If you’re a restaurant manager, hotel general manager, or an experienced hospitality professional ready for your next move, your LinkedIn profile should do more than summarize your résumé—it should position you as a top candidate for higher-level hospitality jobs.

Recruiters and owners often decide who to contact based on what they see in the first 10 seconds of your profile. A sharp, keyword-rich, and results-driven profile makes that decision easy. Here’s how to get noticed.

1. Lead With a Headline That Sells Results

Forget “General Manager at XYZ Hotel.” That only tells recruiters what you do, not what you’ve achieved. Use your headline to show measurable value.

Example:
“Restaurant GM | Improving Guest Experience Scores 20% | Expert in Multi-Unit Operations & Staff Development.”

Use keywords such as hospitality jobs, hotel management, restaurant operations, and guest experience. Recruiters search those exact terms.

2. Write a Summary That Sounds Like a Manager, Not a Résumé

The “About” section should sound like a conversation, not a job posting. Tell the story of your management impact—how you improve teams, drive growth, and sustain guest satisfaction.

Example:
“I’ve managed restaurants and hotels through record growth, improved profit margins, and reduced turnover by building strong teams. My focus is structure, accountability, and consistency—because the right systems let people succeed.”

Two paragraphs are enough. Skip buzzwords and lead with clarity and numbers.

3. Show Proof in the “Featured” Section

Add real examples of your results:

• Articles or posts about hospitality operations or hiring.

• Award announcements or media mentions.

• Property photos or project recaps (renovations, brand transitions, etc.).

• PDFs of training programs, guest feedback, or recognition.

Managers who show evidence of success are far more likely to attract recruiter attention.

4. Rebuild the Experience Section for Executives and GMs

List achievements, not duties. Use numbers—revenue growth, retention, guest scores, or labor savings.

Instead of:
“Responsible for daily operations.”

Write:
“Directed daily operations for 200-room property; increased occupancy by 12%, cut labor costs 8%, and improved RevPAR through better forecasting and training.”

Recruiters skim for metrics. Every bullet should connect management action to business outcome.

5. Optimize for Recruiter Search Terms

Your profile only works if it’s findable. Integrate key phrases naturally throughout your sections:

• hotel management

• restaurant manager

• hospitality jobs

• operations management

• team development

• cost control

• guest satisfaction

Use these in your headline, summary, and experience. They’re not filler—they’re search triggers.

6. Request Strategic Recommendations

Ask colleagues or supervisors for recommendations that highlight measurable impact, not generic praise.

Example:
“David implemented new inventory controls that cut waste 18% while improving service speed across shifts.”

Two or three results-focused recommendations are better than ten vague ones.

7. Update Your Visuals

Use a professional photo—clean, approachable, confident. Add a banner image that matches your industry: a dining room, hotel lobby, or hospitality brand logo.

Recruiters expect managers to understand presentation. Treat your profile like your property—clean, consistent, and welcoming.

8. Choose the Right Skills

Your skills list should mirror your current and next-level responsibilities. Focus on what recruiters actually filter for:

• Budget & P&L Management

• Team Training & Development

• Revenue Optimization

• Labor Forecasting

• Service Recovery

• SOP Implementation

• Food & Beverage Operations

• Vendor Negotiation

Trim anything that sounds entry-level. Keep it strategic.

9. Post Like a Hospitality Manager

LinkedIn isn’t just for job hunting—it’s for visibility. Share short insights once or twice a week:

• Leadership lessons from daily operations.

• Articles about retention, training, or cost control.

• Recognition for your staff or property achievements.

Managers who post about real operations attract both engagement and recruiter outreach.

10. Check Visibility Settings

Make sure recruiters can reach you:

• Turn on “Open to Work” (visible to recruiters only).

• Enable “Allow InMail.”

• Update your email in Contact Info.

A complete, accessible profile wins over hidden talent every time.

11. Add a Digital Portfolio

Link to a Google Drive or document with proof of your management systems—training programs, SOPs, or performance dashboards.

It tells recruiters, “I don’t just run operations; I build them.”

The Manager’s Takeaway

For every hospitality recruiter, LinkedIn is the new front desk. Before they ever call, they’re scanning your headline, results, and tone.

Keep your message simple: You run profitable operations, develop strong teams, and deliver consistent results. That’s what every owner and recruiter wants to see.

A great LinkedIn profile works 24/7—just like you. Build it once, keep it updated, and let it bring the next opportunity to you.

For more insight or to connect directly with recruiters specializing in hotel management and restaurant operations, contact Gecko Hospitality. We know what owners are looking for—and how to help your profile rise to the top of every search.

Getting discovered on LinkedIn starts with taking the time to thoroughly fill out your profile. Don’t miss any of the basic details, like your headline, summary, location (including this one little piece of information increases your chances of being found via search by up to 23 times), education, skills and the rest.