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      Coming from a hospitality background, a 5-star customer service has become part of who I am as a person. When I meet with potential concierge candidates it is vital for me to see this attribute within them also. I have always been taught that it is the invisible service (that something special) that has the biggest impact on a customer (or a resident in this case). OPR want to find and represent concierge who have this very quality.

      There are thousands of Concierge within London and when we are instructed on new role, we tend to get 200-300 applications per position. So, the key to being able to find the right candidate out of these applicants requires a healthy balance of the following attributes:

      • Humble, loyal and trustworthy
      • Customer service focused
      • A genuine love of the job
      • Impeccably presented
      • Technical ability
      • Shows initiative
      • Punctual
      • Calm

      I have been taught to live and breathe exemplary service when dealing with customers. Within the first 30 seconds of meeting a potential candidate these attributes are easily identified in the very best Concierge. It sounds painfully obvious but if someone has come to meet me and they are overly chatty and a bit jittery, I question whether they would be calm under pressure or be a professional face for the front desk – and the honest answer is probably not! In my opinion, I believe a Concierge has one of the most important roles on a development. They are often the first person a resident will see in the morning or last thing at night. They are the person you go to when your mail is missing, when you have an emergency and the person that ensures your home is kept secure. You want to be able to look at this person and know that you are in safe hands.

      Some of the Concierge that I have met with have impeccable standards, however, they would drown on a development of 600 units (and they do not always know this!). On the other hand, I have met with exceptional concierge who would not have enough work to keep them busy on a development of 10 units. Identifying this difference is key to ensuring we do not waste their time or in fact yours.

      The most common response I get when asking what a candidate is looking for in their search is ‘progression’. The problem with this is that it has become almost a generic answer that candidates expect that we (recruiters and employers alike) want to hear. This is not the case. It is what that progression looks like to them and how we can align that with a client that can genuinely offer them this path. There is no point in me sending a Concierge to a small development with no team when their main goal is to grow into management – they will simply leave as soon as they find what they are looking for elsewhere. The only way to qualify this is we meet every single concierge that we represent at OPR, there is simply no other way. These attributes only really touch the surface of how we qualify the right Concierge for your development when sifting through 200+ applications, this is what separates us and ensures that we find you the absolute best. Please speak with Lucy at OPR for further advice on your recruitment needs.

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