Travel and mobility never stands still. Your hiring shouldn't either.
If you lead Finance in a travel or mobility business, you'll know how quickly a hiring plan can go out of date. Demand moves with the seasons, new routes and regions come on stream, and priorities can change halfway through the year.
We help CFOs, Finance Directors and Heads of FP&A build a hiring function that flexes with the business, instead of being rebuilt every time plans change.
See who we support525
hires for Uber
116
GTM hires for Bolt
23
day avg. time to hire at Uber
91%
offer acceptance at Uber
Most hiring functions were built for a steadier world
They're usually designed around an annual plan, a fixed team and a steady flow of roles. That works when the business behaves as expected, but in travel and mobility it rarely does. Finance teams end up redesigning their approach every time demand shifts, which drains the team and slows the business down.
What reactive hiring really costs
When hiring costs come under scrutiny, the conversation usually starts with agency fees. They're easy to see on a budget line, but they're only part of the picture.
When hiring reacts to changing priorities instead of planning for them, short-term pressure crowds out longer-term workforce goals. Candidates notice rushed processes and paused roles, hiring managers lose confidence, and the organisation gets slower to respond next time.
How ready is your hiring for the next change?
Change will keep coming, so the useful question is how well your hiring model would cope. The Cost of Hiring Volatility Calculator helps you find out in a few minutes. It's built for travel and mobility businesses and shows where reactive hiring is quietly costing you the most.
Use the Cost of Hiring Volatility Calculator
What 525 hires at Uber taught us
Our work with Uber taught us a lot about how resilience really works. The businesses that handle change best aren't always the ones with the largest teams or budgets. They're the ones whose hiring can flex as priorities change, so they never have to start again when the plan moves.
525
hires
23
days avg.
time to hire
91%
offer acceptance
We've seen the same with other travel and mobility businesses, from 116 go-to-market hires across 15 countries for Bolt, to dedicated Business and Tech hiring for GetYourGuide and embedded recruitment across Tech, Product and go-to-market at Blacklane.
Capability over capacity
For a long time, conversations about hiring have been about capacity: how many recruiters you need and how big the team should be. Those are fair questions, but they don't tell you how you'll get the right expertise when the business changes direction.
We give you access to the hiring expertise you need, when you need it, instead of a bigger structure built around uncertainty. You can scale up or down without redesigning the team, candidates and hiring managers get a consistent experience when priorities move, and hiring runs on a repeatable model rather than a few people working flat out.
See our hiring modelsWorth comparing approaches?
Most travel and mobility businesses look very different from a few years ago. If you're reviewing how your hiring is set up for what comes next, we'd be happy to talk it through and share what we've seen work across the sector.
Book a discovery call