism and hospitality industries. For Guy Lean, a first-time attendee on his inaugural visit to Saudi Arabia, it was an opportunity to witness first-hand the incredible growth potential in the region. From bold mega-projects to the cultural shifts happening across the country, the summit offered valuable insights for businesses eager to explore new opportunities. 

Vision 2030: A Unified Strategy
One of the central themes of the summit was Saudi Arabia’s Vision 2030—a strategy designed to attract 150 million visitors to the country. Guy noted that everyone he spoke with, from ministers to business executives, was fully aligned with this vision. It was clear that the leadership-driven, KPI-oriented approach had permeated every level of the industry. “The first topic of conversation is about the Vision,” Guy said. “Moving from the original target of 100 million to 150 million visitors shows the ambition. They’re incredibly KPI-driven, and everyone’s working towards the same goals.” 

Mega and Giga Projects: Scale and Ambition
Saudi Arabia’s mega and giga projects inlcuding Qiddiya and Red Sea Global) demonstrate the country’s scale and ambition. Guy found the scope of these developments emblematic of the nation’s long-term vision. “These projects are vast,” Guy said. “The Red Sea project will offer something truly unique, both from a cultural and natural perspective.” 

These projects, which could otherwise be overwhelming in their enormity, reflect a broader strategy for economic diversification. And yet, they are just the tip of the iceberg. Beyond these colossal initiatives, Guy saw an extensive focus on practical hospitality needs, like hotels in secondary cities, business accommodations, and serviced apartments. 

Warmth and Accessibility: A Cultural Shift
Despite some preconceived notions about the region, Guy found the welcome to be warm, welcoming and authentic.  At the conference, he noticed that ministers and executives were genuinely interested in hearing about new ideas and connecting with people. “The Saudis are incredibly accessible,” Guy reflected. “They’re open for business, they want to talk to you, and they’re genuinely curious about why you’re there.” 

This cultural shift was refreshing. Guy described how approachable everyone was, regardless of their seniority or title. He felt that this openness would create countless opportunities for meaningful collaboration. “The Saudis are big on collaboration,” he noted. “They want to meet you, connect with you, and understand your service. It was a breath of fresh air.” 

Sustainability and ESG Commitment
While sustainability has been recently touted as a key focus in global business (although conspicuously absent at CHRIS which we attended in April), Guy felt there was a genuine commitment to ESG principles in Saudi Arabia.  

The projects presented at the summit weren’t just ambitious; they were carefully crafted to integrate sustainable practices. This dedication to sustainability was a common thread throughout the summit. From careful consideration of the Red Sea’s unique marine life to developing tourism that respects sacred sites, Saudi Arabia seems committed to building a responsible hospitality industry. “They know the value of their land, and they’re not just going to bulldoze through it,” Guy said. 

Challenges and Strategies for Success
While the opportunities presented at the summit were vast, Guy acknowledged that businesses who may want to tap into the market would require a strategic approach. Building meaningful relationships takes time, and businesses need to be prepared to invest in repeated visits to understand the market and establish trust. “You can’t just go once and expect lots of business,” he cautioned. “It’s an going investment in time to build genuine connections.” 

Another important consideration is the emphasis on Saudi nationalisation (or Nitaqat), which aims to bring more Saudi talent into the workforce. International expertise is welcome, but Guy stressed that businesses must recognise the focus (and legal requirement) on nurturing local talent. “They want to train their own people, but they’re aware of the expertise needed to do this properly,” he said. 

The Future Outlook
The Future Hospitality Summit painted a clear picture of the future of Saudi Arabia’s hospitality sector, one marked by bold ambitions and a willingness to work with global partners. Guy was confident that, despite the challenges, the opportunities in the region are unmatched. “I’ve never seen an opportunity this big in my life,” he said. “Dubai was always huge, but this is on a different level.” 

With the ongoing concerted national effort, the projects and partnerships emerging in Saudi Arabia really could elevate the region into a premier hospitality destination. Guy left the conference optimistic that Saudi Arabia will realise its Vision 2030, with projects that offer world-class experiences while maintaining cultural authenticity and prioritising sustainable growth. 

Conclusion
In conclusion, businesses seeking growth in the Middle East would be wise to pay attention to Saudi Arabia. The nation’s ambitious Vision 2030, combined with its genuine commitment to sustainability and warm, collaborative culture, makes it an attractive destination for investment. However, success requires thoughtful planning, long-term relationship-building, and a willingness to adapt to local customs and priorities. 

For Guy, the Future Hospitality Summit was inspiring. “It was a truly authentic experience,” he said. “The Saudis are doing something really special, and I believe they’re going to pull this off.” 

If you would like to arrange a chat about your people strategies or to discuss any points raised in this article, then please get in touch on +44 (0)208 600 1182 or +44 (0)7813 009 787 or email guylean@madisonmayfair.com 

Senior Consultant/Associate, London – Position Filled

This job opening has now been filled. Please check our latest job opportunities here.

We are currently looking for a Senior Consultant/Associate based in London. This is a fantastic opportunity to join one of the largest global real estate consultancy firms.

We are looking for a service-oriented and proactive team player who is not afraid to take the initiative, who enjoys working in a high-paced environment and has excellent organisational skills.

To be considered for this role you will need:

  • Hotel sector knowledge in respect of brands, management companies, investors etc.
  • 2- years proven hospitality advisory and/or hotel management experience
  • Rounded experience of general surveying skills
  • To be commercially aware and be a good communicator
  • To be thorough and detail orientated team player

For more information or to apply contact Ewa at ewa@madisonmayfair.com or call on +44 208 600 1167

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