Hiring the right hospitality leaders can determine whether a restaurant group scales successfully — or struggles with turnover, operational inconsistency, and stalled growth.
At JWB Hospitality, we work with restaurant groups, hotels, private clubs, and hospitality brands nationwide to recruit executive-level talent that drives operations forward.
Below are the top questions hospitality operators ask before partnering with a recruiting firm.
This FAQ was written by JW Bibbins, Founder of JWB Hospitality, based on experience recruiting hospitality executives for restaurants, hotels, resorts, and private clubs nationwide.
A hospitality recruiting firm helps restaurant groups, hotels, and hospitality companies identify, attract, vet, and hire high-level talent.
This includes positions such as:
At JWB Hospitality, every search begins with a discovery process to understand your business, leadership structure, company culture, growth objectives, and the specific qualities you're seeking in a leader. We then conduct confidential market research, proactively recruit passive candidates, thoroughly evaluate each executive, coordinate interviews, assist with offer negotiations, and support both the client and candidate throughout the hiring process.
The goal isn't simply to fill an open position—it's to identify a leader who will strengthen your organization and contribute to its long-term success.
Most top hospitality leaders are not actively applying to job postings.
The best candidates are often currently employed, performing well, and only open to the right opportunity if approached strategically and confidentially.
A hospitality recruiter gives restaurant groups access to:
This saves operators significant time while reducing costly hiring mistakes.
Executive search fees vary depending on the position, industry, location, seniority of the role, complexity of the search, urgency of the hiring needs and search firm, but most hospitality executive search firms charge between 20% and 33% of the hired candidate's first-year base salary.
Some firms work on a retained basis, where a portion of the fee is paid upfront, while others operate on a contingency basis, meaning a fee is only earned if a candidate is successfully hired.
At JWB Hospitality, we conduct executive searches on a contingency basis. Our professional fee is 20% of the candidate's first-year base salary, with no upfront retainer required. Clients only pay when a successful placement is made.
While cost is an important consideration, organizations should also evaluate the overall value of an executive search partner. An experienced hospitality executive search firm provides access to passive candidates, conducts confidential outreach, evaluates leadership and cultural fit, manages the interview process, assists with offer negotiations, and helps reduce the risk of a costly hiring mistake.
For leadership positions such as Chief Executive Officer (CEO), Chief Operating Officer (COO), General Manager, Executive Chef, Director of Operations, and Director of Food & Beverage, selecting the right executive can have a significant impact on financial performance, employee retention, guest satisfaction, and long-term organizational success. Choosing an executive search partner based on expertise and results—not simply the lowest fee—often delivers the greatest return on investment. While recruiting fees vary, the cost of making the wrong hire is usually far greater than investing in the right search partner.
JWB Hospitality specializes in executive and leadership hospitality placements, including:
We partner with independent restaurant groups, luxury hotels, lifestyle brands, fine dining concepts, and growth-stage hospitality companies.
Every executive search is unique, but most hospitality leadership searches are completed within 30 to 60 days, depending on the position, geographic market, interview process, relocation requirements, and candidate availability.
The process generally includes:
Senior executive searches, such as CEO or COO positions, may take longer due to the complexity of the role and the confidential nature of the search.
At JWB Hospitality, our average executive search is completed in approximately 39 days, while maintaining a strong focus on quality, cultural fit, and long-term retention rather than simply filling a position quickly.
The best hospitality leaders today combine operational excellence with emotional intelligence.
Restaurant groups increasingly look for leaders who can:
Technical skill alone is no longer enough in modern hospitality operations.
The hospitality industry continues to face several major hiring challenges, including:
Strong recruiting strategies help hospitality companies stay proactive rather than reactive in hiring.
Yes.
Many restaurant groups and hotels use hospitality recruiters for confidential leadership searches when:
Confidential recruiting protects both the business and current team dynamics during transitions.
If operational fires are preventing leadership from focusing on growth, development, and scalability, it may be time to strengthen your leadership team.
Common indicators include:
The right executive hire can dramatically improve operational performance.
JWB Hospitality combines deep hospitality industry experience with a highly personalized recruiting approach.
We understand hospitality operations firsthand and partner closely with clients to identify leaders who align with both operational goals and company culture.
