This paper seeks to address a neglected consideration in the development of tourism in remote and extreme destination areas, that of the recruitment, training and management of people in the right quantity and of an appropriate quality to meet the needs of increasingly demanding and sophisticated international travellers and “adventurers”. Issues addressed include the impact of seasonality on work in remote areas; the recruitment and initial training of tourism staff, both local and from outside of the community; retention and career development opportunities; and the role of public sector agencies in supporting the tourism sector in meeting its service delivery requirements through people in remote areas. Keywords: Human Resources, Remote Destinations, Labour Market, Recruitment, Retention and Training.