Kevin Kalstad, CPC
Franchise Partner
Division: Restaurant
Location: California (Coastal, Fresno), Oregon, Washington
Division: Hospitality
Location: Oregon, Washington
Kevin Kalstad
Franchise Owner, Gecko Hospitality
Hospitality & Restaurant Division | Oregon, Washington & Coastal California
Phone: 503-905-9536 | Email: kevin@geckohospitality.com
LinkedIn: https://www.linkedin.com/in/kevinkalstad/
Credentials: CPC
About Kevin
Kevin Kalstad is a hospitality, restaurant recruiter with Gecko Hospitality serving the California, Oregon, Washington market. Kevin’s focus: Restaurant and hospitality management recruiting; Pacific Region (CA, OR, WA); four decades in the industry. Over four decades in hospitality.
Background & Experience
Over four decades in hospitality; roles at Farrell’s Ice Cream Parlors, Pacific Coast Restaurants, Multnomah Athletic Club, and HMS Host; Gecko franchise owner since 2010 managing Pacific Region offices across Oregon, Washington, and California; CPC through the National Association of Personnel Services (NAPS).
Areas of Focus
Positions: General Manager and Assistant General Manager; Executive Chef and culinary leadership; Multi-unit, area, and district leaders; Hotel and hospitality operations leadership; Director and senior operations roles
Markets served: California, Oregon, Washington.
How Kevin Evaluates Talent
When evaluating restaurant and hospitality leadership candidates, I begin with a genuine caring and hospitality mindset that prioritizes care for guests, the team, and ownership. I then focus on demonstrated P&L ownership and the scale of responsibility they have managed, including team size and multi-unit experience. I assess their track record in retention and culture building, as consistent team stability often signals stronger leadership than short-term results alone. Concept fit matters significantly; I look for alignment with the employer’s brand, service style, and operational model rather than forcing a generic match. I also examine how candidates have performed under pressure or in turnaround situations, seeking concrete examples of decision-making, accountability, and the ability to stabilize or improve performance, along with communication clarity and self-awareness that predict effective integration with ownership and existing teams.
Kevin’s Market Perspective
The Coastal California, Oregon, and Washington hospitality hiring markets remain competitive for experienced multi-unit and general manager talent, particularly in full-service and upscale casual segments. Employers continue to seek leaders who can balance labor costs, guest experience, and operational consistency amid ongoing wage and staffing pressures. Candidate mobility is present but selective; strong operators with proven P&L results and stable tenure are in demand, while those without clear multi-unit or turnaround experience face longer search timelines. Regional differences exist: Coastal California and major Pacific Northwest metros tend to prioritize concept fit and culture alignment more heavily than purely volume-driven metrics. Overall, successful placements still depend on realistic role definitions and timely decision-making from both sides.
Advice
For employers: Prepare a clear role brief that includes P&L expectations, reporting structure, cultural priorities, and realistic compensation parameters before beginning the search.
For candidates: Be ready to discuss specific P&L outcomes, retention results, and concrete examples of leadership under pressure with quantifiable context.
In Kevin’s Words
“I evaluate leadership candidates on the results they have delivered and the culture they leave behind, not on titles alone.”
Testimonials
“I love working with Kevin and Gecko! Over these last few years, I have had a few tough recruiting challenges and without Kevin’s help I would have struggled more. Kevin is responsive, professional, and is connected to great talent in the Pacific NW. I am thankful for the partnership and look forward to many successful placements in the future.”
Marne Garcia, HR Manager, Concept Entertainment Group (Client)
“Kevin was prompt and professional. Our new General Manager is a perfect fit. We look forward to enlisting the help of Gecko Hospitality as we continue to grow. Cheers Kevin!”
Christian Ettinger, Brewmaster & Owner, Hopworks Urban Brewery (Client)
“I had the pleasure of working with Kevin in the food and beverage industry and learned very quickly the integrity that he worked with. It was apparent in how he treated his managers as well as the associates who worked with him. He treated all as peers and embodied what servant leadership meant before it was termed such.”