Our focus is on long-term partnerships — not transactional placements.
Contact JWB Hospitality to discuss executive hospitality recruiting, leadership hiring, or confidential restaurant and hotel searches.
Whether you are scaling a restaurant group, opening a new concept, or strengthening operations, we help connect hospitality companies with proven leaders nationwide.
Hotels
Hiring a Hotel General Manager is one of the most important decisions a hotel owner or management company can make. While some organizations rely on internal promotions or job postings, many turn to hospitality executive search firms when hiring for leadership roles that require a proven track record, confidentiality, or specialized experience.
An executive search begins by understanding the property's goals, ownership structure, brand standards, culture, financial objectives, and leadership needs. Rather than waiting for applications, executive recruiters proactively identify and engage experienced General Managers who are already leading successful hotels and may not be actively seeking a new opportunity.
Throughout the search, candidates are evaluated on operational expertise, financial performance, leadership style, guest service philosophy, team development, and cultural fit. The process typically includes confidential outreach, in-depth interviews, reference checks, interview coordination, and offer negotiation.
For luxury hotels, resorts, boutique properties, and lifestyle brands, executive search often provides access to a much stronger pool of candidates than traditional recruiting methods.
An exceptional Hotel General Manager does far more than oversee daily operations. The best GMs create memorable guest experiences while building high-performing teams, driving financial performance, and establishing a culture of accountability and service.
Successful Hotel General Managers typically possess:
Equally important is cultural fit. Every hotel has its own identity, ownership philosophy, and guest expectations. The most successful General Managers understand how to align operational excellence with the unique character of the property while inspiring employees and delivering consistent results.
The timeline for recruiting a hotel executive depends on several factors, including the seniority of the position, geographic location, relocation requirements, compensation package, and the client's interview process.
For most Hotel General Manager, Director of Operations, Director of Food & Beverage, and Executive Chef searches, the process typically takes 30 to 60 days from the initial discovery meeting to an accepted offer.
Executive-level searches generally include:
Highly specialized or C-suite searches may require additional time due to the limited number of qualified candidates and the confidential nature of the recruitment process.
At JWB Hospitality, our average executive search is completed in approximately 39 days, while maintaining a focus on quality, cultural alignment, and long-term success rather than simply filling a position as quickly as possible.
Hiring a Director of Food & Beverage starts with identifying the leadership qualities your organization needs. The strongest candidates have experience managing multiple food and beverage outlets, leading high-performing teams, controlling labor and operating costs, improving guest satisfaction, and delivering strong financial results.
Because many of the best hospitality leaders are not actively searching for new opportunities, hotels, resorts, private clubs, and restaurant groups often partner with a hospitality executive search firm to access passive candidates. A structured search process helps ensure you hire a leader who not only has the right operational experience but also aligns with your company's culture and long-term goals.
Luxury hotels typically recruit executives through a combination of executive search firms, industry referrals, and confidential networking rather than relying solely on job boards. Because many of the strongest General Managers, Directors of Food & Beverage, Executive Chefs, and other hospitality leaders are not actively seeking new roles, executive search firms help identify and engage passive candidates with proven luxury hospitality experience.
The most successful searches focus on leadership ability, operational expertise, financial performance, cultural fit, and a track record of delivering exceptional guest experiences. For critical leadership positions, a confidential executive search often results in a stronger and more qualified candidate pool.
Private Clubs
Recruiting a Private Club General Manager requires a different approach than hiring for a hotel or restaurant. Private clubs look for leaders who can balance exceptional member service with strong financial management, team leadership, and long-term strategic planning. The General Manager serves as the face of the club, working closely with the Board of Directors, committees, members, department heads, and staff to deliver an outstanding member experience.
Many clubs begin by defining the leadership profile, including operational priorities, club culture, governance structure, membership expectations, and long-term goals. Rather than relying solely on job postings, many partner with a hospitality executive search firm to conduct a confidential search and recruit experienced General Managers who are already leading successful private clubs, country clubs, golf clubs, yacht clubs, or luxury hospitality properties.
An executive search typically includes market research, confidential outreach to passive candidates, leadership interviews, reference checks, and coordination throughout the hiring process. This approach provides clubs with access to highly qualified executives who may never actively apply for a new position.
