What If I Were … Isadore Sharp and I Was Hired to Recruit for the Hospitality Industry, Globally?
Published 10.09.2025
Let’s say the white-gloved master of luxury service got called in—not to open a hotel, but to fix what’s broken in the global hospitality workforce.
What if Isadore Sharp—founder of Four Seasons, godfather of elegance without arrogance—was hired to recruit for the hospitality industry? Not regionally. Not for one brand. But globally.
What would change? Probably… everything.
1. We’d Stop Hiring to Fill Roles and Start Hiring to Build Culture
Sharp didn’t build hotels. He built belief systems—with marble floors, yes, but more importantly, with people who gave a damn.
If he were recruiting today, he wouldn’t just be scanning CVs. He’d be asking: “Will this person raise the temperature in the right way?”
Because one great hire isn’t just a body—it’s a ripple effect.
2. Every Interview Would Feel Like Check-In at a Five-Star Hotel
No ghosting. No cold calls from “recruitment specialists” who mispronounce your name.
You’d walk in and see your name printed on real paper—because someone took the time to read your CV before the call, not during it.
You’d be greeted like a guest. Asked real questions. Given real answers.
The process would be smooth, respectful, and—dare I say—elegant. Because recruiting isn’t just about talent acquisition. It’s about how you make people feel on the way in.
3. Global Wouldn’t Mean Generic
If Isadore Sharp was hiring globally, he wouldn’t be copy-pasting job specs across continents.
He’d respect nuance. Honour local culture. Expect the same service standards—but not the same story.
Because a brilliant GM in Bangkok doesn’t look or sound like a brilliant GM in Birmingham. And that’s a feature, not a bug.
4. The “Right Fit” Wouldn’t Just Be About Vibe
Plenty of companies hire for “culture fit.” Sharp would hire for culture contribution.
Can you lift the team? Can you model the standard? Can you make guests feel like they belong—even if they don’t speak the language?
That’s the work.
5. He’d Insist the Industry Fix Its Follow-Through
The hire is just the beginning. If Isadore Sharp were running global recruitment, there’d be structured onboarding, real mentorship, and a deep sense of accountability.
Because culture doesn’t survive neglect. And hospitality dies in silence.
6. Pay Would Match the Promise
Sharp knew the value of people. He didn’t build a luxury brand on minimum wage and “exposure.”
If he were in charge of hiring, compensation would reflect dignity, not desperation. And teams would be trained—not just to perform, but to grow.
7. The Global Hospitality Culture Would Reset
Not with one big hire. But with thousands of little moments: the right people, chosen carefully, showing up fully.
It would be a slow rebuild. A cultural recalibration. But eventually, it would show. In how we greet. In how we lead. In how we serve.
SO WHY WRITE THIS? Because if Isadore Sharp were asked to recruit for the hospitality industry today, he wouldn’t flood it with candidates.
He’d elevate it with intention.
And maybe that’s what we need—a new generation of service built not on convenience or credentials, but on care, presence, and pride.
Let's print the CVs and light the scented candle. We’ve got people to hire.
#MakeTheTeamSharp
(Just saying… would look great on a T-shirt.)