Internal Hiring

The Secret to LHC International’s Success – And How You Can Be Part of It

At LHC International, our success is driven by one core principle: empowering our team to grow together. From our roots in hospitality, we’ve expanded globally, with an exciting new office set to open in Dubai. But what’s behind this success, and how can you be part of it? In this interview with Garry Levin, Founder & MD, and Victor Mogilev, Partner & MD for APAC, we discuss the key to LHC International’s growth, the unique company culture, and how we develop and support our team members.

Interview

Can you share why LHC decided to specialize in hospitality and real estate? What’s the story behind that?

Garry: Sure! LHC’s roots are deeply connected to the hospitality sector. Myself and almost 90% of the team have backgrounds in hospitality. When we started in 2013, hospitality was the core of our business. Over the years, we’ve grown into a well-established brand in both hospitality and real estate. We began with property-based roles in Germany, and quickly expanded into other countries and various areas of hospitality. One of the major pillars of our growth became the hospitality real estate segment. Today, we cover executive, GM, VP, and C-suite roles across the entire hospitality value chain.

You’ve seen a lot of growth in recent years, especially with the new office in Dubai. What do you think is the secret behind LHC’s success?

Victor: Over the past decade, LHC has gone through a lot of trial and error to truly understand the company’s DNA. Our success in recent years has likely come from a deep focus on our core business and expanding in the right areas towards where are best at. In the beginning, it was challenging to let go of some business to other firms, but that focus on our niche and value proposition has been essential. Now, our efforts are super focussed on Executive Search within the global hospitality and operational real estate sectors.

With all the success and growth, how do you plan to expand further, both regionally and with your team?

Garry: Our strategy is to remain a boutique firm. We take a ‘think global, act local’ approach, aiming to create more synergies between our offices while respecting and adapting to local cultures and business practices. Maintaining this boutique character is essential to us. That’s why we operate as an international team, but always with strong, locally-rooted relationships with our clients and Executive Search Leaders.

How does LHC keep its strong culture intact as it expands globally?

Victor: That’s a great question. As we grow, it’s essential to maintain our core values, like collaboration, trust, and open communication. We make sure to align every team, no matter where they’re based, with the mission and values of the company. While the geographic distances may be greater, we remain united by our shared vision. Our culture is what connects us all, and as long as we keep that strong, we can adapt to any global expansion.

What role does technology and innovation play in your recruitment processes?

Garry: Technology and innovation play an increasingly important role in enhancing the efficiency and reach of our recruitment processes. AI-powered candidate matching, data analytics, and advanced communication platforms help streamline workflows, improve candidate sourcing, and provide faster insights. However, when it comes to senior leadership recruitment, we firmly believe the human element remains irreplaceable. While technology can support and accelerate certain aspects of the process, trust and personal relationships are essential when making critical decisions about who will lead an organization. The face-to-face or virtual conversations between candidates and hiring managers build the foundation of this trust, something technology cannot replicate. Ultimately, hiring senior executives is not just about matching skills to job descriptions – it’s about finding individuals who align with the company’s vision, culture, and leadership needs. That personal connection is crucial, as businesses entrust key roles to individuals who will significantly impact their success. While we embrace technological advancements, we remain dedicated to the interpersonal aspects of recruitment that are at the core of finding the right leadership fit.

One thing that stands out about LHC is its long team tenure. What’s the reason behind that?

Victor: It’s definitely a point of pride for us. We’ve been growing steadily, and with that growth comes a lot of new challenges and opportunities. We believe in promoting from within, giving our team members the chance to take on new assignments and responsibilities. The key here is trust. We value long-term relationships – both within our team and with our clients – and that loyalty and trust contribute to the team’s long tenure. If people are motivated and supported, they stay, and they grow with us. At the end of the day, this business is all about relationships, and that commitment is at the heart of our success.

What makes LHC International an attractive place to work?

Garry: We give our team the freedom to explore their ideas, to think outside the box, allowing everyone to truly be themselves. A successful advisor is an authentic advisor, and that’s a quality we deeply encourage. However, it also requires finding individuals who can handle that level of autonomy. We work within a vast international network of experts – clients, candidates, and consultants – and going forward, we’re focused on creating even more synergies across this network.

When it comes to hiring new team members, what qualities are you looking for? Is it more about skills, motivation, or personality?

Victor: When hiring new team members, we value a balance between personality, motivation, and industry experience. While skills are important, particularly those developed through years of working in the hospitality sector, we believe that motivation and personality are the foundation for long-term success in our business.

Our team members often come from diverse backgrounds within the hospitality industry, such as operations, F&B, and commercial roles, which provide a rich perspective. We look for individuals who bring maturity, experience, and a passion for building relationships. Ultimately, the right personality and motivation, paired with relevant industry experience, create the ideal match for us.

How does LHC support the professional development and growth of its team members?

Garry: We foster a culture of open communication, direct feedback, and teamwork, along with continuous market training. Regular meetings allow us to discuss our current portfolio, tackle challenges, and review projects, which drives continuous improvement. When someone is motivated to learn, we provide all the support they need to keep growing. Our aim is not just to drive individual development but also to empower the team to help shape the company’s future, guided by a long-term vision.

What are the key qualities you look for in senior-level consultants joining LHC?

Victor: We look for three key qualities in senior-level consultants: personality, motivation, and a genuine interest in the industry. When these qualities are paired with relevant experience and a true interest in hospitality and real estate, we don’t think twice.

Thank you, Garry and Victor, for your time and insights!

Join a Culture of Growth, Innovation, and Impact at LHC International

LHC International isn’t just about business – it’s about creating an environment where people thrive, where relationships are key, and where your personal and professional growth is part of the company’s success story. If you’re someone who is motivated, entrepreneurial, and passionate about shaping the future of hospitality and real estate executive search, we’d be glad to hear from you.

Ready to take the next step in your career? Apply now and be part of our exciting journey.