For many private clubs, selecting the right General Manager is one of the most important decisions the Board will make, as this individual will shape the member experience, organizational culture, financial performance, and long-term success of the club.
A successful Club General Manager is both a hospitality leader and a trusted advisor to the Board of Directors. Beyond managing daily operations, they create exceptional member experiences, develop strong leadership teams, oversee financial performance, and ensure the club's long-term vision is successfully executed.
The most effective Club General Managers typically possess:
Equally important is cultural fit. Every private club has its own traditions, governance style, membership demographics, and service philosophy. The most successful General Managers understand how to preserve the club's unique identity while introducing thoughtful improvements that enhance the member experience and support the club's long-term objectives.
The salary of a Private Club General Manager varies based on the club's size, location, amenities, and annual revenue. In the United States, experienced Private Club General Managers typically earn a base salary between $175,000 and $350,000+, with many also receiving performance bonuses, retirement contributions, housing allowances, club privileges, and other executive benefits.
Highly prestigious country clubs, golf clubs, and destination clubs may offer compensation packages that exceed these ranges to attract experienced hospitality leaders with a proven track record of operational excellence and member satisfaction.
Recruiting a Private Club Executive Chef requires more than evaluating culinary talent. The best candidates have experience leading high-performing kitchen teams, managing food and labor costs, developing seasonal menus, and delivering exceptional dining experiences for members and guests. They also understand the unique culture, service standards, and expectations of private clubs.
Because many of the most qualified Executive Chefs are not actively searching for new opportunities, private clubs often partner with a hospitality executive search firm to confidentially identify and recruit passive candidates who have the leadership, operational expertise, and cultural fit to succeed.
Restaurants
Hiring a Chief Operating Officer (COO) is a major milestone for a growing restaurant group. As organizations expand to multiple locations, founders often reach a point where they need an experienced executive to oversee day-to-day operations, build leadership teams, improve financial performance, and create the systems necessary for sustainable growth.
Most successful restaurant groups begin by defining the scope of the role, including operational responsibilities, reporting structure, company culture, growth objectives, and the experience required. Rather than relying solely on job postings, many partner with a hospitality executive search firm to confidentially recruit proven COOs and senior operations leaders who are already leading successful multi-unit restaurant organizations.
A professional executive search typically includes market research, confidential outreach to passive candidates, leadership assessments, structured interviews, reference checks, and offer negotiation. This approach gives restaurant groups access to experienced executives who may never apply through traditional recruiting channels.
Whether you're expanding nationally, preparing for private equity investment, opening new concepts, or strengthening operational leadership, hiring the right COO can have a lasting impact on your organization's growth and long-term success.
Many restaurant companies begin with a founder serving as the CEO while also overseeing operations, finance, marketing, and development. As the business grows, however, leadership responsibilities often become too broad for one person to manage effectively.
You may be ready to hire a CEO if:
An experienced CEO provides strategic direction, builds executive leadership teams, aligns departments around long-term goals, and creates the organizational structure needed for continued growth. The right CEO doesn't simply manage the business—they position it for its next stage of success.
Replacing a General Manager requires careful planning, particularly when the current leader remains employed. Confidentiality helps protect employee morale, guest confidence, and the reputation of both the organization and the individual.
Many hospitality companies work with an executive search firm to conduct a confidential search while the current General Manager continues in the role. Recruiters discreetly identify and approach qualified candidates without publicly advertising the position or revealing the company's identity until appropriate.
Once a shortlist of highly qualified candidates has been developed, interviews are coordinated privately and around operational schedules. When the right candidate is selected, the organization can plan a smooth leadership transition that minimizes disruption for employees and guests.
A confidential executive search allows restaurant groups to make leadership changes strategically while maintaining professionalism, protecting sensitive information, and ensuring business continuity throughout the hiring process.
Hiring an Executive Chef is about much more than finding someone with an impressive résumé or culinary awards. While technical ability is essential, the most successful Executive Chefs are leaders who can build strong teams, maintain consistency, manage costs, and create exceptional dining experiences that align with your brand.
When evaluating Executive Chef candidates, consider the following qualities:
It's also important to consider whether the candidate's background aligns with your concept. An Executive Chef who has excelled in a Michelin-starred restaurant may not be the right fit for a high-volume resort, just as a chef from a large hotel operation may not thrive in an independent fine dining environment. Experience should match the expectations, pace, and service style of your business.
