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MAKING SUCCESS STORIES HAPPEN

Your Partner in Recruitment
for Travel, Hospitality & Leisure
in Germany

As a specialized Travel, Hospitality & Leisure recruitment agency in Germany, we support companies in attracting and securing skilled professionals across these sectors. Our approach is rooted in a strong understanding of market dynamics, talent availability, and the specific operational challenges faced by these industries.

We work alongside international groups and local businesses to recruit profiles ranging from operational specialists to senior leadership roles. Each assignment is handled with a tailored methodology, combining sector expertise, local market insight, and a rigorous candidate evaluation process to ensure long-term alignment between talent and business needs.

Our Expertise as a Travel, Hospitality & Leisure Recruitment Agency

As a specialized Executive Search consultancy for the Travel, Hospitality & Leisure industry, we support companies in securing senior and strategic talent within complex, fast-moving environments. Our recruitment approach delivers long-term value through the following areas of expertise:

  • Sector-Specific Leadership Insight: We understand the operational, commercial, and customer-driven challenges of hospitality, TravelTech, travel agencies, entertainment, corporate groups, and quick service restaurants. Our consultants identify leaders who can perform in demanding, service-oriented settings.
  • Customer Experience and Brand Excellence: We focus on executives capable of shaping consistent customer experiences, strengthening brand positioning, and aligning talent strategy with evolving consumer expectations.
  • Sustainable Performance and Growth: Our search methodology prioritizes long-term fit, leadership impact, and cultural alignment to support sustainable growth in a rapidly evolving Travel, Hospitality & Leisure market.
Vos avantages

Our Areas of Expertise as a Travel, Hospitality & Leisure Recruitment Agency

International
Recruitment Services for:

  • Airliner
  • Airports
  • Car Rentals & Car Sharing
  • Hospitality
  • Hotel Owning Companies/Private Equity
  • Cruises
  • TravelTech
  • Travel & Event Agencies
  • DMC's
  • Entertainment
  • QSR's

Our references

Our Travel, Hospitality & Leisure recruiters fill roles such as:

  • CEO, CFO, COO, CTO, CCO, CSO, CMO, CHRO
  • Managing Director
  • Regional General Manager
  • Country Manager
  • (S)VP all Finance, Operations, Commercial, Sales, Marketing, Human Ressources, Customer Journey
  • Regional/Area Manager
  • Director Quality, Health & Safety
  • Director/VP Flight Operations
  • Director/VP Customer Experience
  • Head of/Director/VP BD - Sales - KAM

Why Choose us for your Travel, Hospitality & Leisure Recruitment?

Specialized Recruitment Solutions for the Travel, Hospitality & Leisure Sector in Germany

We support airlines, hotel groups, cruise operators, car rental companies, TravelTech firms, travel agencies, and entertainment brands in securing executive and senior leadership talent. As a specialized Travel, Hospitality & Leisure recruitment agency in Germany, our consultants bring deep sector insight and a strong understanding of leadership requirements within service-driven and highly competitive environments.

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Questions you shouldn't ask at an interview
MPG Global
/ Categories: en

Questions you shouldn't ask at an interview

Keep the focus on you and not on other candidates, don't ask questions you should already know the answers to, leave the topic of salary to the second interview phase, and don't try to be funny by asking your interviewer similar interview questions.

 

Asking the right questions at interview can be tough – especially given how many there are you probably want to ask.

Some are helpful, some irrelevant, and some you shouldn't ask at all.

Here are 5 questions you should leave out of the interview process.

1. Why You Shouldn't Ask "Why Did You Bring Me in Today?" 


You might be tempted to throw a curveball back at the hiring manager during the interview – but trust us, questions like this won't help you stand out in a good way. 

Don't be a smart alec – you're there to impress by demonstrating your value. Not by trying to play mind games.

2. Avoid Asking "How Many Other Candidates Are You Interviewing?" 


At best, the interviewer will politely give you a rough number. At worst, they'll politely tell you that it's none of your business – and quite rightly!

Either way, it makes no difference to your ability to do a job. And that's what this process is ultimately about.

3. Why Asking About "What Are the Hours?" Could Backfire 


In theory this isn't a terrible question, but you probably won't be able to ask it without sounding like you're a clock watcher. And that can be a tough impression to shake. 

Our advice here is – if they mention it, great! If not, keep it zipped!

4. Who Are Your Competitors?" – A Question to Avoid 


You might think you're delving into the nitty gritty of the role and trying to get in the mindset of an employee, but the truth is you just sound like you haven't done your homework. You should already know this!

5. Don't Bring Up Salary in the First Interview 


You shouldn't really be thinking about salary and benefits in the first round of interviews. 

As a general rule, it's probably best to steer away from any question that sounds like you're assuming you already got the job – save it for the final stages!

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