Great hospitality may be defined by exceptional guest experiences, but the most important success factor happens behind the scenes. Attracting and retaining the right management talent is critical to operational excellence, revenue growth, and a culture that keeps customers and employees coming back.

So, how do you secure skilled hospitality leaders amid an ongoing turnover crisis? You leverage feedback to exceed candidate expectations and stay competitive.

Our most recent Salary Survey gathered insights from over 1,500 restaurant and hospitality leaders across the U.S. and Canada who are actively exploring new career opportunities. The data reveals important trends that can inform your recruitment and retention strategies in 2025.

1. Hospitality leaders are leaving their jobs for better pay.

The numbers are clear: 48% of hospitality leaders are leaving for better income opportunities.

This significant percentage highlights how important a competitive salary continues to be in retaining top management talent. In fact, the desire for higher compensation beats out all the other driving factors for turnover, from relocation to lack of professional growth, by a landslide.

For employers, understanding market rates for key hospitality management positions is critical to recruitment and retention success. We’ve included salary averages—broken down by job title, region, and classification—in our latest report.

Download the Full Salary and Trends Report

 

2. Education patterns continue to reveal diverse pathways to hospitality success.

Our survey uncovered an interesting balance in educational backgrounds: 40% of hospitality managers hold four-year degrees, while 36% did not attend college at all.

This near-even distribution demonstrates the industry’s openness to different career paths—for example, line cooks can feasibly become talented executive chefs with hands-on experience.

When hiring, keep in mind that successful hospitality leaders don’t always fit in a box. Traditional academic degrees aren’t the only indicators of performance, and truly considering a wide range of candidate backgrounds can expand your talent pools.

3. Not all General Manager pay is created equal.

General managers—the most frequent placements at Gecko—experience a notable salary variance between sectors, averaging $116,000 in hospitality venues compared to $70,750 in restaurants.

This striking salary gap highlights just how much a general manager’s earning potential can vary. For employers, this underscores the importance of tailored compensation strategies to attract and retain top leadership talent in your particular market and sector. However, keep in mind that candidate decisions could be influenced by pay in other hospitality sectors, too.

4. Specialized venues drive higher management salaries.

Our research identifies the hospitality industry’s highest-paying classifications: Residential condominiums, casinos, and upscale hotels currently offer the most competitive average salaries—well above $100,000.

Competing for hospitality talent against these types of companies, which often have more revenue to leverage, can be a challenge. However, establishments that can’t commit to six-figure pay for managerial positions can use this knowledge to elevate their total value proposition in other areas. Career pathing, culture, and leadership development can all attract the best candidates, helping you seal the deal without overspending.

Putting Data to Work in Your Hiring Strategy

Understanding these hospitality insights provides valuable context for developing effective recruiting approaches throughout 2025. Our recent Salary Survey Report provides even more comprehensive compensation data for specific sectors, roles, niches, and markets in the U.S. and Canada—along with other beneficial facts about turnover.

Want more groundbreaking hospitality insights to optimize your hiring? Head to our Employers Resources page and download our “Management Salary and Trends Report.”