Turn your hiring from a cost center into a competitive advantage. Attract aligned talent before you even post the job.
Are you tired of the same hiring cycle? Someone quits → panic post on Seek → rush interviews → hope they stick → repeat in 6 weeks?You're not alone. Australian hotels face the nation's highest turnover crisis—74% annual rates—costing AU$40,000-50,000+ per departure. With 13,400+ unfilled positions and growing international recruitment desperation (206% increase in visa applications), the hiring model is broken.But What If There Was A Better Way?My name is Liberty. 20 years in hospitality operations, including experiencing burnout that nearly broke me. The constant hiring stress, turnover cycle, and team exhaustion is real. Now I help hotels and their teams break free from that cycle with approaches like "Here's Our First Date".💌And now, I want to share everything I know with you — because what nearly broke me is exactly what equipped me to help you break free.
💼 Who This Is For:
Hotel Owners tired of constant turnover and hiring panic
General Managers looking for sustainable talent strategies
Operations Managers frustrated with cultural misfits
HR Leaders seeking better retention approaches
🎁 What You'll Get:
✅ 5 detailed emails (one per day) breaking down each mistake and the transformation approach
✅ Industry cost insights showing the real financial impact of reactive hiring
✅ Industry examples from boutique hotels to major chains
✅ Strategic insights on moving from reactive to proactive hiring
✅ Here's Our First Date concept — the core of The Reverse Hiring Funnel
What You'll Learn in This 5-Day Course:
Day 1: How to transform hiring from reactive scrambling into proactive culture storytellingDay 2: Why onboarding actually starts before someone applies — and how to use this for retentionDay 3: The transparency-first approach that builds trust through complete compensation honestyDay 4: How to give new hires operational context so they understand your flow before Day 1Day 5: Building a talent waitlist of pre-aligned candidates who want to work with you
Here's the complete breakdown:
Day 1: Mistake # 1 -Treating Hiring Like a Task, Not a Story
The Problem: You only think about hiring when someone quits, turning it into panic-driven damage control.
The Cost: Generic job ads attract availability, not alignment. You get applicants who need work, not people who want to be part of what you're building.
What Changes: Transform hiring from a reactive task into proactive culture storytelling through your Here's Our First Date approach.
ROI Impact: Stop competing for available candidates and start attracting committed ones.Day 2: Mistake #2 - Waiting Until Day 1 to Start OnboardingThe Problem: New hires walk in unsure about team dynamics, dress codes, and what success actually looks like.
The Cost: Industry research suggests significant new hire attrition within 90 days—many decide within the first two weeks. This signals that onboarding friction isn't a small issue; it's an industry-wide pattern.
What Changes: Pre-onboard through your hiring funnel so they arrive feeling prepared, not guarded.
ROI Impact: Significant retention improvement potential when people know what success looks like upfrontDay 3: Mistakes #3 - Zero Transparency About Compensation & Perks
The Problem: You hide salary ranges behind "competitive package" language, creating distrust and attracting misaligned candidates.
The Cost: Misaligned compensation drives 40%+ of early resignations. Time wasted on interviews when pay expectations don't match.
What Changes: Complete transparency about compensation and total value package builds trust from the start.
ROI Impact: Only genuinely interested candidates apply, reducing wasted interview time and early exits.Day 4: Mistake #4 - No Operational Context About Daily Systems & ProcessesThe Problem: You expect culture absorption through osmosis rather than intentional communication.
The Cost: New hires feel like outsiders trying to decode unspoken rules, leading to stress and early exits.
What Changes: Provide systems preview and operational context before Day 1.
ROI Impact: Cultural pre-screening eliminates costly misfits and awkward goodbyes.Day 5: Mistake #5- Relying on Job Ads Instead of Building a Talent WaitlistThe Problem:You chase available candidates instead of attracting aligned people who aren't actively looking.
The Cost: Emergency postings (AU$800-2,400+), agency fees (15-25% of salary), and rushed decisions that lead to quick turnover.
What Changes: Build ongoing relationships with people who could be perfect for your culture — before you need them.
ROI Impact: Proactive talent pipelines cost substantially less than reactive panic hiring
This isn't about hiring faster. It's about creating a team that feels like home before Day 1. A place where energy flows, culture attracts, and retention becomes the natural result of alignment — not policies.
Every property's approach looks different — a luxury boutique's FIRST DATE feels sophisticated and curated, while a coastal retreat's is relaxed and authentic.
The framework is universal, but the magic happens in creating something authentically yours.
Join forward-thinking hotel operators who are moving beyond reactive hiring cycles and building sustainable talent pipelines that reflect their unique culture.
Enter your email and get Day 1 in your inbox tomorrow morning.
A note will arrive shortly in your inbox from me, Liberty
Inside, you'll find insights to understand our journey through The Reverse Hiring Funnel — where we're about to turn everything you thought you knew about hiring upside down.
If anything feels unclear, just reply—I'm here to help (and I love a good chat about why hiring should feel more like dating).In the meantime, check your inbox (and your spam folder, just in case).
P.S:
If you don't see the email within a few minutes, it may have quietly slipped into your spam or promotions folder.
(Email filters don't always recognize revolutionary hiring advice. Apparently, suggesting that recruitment should involve "chemistry" and "first dates" makes algorithms nervous.) Chances are it ended up there.Since I'm relatively new to sending emails to my list, sometimes the "email algorithms" think I'm either a robot 🤖 or running some sort of hospitality matchmaking service! They're not entirely wrong about the second part...😄P.P.S:
While you wait, feel free to ponder this: When was the last time you were genuinely excited about a job interview? Exactly. That's what we're here to fix.