How we helped SRS Collection fill a Sales Manager Role

There is a particular kind of pressure that comes with running a luxury hospitality business in Lagos. Your properties have to be impeccable. Your service has to be consistent. And the person you put in front of corporate clients and high-value guests to sell that experience has to embody every bit of what your brand promises before they say a single word.

SRS Collection had built that brand. Three boutique properties centrally located in Lagos, each one positioned at the intersection of wellness, lifestyle, and business hospitality. The kind of properties where business travellers expect seamless service and leisure guests expect to be genuinely transported. The kind of brand where a wrong hire in a senior commercial role costs revenue and reputation.

The Problem: Finding a Sales Manager who understood luxury 

SRS was growing. And growth, at a certain point, demands commercial leadership that the founding team alone cannot carry.

They had never had a dedicated Sales Manager before. This wasn't a replacement hire; it was the creation of a role that would be responsible for driving revenue across both their corporate and leisure segments. Corporate bookings, business travel partnerships, and event clientele on one side. Lifestyle guests and high-net-worth leisure seekers on the other. The person stepping into this role would need to understand both conversations and hold them with equal confidence.

The Scalein Approach: Shortlisting on Substance, Not Just Availability 

Scalein ran the search with a clear brief: find candidates who could operate credibly across both corporate and leisure sales, represent a premium brand without being coached to do so, and grow into a role that would become increasingly strategic as SRS expanded.

That meant going beyond CVs. Scalein vetted candidates against SRS's specific commercial context, like the nature of their properties, the profile of their clientele, and the standard their brand had spent years establishing. Every candidate that made it to SRS's table had been assessed not just for sales competence but for brand fit.

SRS made the final call. But they made it from a shortlist that had already done the hard work of filtering out everyone who wasn't ready for what the role actually required.

The Result: A First Hire Made With Confidence 

SRS filled a business-critical, first-of-its-kind role without the risk and noise of an unstructured search. The right candidate was placed. The commercial function that SRS needed to scale had its leader.