Paathz Opens for Beta: Building Hiring Infrastructure for Hospitality

More than 30,000 hospitality professionals joined Paathz before a single employer role went live. 

Since the platform opened its beta, a further 10,000 professionals have signed up, bringing the total community to more than 40,000 hospitality candidates across its growing markets. 

For Paathz, that early demand points to a wider problem within hospitality recruitment. The industry is not only struggling to attract people. It is also struggling to identify, understand and match the talent already available. 

Hospitality’s labour shortage is not only a supply problem. It is a visibility problem. Qualified professionals are already moving between properties, departments, brands and countries. What is often missing is the infrastructure that allows employers to see that talent clearly and understand who is genuinely suited to a particular role.

Ayush Soota, Co-Founder and CEO of Paathz

Paathz has opened its beta to employers across Indonesia, Singapore, the Philippines, Thailand, Malaysia, Spain and Switzerland. The platform is designed to provide a hiring infrastructure layer built specifically around the realities of hospitality recruitment. 

Rather than focusing on generating higher application volumes, Paathz aims to help employers structure candidate information, identify relevant talent and make stronger hiring decisions with better information. 

What Paathz Does 

Traditional CVs remain an important part of recruitment, but they often provide only a limited view of a hospitality professional. 

A CV may show where someone has worked, which positions they have held and how long they stayed with each employer. It does not always explain the operational context behind that experience. 

A front office role at a city business hotel may require a different set of capabilities from the same role at a luxury resort. Experience in a high-volume restaurant may not translate directly into fine dining. A position at an independent property may involve broader responsibilities than an equivalent title within an international group. 

Job titles alone rarely capture these differences. 

Paathz helps employers understand candidates beyond the limits of a traditional CV by organising information such as professional experience, skills, languages, availability, mobility, career preferences and familiarity with hospitality systems. 

Candidates can also provide short video answers that give employers additional context about how they communicate and present themselves. 

The platform then makes this information easier to compare across applicants. 

For employers, the goal is not to remove the CV or replace established recruitment processes. It is to make relevant candidate information clearer, more structured and easier to interpret. 

This allows hiring teams to look beyond familiar job titles, recognisable brands and keyword-heavy applications when building a shortlist. 

Moving Beyond Application Volume 

Hospitality employers often receive large numbers of applications, but application volume does not necessarily produce better hiring outcomes. 

A strong candidate may already be present within the recruitment funnel, but their experience may be difficult to identify inside an unstructured CV, an inbox or a traditional applicant tracking system. 

At the same time, hiring teams may spend significant amounts of time reviewing applicants who do not match the role, property or location. 

This is particularly challenging in hospitality, where recruitment is frequently handled by human resources teams, department heads and general managers who are also balancing demanding operational responsibilities. 

Paathz is designed to help employers move from a large and inconsistent pool of applications towards a smaller and more relevant shortlist. 

Its matching system considers hospitality-specific information, including role experience, service environment, language ability, skills, availability and location preferences. 

The aim is not to generate more applications. 

It is to help employers understand which candidates deserve closer consideration. 

Human-Centric by Design 

Artificial intelligence plays a supporting role within the Paathz platform. 

AI in Paathz scans, structures and matches candidate information to support hiring teams. It does not make hiring decisions. 

The technology is used to organise candidate data, identify relevant signals and surface profiles that may otherwise be overlooked. Final decisions remain with the employers and hiring managers using the platform. 

That distinction is central to Paathz’s positioning. 

Hospitality is built around service, communication, personality and human judgement. These factors cannot be reduced to a fully automated hiring decision. 

Instead, Paathz uses technology to remove repetitive screening work and provide hiring teams with better information earlier in the recruitment process. 

The platform also remains transparent about the information shown within candidate profiles. 

Candidate information is structured and organised for comparison, but not independently verified by Paathz. 

Employers remain responsible for conducting their usual interviews, reference checks and due diligence before making a hire. 

Built With the Industry 

The platform’s development has been shaped through conversations with hospitality employers, operators, schools and professionals across Europe and Asia. 

The more than 30,000 professionals who joined Paathz before employer roles were available provided an early indication of demand from the talent side of the market. A further 10,000 sign-ups following the beta opening have brought the community to more than 40,000 professionals. 

Paathz has also been developing relationships across the hospitality ecosystem, including engagement with the EHL Innovation Hub. 

Alongside this, the company has been working with a growing number of employers across its launch markets, ranging from independent properties to international hospitality groups. 

Feedback from these employers will help shape the platform as the beta develops, particularly around candidate matching, hiring signals and the way talent is structured across different hospitality roles and markets. 

Joining the Beta 

Employers can register directly through Paathz or contact Paathz to request a demonstration of the platform. 

Access is being expanded progressively, allowing employer feedback to inform how the platform develops before a wider rollout. 

For hospitality professionals, joining Paathz is free. Candidates can create a profile, provide information about their experience and preferences, and explore opportunities available across the platform’s markets. 

The beta represents the first major test of Paathz’s central thesis: that hospitality recruitment requires more than another place to publish vacancies. 

It requires infrastructure that helps employers see, structure and match talent beyond the limits of CVs and traditional job boards. 

Hospitality will continue to face genuine labour supply challenges. But attracting more applicants alone will not solve them. 

The industry must also become better at recognising the experience, skills and potential already present within its workforce. 

Paathz is building the infrastructure intended to make that talent visible. 

Media Contacts

Ayush Soota

CEO [email protected]

Luc Minnich

CO COO [email protected]

Jan Jansen

CO COO [email protected]