HospisHospis
Back

As an employer we're barely visible

For guests the house is an experience. For applicants it's a job ad with an address.

Typical for: properties away from the cities · businesses whose careers page is a list of vacancies · houses with a good team nobody knows about

Documented by Hospis

Updated: 23 October 2026

How you recognize it

  • The careers page consists of open positions and an email address
  • On social media there are rooms, mountains, plates, but no people who work here
  • Accommodation, meals, training, season model: all in place, explained nowhere
  • Applications arrive as a PDF by email and get an answer days later
  • Applicants don't know who runs the house, what the team is like, what a day looks like
  • The best people came through referral so far, and referral is never actively used

Matching Hospis

SF

Sophia Marie Fehr

Concept · Brand core & positioning
Works with Adobe Creative Cloud · Mews
Advise

Her core focus: making the story that carries for guests tellable for applicants too, offer, stance and presence from one core.

Mapped to root cause
Employer offerBrand coreVisibilityCareers page
View profilePersonally vetted · independent match
Javier Torrente

Javier Torrente

Operations · Concept · Team · Palma de Mallorca · German / English / Spanish
Works with protel · Mews · Mews POS · Smart Host
AdviseImplement

His core focus: keeping the path from interest to acceptance short, a simple application, a fast reply, referral as a fixed routine in the team.

Mapped to root cause
Application processResponse speedReferralTeam involvement
View profilePersonally vetted · independent match

Matching software

Tools appear here next to the problems they solved, marked as partners, with honest limits and the person who runs the rollout. No ranking.

Partner slot

Your software could be listed here.

No partner has documented a solution for this problem yet. A partner profile shows the problems your tool solved, its honest limits, and your implementation person as a Hospi.

Become a partnerSee all software partners

Which path fits your situation?

01

Diagnosis

390 € fixed price

A vetted Hospi analyses your situation in a structured way, in conversation and with a written result. Every statement clearly labelled: FACT, BENCHMARK, HYPOTHESIS or CONCLUSION. You get a concrete path, not a sales meeting.

  • A legitimate outcome is also: no engagement needed.
  • If an engagement follows, the diagnosis fee is fully credited.
02

Urgent support

Acute situation? Your case is reviewed with priority, with a response within 48 hours.

Cause fields and how to tell them apart

A house that is a brand for guests is usually no brand for applicants. Yet it's the same story, only never told in that direction.

These fields are complete, and many properties get there on their own. That is what this page is for. The cost simply does not appear on an invoice: internal hours, a few attempts, and a season that keeps running in the meantime.

01

There is no offer, only requirements

How you spot it

The ad lists tasks and prerequisites. What the house offers (accommodation, team, development, location, rhythm) is missing, because internally it goes without saying.

The way out

Write the employer offer down once as if it were a guest offer: what do you get here that you don't get elsewhere? Three clear points. Put those three points into every ad, onto the careers page, into every conversation.

02

The team is invisible

How you spot it

Outwardly the house shows rooms and landscape. The people who make the operation never appear, no faces, no names, no stories. Applicants cannot picture themselves as part of it.

The way out

Make the team visible: real people, real tasks, real sentences. One post a week showing someone from the house. That costs attention, not budget, and works on guests at the same time.

03

Applying is cumbersome

How you spot it

CV as a PDF, cover letter, photo, references, by email to a shared inbox. The answer comes when someone has time. Meanwhile the applicant has said yes somewhere else.

The way out

An application in two minutes from a phone: name, contact, role, availability. A reply within a day, a conversation within a week. Speed is the most effective recruiting tool there is.

04

Referral goes unused

How you spot it

The best employees came because someone on the team knew them. That happens by chance and is never encouraged. There is no invitation, no recognition, no process.

The way out

Make referral a fixed route: ask the team actively, keep the process simple, make recognition tangible. A team that likes working here is the most credible presence the house can have.

Frequently asked

Do we have to be on TikTok?
Only if the team wants to and can. Visibility starts on the channels the house already has, website, Instagram, Google. Show people there first.
We can't compete on salaries.
Pay is one factor, rarely the only one. Accommodation, predictability, team, development, many houses have more to offer here than they say.
Is this employer branding or marketing?
Both are the same story, told once for guests and once for applicants. If you have the guest side, you already have the largest part.

Describe your situation

The problem context is automatically included, you do not need to repeat anything.

Problem
As an employer we're barely visible

We use your details only to answer your request. Details are in our privacy policy.

Related situations

Staff shortage ahead of summer season

Rooms are booked, kitchens are not, and the season starts in six weeks.

View solution

Our pay model is no longer competitive

We lose applicants to neighbouring businesses.

View solution

Social channels look good but never convert

Lots of likes, no measurable bookings.

View solution
See all problems