Kristin Smith
Executive Recruiter
Division: Restaurant
Location: Texas – Houston
Kristin Smith
Executive Recruiter, Gecko Hospitality
Restaurant Division | Texas
Phone: (346) 633-2009 | Email: kristin.smith@geckohospitality.com
LinkedIn: https://www.linkedin.com/in/kristin-smith-930b505a/
About Kristin
Kristin Smith is a restaurant recruiter with Gecko Hospitality serving the Texas market. Kristin’s focus: Restaurant recruiting (Houston, Texas); team building and leadership placement.
Background & Experience
15 years in the restaurant industry building, leading, and developing teams; brings first-hand operational insight to recruiting, focusing on restaurant and leadership placements.
Areas of Focus
Positions: General Manager and Assistant General Manager; Kitchen Manager and Executive Chef; Multi-unit, area, and district leaders; Director and senior operations roles
Markets served: Texas.
How Kristin Evaluates Talent
When evaluating restaurant leadership candidates, I look beyond the job titles on their resume. I want to understand the size of the teams and business they have managed, their knowledge of the P&L, employee retention, and how involved they are in the day-to-day operation. I also look closely at concept fit and ask for real examples of how they have handled difficult employees, guest complaints, high-pressure situations, and struggling locations. Most importantly, I look for leaders who are hands-on, take ownership, and know how to build strong teams.
Kristin’s Market Perspective
The Texas restaurant market is busy and competitive. Strong restaurant leaders usually have options, so employers need to be prepared to move quickly when they find someone they like. Candidates are looking at more than salary; they want to understand the culture, expectations, growth opportunities, and quality of life. I am also seeing that the best fit on paper is not always the best fit in person, which is why learning the personalities and needs of both the client and candidate is so important.
Advice
For employers: Before starting a search, be ready to clearly explain the role, compensation, expectations, company culture, and what success will look like.
For candidates: Be prepared to give specific examples of your results, leadership style, team development, and how you have improved the business, not just list your responsibilities.
In Kristin’s Words
“My goal is not just to fill an opening. I want to find the right person who will be successful with the company long-term.”
Kristin Smith
Executive Recruiter
Division: Restaurant
Location: Texas – Houston
Kristin Smith
Executive Recruiter, Gecko Hospitality
Restaurant Division | Texas
Phone: (346) 633-2009 | Email: kristin.smith@geckohospitality.com
LinkedIn: https://www.linkedin.com/in/kristin-smith-930b505a/
About Kristin
Kristin Smith is a restaurant recruiter with Gecko Hospitality serving the Texas market. Kristin’s focus: Restaurant recruiting (Houston, Texas); team building and leadership placement.
Background & Experience
15 years in the restaurant industry building, leading, and developing teams; brings first-hand operational insight to recruiting, focusing on restaurant and leadership placements.
Areas of Focus
Positions: General Manager and Assistant General Manager; Kitchen Manager and Executive Chef; Multi-unit, area, and district leaders; Director and senior operations roles
Markets served: Texas.
How Kristin Evaluates Talent
When evaluating restaurant leadership candidates, I look beyond the job titles on their resume. I want to understand the size of the teams and business they have managed, their knowledge of the P&L, employee retention, and how involved they are in the day-to-day operation. I also look closely at concept fit and ask for real examples of how they have handled difficult employees, guest complaints, high-pressure situations, and struggling locations. Most importantly, I look for leaders who are hands-on, take ownership, and know how to build strong teams.
Kristin’s Market Perspective
The Texas restaurant market is busy and competitive. Strong restaurant leaders usually have options, so employers need to be prepared to move quickly when they find someone they like. Candidates are looking at more than salary; they want to understand the culture, expectations, growth opportunities, and quality of life. I am also seeing that the best fit on paper is not always the best fit in person, which is why learning the personalities and needs of both the client and candidate is so important.
Advice
For employers: Before starting a search, be ready to clearly explain the role, compensation, expectations, company culture, and what success will look like.
For candidates: Be prepared to give specific examples of your results, leadership style, team development, and how you have improved the business, not just list your responsibilities.
In Kristin’s Words
“My goal is not just to fill an opening. I want to find the right person who will be successful with the company long-term.”