How to Tackle a Successful Team Lift-Out: A Guide for Hospitality & Real Estate Hiring Leaders

In the world of Hospitality & Real Estate Talent Acquisition, few moves are as bold or as high-impact as a team lift-out. 

Rather than hiring individuals one at a time, a team Lift-Out involves acquiring an entire group of professionals typically from the same company who already work together seamlessly.

Done well, this strategy can instantly inject capability, culture, and commercial advantage into your business. Done poorly, it can backfire dramatically, leading to legal complications, cultural clashes, or retention risks.

Here’s how to approach a team lift-out the right way especially in a competitive, high-stakes sector.

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What Is a Team Lift-Out?

A team Lift-Out (also called a “team move”) is when an organization recruits multiple members of a functioning team from another firm, usually all at once or within a short period. It typically includes key talent such as:

▪️ Partners or senior leaders

▪️ Revenue generators

▪️ Analysts and support staff

▪️ Occasionally, client portfolios or deal pipelines

In Hospitality or Real Estate, this could be a capital markets team, a valuation group, or even a development consultancy unit.

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Why Companies Pursue Team Lift-Outs

Team Lift-Outs are attractive because they offer:

▪️ Instant scale in a new service line or region

▪️ Proven team chemistry and established workflows

▪️ Access to new clients or a shift in market share

▪️ A faster alternative to building a function from scratch

For example, hiring a well-established capital markets team from a competitor could mean immediate access to high-value mandates and deal flow.

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Step 1: Define the Strategic Objective

Before approaching any candidates, be crystal clear on your “why.”

▪️ Are you entering a new market?

▪️ Do you want to strengthen a particular service line?

▪️ Are you addressing a talent gap that individual hires can’t solve?

A team Lift-Out should always align with your business strategy, not just react to market trends. It’s a significant investment financially and culturally so clarity of purpose is key.

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Step 2: Identify the Right Team

This is where Search Partners like us play a vital role.

We help clients:

▪️ Map the talent landscape

▪️ Identify cohesive, high-performing teams in rival firms

▪️ Assess the reputation, dynamics, and revenue impact of potential targets

▪️ Discreetly gauge interest and openness to a move

The best teams to lift out are those with:

▪️ Strong internal relationships and low churn

▪️ Clear leadership and structure

▪️ A history of hitting commercial targets

▪️ Alignment in values and working style

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Step 3: Understand the Legal Boundaries

Team Lift-Outs sit in a legal grey area and mishandling them can result in injunctions, lawsuits, or reputational damage.

Key legal considerations include:

▪️ Restrictive covenants (non-competes, non-solicits, notice periods)

▪️ Confidential information and trade secrets

▪️ Fiduciary duties of senior team members

▪️ Timing and coordination of resignations

You must engage Employment Lawyers early in the process to ensure compliance and mitigate risk. Even if your target Candidates are enthusiastic, failing to follow legal protocol can derail the entire strategy.

In the UK, the courts often scrutinize whether the Lift-Out was “pre-planned” while Employees were still under contract. Transparency and careful sequencing are critical.

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Step 4: Handle the Offer & Transition Carefully

Making an offer to a team is more complex than offering a role to one individual.

You’ll need to:

▪️ Align packages for the group while recognizing internal hierarchies

▪️ Be transparent about goals, timelines, and expectations

▪️ Reassure them about onboarding support, client transition, and integration

▪️ Address relocation (if cross-border or regional)

▪️ Provide clarity on what happens if not all members accept

This is a moment where communication, empathy, and agility are key. People may need time, reassurance, or individual negotiations.

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Step 5: Plan the Integration from Day One

Hiring the team is only half the battle. Retaining & integrating them is just as important.

You should have:

▪️ A clear onboarding plan that reflects their seniority and structure

▪️ A process for blending with existing teams (especially if there’s overlap)

▪️ Internal messaging to manage perception and avoid friction

▪️ Leadership support to help them settle and perform

Lift-Outs can trigger internal tension particularly if they come with higher salaries or fast-tracked roles. Internal communication should reinforce that the move is strategic and beneficial for the business as a whole. It is best practice to ensure the integration for the first 18 months is preplanned and considered. 

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Step 6: Be Ready for Fallout

Even with the cleanest execution, a team Lift-Out may prompt:

▪️ Pushback from the former Employer

▪️ Counteroffers

▪️ Rumors or media coverage in tight-knit sectors

This is why discretion, legal protection, and consistent messaging are essential. You may also want to prepare client transition plans if the team brings relationships with them.

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Final Thoughts

A successful Team Lift-Out can reshape your business giving you competitive advantage, immediate capability, and a strong cultural injection. But it’s also one of the most delicate plays in Talent Acquisition.

If you’re considering it, surround yourself with experienced advisors from Legal Counsel to specialist Search Partners who understand the unique dynamics of sector. When executed thoughtfully, a Team Lift-Out isn’t just a bold move it’s a strategic masterstroke.

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