Richard Kinley, National Development Manager, Starbucks (Professional reference)
Kevin Kalstad, CPC
Franchise Partner
Division: Restaurant
Location: California (Coastal, Fresno), Oregon, Washington
Division: Hospitality
Location: Oregon, Washington
Kevin Kalstad
Franchise Owner, Gecko Hospitality
Hospitality & Restaurant Division | Oregon, Washington & Coastal California
Phone: 503-905-9536 | Email: kevin@geckohospitality.com
LinkedIn: https://www.linkedin.com/in/kevinkalstad/
Credentials: CPC
About Kevin
Kevin Kalstad is a hospitality, restaurant recruiter with Gecko Hospitality serving the California, Oregon, Washington market. Kevin’s focus: Restaurant and hospitality management recruiting; Pacific Region (CA, OR, WA); four decades in the industry. Over four decades in hospitality.
Background & Experience
Over four decades in hospitality; roles at Farrell’s Ice Cream Parlors, Pacific Coast Restaurants, Multnomah Athletic Club, and HMS Host; Gecko franchise owner since 2010 managing Pacific Region offices across Oregon, Washington, and California; CPC through the National Association of Personnel Services (NAPS).
Areas of Focus
Positions: General Manager and Assistant General Manager; Executive Chef and culinary leadership; Multi-unit, area, and district leaders; Hotel and hospitality operations leadership; Director and senior operations roles
Markets served: California, Oregon, Washington.
How Kevin Evaluates Talent
When evaluating restaurant and hospitality leadership candidates, I begin with a genuine caring and hospitality mindset that prioritizes care for guests, the team, and ownership. I then focus on demonstrated P&L ownership and the scale of responsibility they have managed, including team size and multi-unit experience. I assess their track record in retention and culture building, as consistent team stability often signals stronger leadership than short-term results alone. Concept fit matters significantly; I look for alignment with the employer’s brand, service style, and operational model rather than forcing a generic match. I also examine how candidates have performed under pressure or in turnaround situations, seeking concrete examples of decision-making, accountability, and the ability to stabilize or improve performance, along with communication clarity and self-awareness that predict effective integration with ownership and existing teams.
Kevin’s Market Perspective
The Coastal California, Oregon, and Washington hospitality hiring markets remain competitive for experienced multi-unit and general manager talent, particularly in full-service and upscale casual segments. Employers continue to seek leaders who can balance labor costs, guest experience, and operational consistency amid ongoing wage and staffing pressures. Candidate mobility is present but selective; strong operators with proven P&L results and stable tenure are in demand, while those without clear multi-unit or turnaround experience face longer search timelines. Regional differences exist: Coastal California and major Pacific Northwest metros tend to prioritize concept fit and culture alignment more heavily than purely volume-driven metrics. Overall, successful placements still depend on realistic role definitions and timely decision-making from both sides.
Advice
For employers: Prepare a clear role brief that includes P&L expectations, reporting structure, cultural priorities, and realistic compensation parameters before beginning the search.
For candidates: Be ready to discuss specific P&L outcomes, retention results, and concrete examples of leadership under pressure with quantifiable context.
In Kevin’s Words
“I evaluate leadership candidates on the results they have delivered and the culture they leave behind, not on titles alone.”
Testimonials
“I love working with Kevin and Gecko! Over these last few years, I have had a few tough recruiting challenges and without Kevin’s help I would have struggled more. Kevin is responsive, professional, and is connected to great talent in the Pacific NW. I am thankful for the partnership and look forward to many successful placements in the future.”
Marne Garcia, HR Manager, Concept Entertainment Group (Client)
“Kevin was prompt and professional. Our new General Manager is a perfect fit. We look forward to enlisting the help of Gecko Hospitality as we continue to grow. Cheers Kevin!”
Christian Ettinger, Brewmaster & Owner, Hopworks Urban Brewery (Client)
“I had the pleasure of working with Kevin in the food and beverage industry and learned very quickly the integrity that he worked with. It was apparent in how he treated his managers as well as the associates who worked with him. He treated all as peers and embodied what servant leadership meant before it was termed such.”
Richard Kinley, National Development Manager, Starbucks (Professional reference)