Beyond culinary expertise, the best Executive Chefs are mentors who develop future leaders, foster positive kitchen cultures, and consistently deliver exceptional guest experiences. Choosing a chef whose leadership philosophy aligns with your organization's values is just as important as evaluating their technical skills.
A thoughtful hiring process that evaluates both culinary ability and leadership qualities significantly increases the likelihood of a successful, long-term Executive Chef placement.
Hospitality executive search firms help restaurants, hotels, resorts, private clubs, and hospitality brands recruit experienced leadership talent for critical management and executive positions. Unlike traditional recruiting or staffing agencies, executive search firms focus on confidential, targeted searches for professionals who are often not actively seeking new opportunities.
A hospitality executive search typically includes defining the ideal candidate profile, researching the market, identifying and engaging passive candidates, conducting interviews and assessments, coordinating the interview process, negotiating offers, and supporting the candidate through onboarding. Executive search firms commonly recruit positions such as CEO, COO, President, Vice President of Operations, General Manager, Executive Chef, Director of Food & Beverage, Director of Operations, and other senior hospitality leaders.
A retained executive search is a recruitment model in which a company hires an executive search firm on an exclusive basis to recruit senior leadership talent. Unlike contingency recruiting, where a fee is only paid upon a successful hire, retained searches typically involve an upfront engagement fee, with the remaining balance paid at agreed-upon milestones throughout the search process.
Retained executive search is commonly used for highly strategic or confidential positions such as Chief Executive Officer (CEO), Chief Operating Officer (COO), President, Board-level appointments, and other executive leadership roles. Because the search firm is exclusively engaged, they devote significant time to market research, talent mapping, confidential outreach, leadership assessments, and ongoing consultation throughout the hiring process.
The primary advantages of a retained search include:
At JWB Hospitality, we primarily conduct executive searches on a contingency basis, meaning our clients do not pay an upfront retainer and only pay a professional fee when a successful placement is made. Regardless of the fee structure, our search process follows the same high standards of research, confidential outreach, executive assessment, and personalized client service.
The right search model depends on the position, the organization's hiring goals, and the level of exclusivity desired. An experienced hospitality executive search firm can help determine which approach is the best fit for your leadership search.
A contingency executive search is a recruitment model in which a company only pays an executive search firm if a candidate they introduce is successfully hired. Unlike a retained search, there are no upfront engagement fees, making it an attractive option for organizations that want to begin a leadership search with minimal financial risk.
In a contingency search, the executive search firm identifies, recruits, and evaluates qualified candidates, coordinates interviews, assists with offer negotiations, and supports the hiring process from start to finish. If the client hires a candidate presented by the firm, the agreed-upon professional fee is paid upon placement.
Contingency executive search is commonly used for hospitality leadership positions such as General Managers, Executive Chefs, Directors of Operations, Directors of Food & Beverage, Vice Presidents of Operations, and other senior management roles. It can also be an effective solution for C-suite searches when the search firm has deep industry expertise and a strong network of executive talent.
At JWB Hospitality, we conduct executive searches on a contingency basis while applying the same disciplined methodology often associated with retained search firms. Every search begins with a comprehensive discovery process, followed by market research, confidential outreach to passive candidates, executive interviews, reference checks, and ongoing communication throughout the hiring process.
Choosing between a contingency and retained search depends on the position, the organization's hiring strategy, and the level of exclusivity desired. An experienced hospitality executive search firm can help determine which approach best aligns with your leadership hiring goals.
Hiring an exceptional Hotel General Manager begins with clearly defining what success looks like for your property. Beyond operational experience, the best General Managers demonstrate strong financial acumen, leadership, guest service expertise, team development skills, and the ability to create a positive culture.
A successful hiring process should evaluate a candidate's experience managing budgets, driving profitability, improving guest satisfaction, developing leadership teams, and leading through operational challenges. Many hotel owners also partner with a hospitality executive search firm to access passive candidates who are already succeeding in comparable luxury, lifestyle, resort, or boutique hotel environments.
