Recruit, employ, deploy, manage
Four services that work on their own or combine into a single managed contract. Most clients start with one and move to the full arrangement within a season.
Finding people who are still there in August
Volume hospitality recruitment does not fail at the sourcing stage. It fails six weeks later, when the commute turns out to be impossible, the shift pattern clashes with a second job, or the role was described more generously than it deserved.
We screen for those things as hard as we screen for experience. Where somebody lives, how they will get to a 6am start, whether they have worked that pace before. It is unglamorous and it is the single biggest factor in whether a season goes smoothly.
Standing pools for repeat roles
Housekeeping, kitchen porters, waiting staff and front office turn over every season in predictable volumes. We keep live pools for those roles, so a peak request becomes a call off rather than a fresh search.
Practical assessment
Kitchen and service candidates are trade tested before they reach a shortlist. A CV will not tell you whether somebody can hold a section on a Saturday night.
Documented decisions
Every shortlist records who was considered and why others were not. This is what makes a Jobsplus justification straightforward rather than a scramble.
Reference checking
Previous employers contacted directly, with gaps in employment history raised and explained rather than ignored.
We employ them. You direct them.
Staff sit on our contracts and our payroll. You get the hours you booked and a single invoice, without taking on the employment relationship or the liabilities attached to it.
This is the part clients underestimate. A worker on your own books brings contracts, contributions, leave accrual, sick pay, termination rules and employer liability. Multiply that across a seasonal team and it becomes a second job for somebody in your office.
Contracts of employment
Issued to Maltese and EU standards, with the correct legal basis for fixed term and seasonal work rather than a generic template.
Payroll and contributions
Run monthly with social security, tax and leave accrual handled and reported.
Employer liability insurance
In force for every worker on assignment, with certificates available to you on request.
Timesheets and invoicing
Approved by your duty manager, then reconciled to the invoice line by line so you can see exactly what you are paying for.
Hotel departments, at sea
A different rulebook, not a harder version of the same one
Cruise and yacht placements are governed by maritime convention rather than ordinary employment law. Seafarer employment agreements, hours of rest, medical fitness and repatriation cover are not optional extras. They are the conditions under which a vessel is allowed to sail.
We verify basic safety training and role specific certification, and confirm both are in date before anyone travels. Flights, visas and port transfers are arranged to the join date. Relief is scheduled ahead of contract end, so a department is never short at changeover.
An operator who finds out at the gangway that a crew member's certification expired last month has a problem that costs far more than the placement.
A department, run for you
For housekeeping and apartment turnaround especially, the full service option. We supply the team, the supervisor and the schedule, and hold to an agreed standard and completion time rather than an agreed number of bodies.
It changes what you are buying. Instead of paying for hours and hoping the rooms get done, you contract for rooms completed to a written standard by a stated time.
Agreed written standards
Room and unit standards documented and checked by our supervisor, rather than left to interpretation on the day.
Cover included
Absence is our problem. The team size you contracted is the team size that turns up.
Priced how you budget
Per room, per unit or per shift, whichever matches the way you actually plan and forecast.