Welcome to AHTA

No matter the size or scale of your property, American Hospitality Talent Acquisition (AHTA) can help meet your Talent Acquisition needs. In an effort to address talent acquisition challenges as an industry, AHTA has developed a comprehensive holistic solution that helps resorts and hotels to hire to succeed not just survive.

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About Us

American Hospitality Talent Acquisition (AHTA) is a division of Cornerstone RPO (2005), one of the most diverse Recruitment Process Outsourcing firms in the United States.

At AHTA, we’re inventing the next generation of Resort and Hotel Talent Acquisition by leveraging our industry leading expertise and talent acquisition subject matter experts.

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Our Services

As a member of the AHTA organization you will receive:

  • In-depth analysis of your recruiting process to identify gaps and areas for improvement
  • Customized Talent Acquisition plan based off your demand and timeline
  • Customized Sourcing Strategy
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Careers In Hospitality

Careers In Hospitality
Thinking about starting a career in the hospitality industry? Congratulations! There are many advantages of working in the hospitality industry, which covers resorts, hotels, golf clubs, spas and related companies. The perks of the job are more colorful than in most other careers, which is why many individuals opt for hospitality careers. A job in the hospitality industry allows a great deal of freedom and mobility, as well as the rare opportunity to meet, service, and interact with people from all walks and corners of life.

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A five-star resort approached AHTA with a common industry wide problem. Due to their remote location, the candidate pool for 600 summer seasonal positions and 200 additional non-seasonal positions was very low. So low that it was becoming difficult to fill the critical roles and was adversely affecting the resort. Management at this resort had no other options but to use existing employees to try and fill the gaps. The end result was a massive expenditure in overtime and overworked employees. We knew from experience that these were great hoteliers, but they needed our help in talent acquisition.

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The size of our recruitment team scaled up and down to meet the current and future demand and “Precruitment” allowed us to make sure that the pipeline for candidates was filled with the right resources at the right time. By planning ahead, we were able to identify candidates early and reduce the need for emergency expensive third-party search fees. In this way, we saved the client $200,000 in third-party fees and significantly reduced the cost per hire. By meeting the client’s talent acquisition goals, we also saved the resort millions of dollars in unnecessary overtime. Our team raised employee morale, candidate satisfaction, and customer satisfaction. AHTA did what we do best, so that the resort could focus on maintaining its record of exceptional service.

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Due to the sheer scope of the client’s needs, AHTA decided that the best option for them would be a full-service outsourced internal recruiting department. Only a fully staffed department complete with consultants, technology, and the proper tools could eliminate unnecessary overtime and address the limited candidate pool. One of those essential tools was “Precruitment” – a proactive approach to make sure the client had the right employees at the right time.