The cost of hiring a General Manager depends on several factors, including the type of hospitality business, the complexity of the role, the geographic market, and whether you use an executive search firm.
If you partner with a hospitality executive search firm, professional fees are typically based on a percentage of the hired candidate's first-year base salary. Many hospitality executive search firms charge between 20% and 33% of the annual base salary, depending on the search model and level of service provided.
Beyond recruiting fees, employers should also consider the total investment in hiring a General Manager, which may include:
While hiring costs are important, the cost of hiring the wrong General Manager is often far greater. A poor leadership hire can lead to increased employee turnover, declining guest satisfaction, operational inefficiencies, and lost revenue.
A successful General Manager provides much more than operational oversight. The right leader builds high-performing teams, strengthens company culture, improves financial performance, enhances the guest experience, and drives long-term business success.
At JWB Hospitality, we recruit experienced General Managers for restaurants, hotels, resorts, and private clubs nationwide. Our executive search process focuses on identifying proven leaders who not only possess the necessary operational expertise but also align with your organization's culture, leadership style, and long-term objectives.
Executive Chef recruiting fees vary depending on the complexity of the search, the level of the position, and the recruiting firm's engagement model. Most hospitality executive search firms charge a percentage of the candidate's first-year base salary, while others may offer retained or hybrid search structures for senior culinary leadership positions.
When budgeting for an Executive Chef search, employers should also consider relocation assistance, tasting or trial expenses, signing bonuses when applicable, and the cost of leaving a critical leadership position vacant. Although executive search represents an investment, hiring the right culinary leader can significantly improve team retention, guest satisfaction, operational consistency, and financial performance.
When selecting a hospitality executive search firm, look for a partner with deep industry specialization, a proven placement history, and a strong network of hospitality leaders. Experience recruiting within restaurants, hotels, resorts, and private clubs is often more valuable than working with a general executive recruiting firm.
Important questions to ask include how the firm identifies passive candidates, their average search timeline, replacement guarantee, communication process, client references, and experience recruiting similar leadership positions. The best executive search firms invest time in understanding your culture, leadership style, and long-term business goals before presenting candidates.
The hospitality talent market has become increasingly competitive due to industry growth, executive retirements, expansion of luxury and lifestyle brands, and increased demand for experienced operators who can lead teams, improve profitability, and deliver exceptional guest experiences.
Many of the strongest hospitality leaders are already employed and are not actively applying for jobs. As a result, companies relying solely on job postings often struggle to reach the most qualified candidates. Successful organizations increasingly partner with hospitality executive search firms that proactively identify, engage, and recruit passive talent through confidential outreach and extensive industry networks.
Executive search is a consultative, research-driven approach designed to identify and recruit highly qualified professionals who are often not actively looking for a new position. Rather than relying on job boards or inbound applicants, executive search firms proactively map the market and confidentially approach top-performing leaders.
Contingency recruiting is typically more transactional and often focuses on active job seekers. Executive search is generally the preferred approach for hiring senior hospitality leaders because it provides access to a much larger pool of passive talent, a more thorough evaluation process, and a higher level of partnership throughout the search.
We stand behind every executive search we conduct. JWB Hospitality provides a 90-day replacement guarantee on most executive placements. If a placed candidate leaves their position during the guarantee period under qualifying circumstances, we will conduct a replacement search at no additional professional fee.
Our goal is not simply to fill a position, but to make a long-term leadership placement that strengthens your organization for years to come.
Our guarantee reflects the confidence we have in our search process, our thorough candidate evaluations, and our commitment to helping clients build long-term leadership teams.
Because every search is unique, guarantee details are outlined in each client agreement, and our team is always happy to explain the process before a search begins.
JWB Hospitality specializes exclusively in the hospitality industry. We partner with restaurant groups, luxury hotels, resorts, boutique hotels, private clubs, lifestyle hospitality brands, golf clubs, country clubs, mixed-use developments, food halls, hospitality management companies, and emerging hospitality concepts across the United States.
By focusing exclusively on hospitality, we maintain deep industry relationships and an extensive network of experienced operators, culinary leaders, and executive talent.
Yes. JWB Hospitality conducts executive searches throughout the United States. We regularly recruit for clients in New York City, Miami, Los Angeles, San Diego, Chicago, Dallas, Austin, Nashville, Charleston, Boston, Washington, D.C., and many other major hospitality markets.
Because our search process is national in scope, we are able to identify exceptional candidates regardless of location and frequently recruit executives who are open to relocation for the right opportunity.
Every candidate is evaluated beyond their resume. We assess leadership style, operational expertise, financial acumen, culture fit, communication skills, career progression, and long-term leadership potential.
Our evaluation process includes in-depth interviews, reference discussions, career history reviews, and an assessment of each candidate's experience leading teams, improving business performance, and navigating operational challenges. Our objective is to identify leaders who align with both the technical requirements of the role and the culture of your organization.
Absolutely. Confidentiality is one of the foundations of our executive search process. Whether replacing an existing executive, launching a new concept, expanding into new markets, or recruiting for a highly sensitive leadership role, we conduct every search with professionalism and discretion.
Candidate identities, client information, and strategic business discussions remain confidential throughout the entire search process.
JWB Hospitality recruits executive and management leadership positions across the hospitality industry, including Chief Executive Officer (CEO), President, Chief Operating Officer (COO), Vice President of Operations, Regional Vice President, Director of Operations, General Manager, Executive Chef, Director of Food & Beverage, Corporate Chef, Beverage Director, Human Resources leaders, Marketing executives, Sales leaders, Finance executives, and other senior hospitality leadership roles.
If your organization is hiring a critical leadership position, we can develop a customized executive search strategy tailored to your needs.
Yes. Private clubs, golf clubs, country clubs, destination resorts, and luxury hospitality properties represent a significant part of our executive search practice. We understand the unique leadership requirements of member-focused organizations, luxury guest experiences, and destination properties.
Our searches commonly include General Managers, Club Managers, Directors of Food & Beverage, Executive Chefs, Golf Operations leaders, and other executive hospitality positions that require exceptional service standards and leadership experience.
Technical experience and operational success are important, but they don't guarantee a successful executive hire. One of the biggest reasons leadership placements fail is a lack of cultural alignment rather than a lack of qualifications.
At JWB Hospitality, we evaluate culture fit by first gaining a deep understanding of your organization during our discovery process. We learn about your leadership style, company values, decision-making process, organizational structure, guest experience philosophy, growth plans, and the characteristics that have made your most successful leaders thrive.
We then assess each candidate beyond their résumé. Our interviews explore leadership style, communication skills, emotional intelligence, management philosophy, team development, conflict resolution, adaptability, and long-term career goals. We also discuss the types of workplace cultures where they've been most successful and the environments in which they perform at their best.
Throughout the search, we compare each candidate's leadership approach with your organization's culture, business objectives, and expectations. Our goal is not simply to identify someone who can perform the job, but to find an executive who will strengthen your leadership team, inspire employees, support your culture, and contribute to the long-term success of your organization.
A successful executive placement is built on both capability and compatibility. When those two factors align, organizations typically experience stronger leadership, higher retention, and better long-term results.
Passive candidates are experienced hospitality leaders who are successful in their current roles and are not actively applying for new jobs. Many of the industry's most accomplished General Managers, Executive Chefs, COOs, CEOs, and Directors of Operations fall into this category, making passive recruiting a critical part of executive search.
At JWB Hospitality, we don't rely solely on job boards or online applications. Every search begins with comprehensive market research to identify executives whose experience, leadership style, and career achievements align with our client's needs. We then conduct discreet, confidential outreach to introduce the opportunity and determine whether there is mutual interest.
Our team leverages an extensive network built throughout the hospitality industry, along with referrals, industry relationships, direct sourcing, and targeted research to connect with leaders who may not otherwise be accessible through traditional recruiting methods.
Because passive candidates are not actively seeking new opportunities, successful recruitment requires thoughtful communication, trust, and a clear understanding of what motivates senior hospitality executives to consider a career move. Rather than "selling" a position, we focus on presenting opportunities that align with each candidate's long-term career goals, leadership aspirations, and personal values.
By proactively recruiting passive candidates, we help our clients access a significantly broader and more qualified talent pool than they would reach through job postings alone, increasing the likelihood of finding the right long-term leader for their organization.
JWB Hospitality
Executive search for restaurants, hotels, resorts, private clubs, and hospitality brands nationwide.
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