Lucas Andrews, CPC
Franchise Partner
Division: Restaurant
Location: California – San Diego & San Bernardino Counties, Nevada – Riverside County
Lucas Andrews
Business Relations Director, Gecko Hospitality
Restaurant Division | San Diego, Inland Empire, Southern California & Nevada
Phone: 951-204-5941 | Email: lucas@geckohospitality.com
LinkedIn: https://www.linkedin.com/in/lucasandrews/
Credentials: CPC
About Lucas
Lucas Andrews is a restaurant recruiter with Gecko Hospitality serving the California, Nevada market. Lucas’s focus: Restaurant operations & management recruiting (Southern California). Over 15 years in restaurant operations plus 5 years in recruiting, onboarding, and leadership.
Background & Experience
Over 15 years in restaurant operations plus 5 years in recruiting, onboarding, and leadership; rose from busser to the management team within three years while in college; held many management positions before moving into recruitment; Roseville (Northern California) roots, restaurant management career in Southern California.
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: California, Nevada.
How Lucas Evaluates Talent
I look beyond the resume and focus on the actual scope of a candidate’s leadership experience. I want to understand the size and complexity of the operation they have led, their P&L responsibility, team size, retention, ability to develop people, and, when applicable, their multi-unit or growth experience. Concept fit is also extremely important, because someone can be a great operator and still not be the right fit for every organization. I also spend a lot of time understanding how candidates lead under pressure, how they communicate, and whether they can give specific examples of improving people, operations, and financial performance.
Lucas’s Market Perspective
California and Nevada continue to be competitive markets for experienced restaurant leaders, particularly when you get into proven multi-unit, culinary, facilities, finance, and executive-level talent. Strong candidates generally have options, so compensation matters, but so do culture, growth opportunity, leadership, and the overall story behind the company. I think employers have to move with purpose when they identify the right person, because lengthy interview processes can make it difficult to secure top talent. At the same time, candidates need to be selective and make sure the opportunity fits their long-term goals rather than simply chasing the next title.
Advice
For employers: Before starting a search, be prepared to clearly define what success looks like in the first 6 to 12 months, the compensation range, the non-negotiables, and what makes the opportunity worth leaving a good job for.
For candidates: Be ready to demonstrate your impact with specific examples, including the size of your operation, P&L responsibility, team development, retention, financial results, and what improved because of your leadership.
In Lucas’s Words
“My goal is not to send the most resumes. It is to understand the business, understand the candidate, and create a match that makes sense for both sides long term.”
Testimonials
“I have worked with Lucas on tough-to-fill positions in California, from higher-level Exec Chef roles to management roles, and he has a pipeline of great candidates. He also manages the candidate communication extremely well in a very challenging labor market. Truly a quality-versus-quantity recruiter. A true pleasure to work with.”
Lisa Langfeldt, Lettuce Entertain You (Client)
“Having worked with Lucas from both sides of the recruiting process, as a client looking for talent and as a candidate myself, I have seen how he approaches recruiting from multiple perspectives. He takes the time to understand the needs of the company as well as the goals of the candidate instead of simply trying to make a placement. His communication, market knowledge, and ability to build relationships make him someone I trust whether I am hiring or considering my own next opportunity.”
Steve Shaw (Client and candidate)
Lucas Andrews, CPC
Franchise Partner
Division: Restaurant
Location: California – San Diego & San Bernardino Counties, Nevada – Riverside County
Lucas Andrews
Business Relations Director, Gecko Hospitality
Restaurant Division | San Diego, Inland Empire, Southern California & Nevada
Phone: 951-204-5941 | Email: lucas@geckohospitality.com
LinkedIn: https://www.linkedin.com/in/lucasandrews/
Credentials: CPC
About Lucas
Lucas Andrews is a restaurant recruiter with Gecko Hospitality serving the California, Nevada market. Lucas’s focus: Restaurant operations & management recruiting (Southern California). Over 15 years in restaurant operations plus 5 years in recruiting, onboarding, and leadership.
Background & Experience
Over 15 years in restaurant operations plus 5 years in recruiting, onboarding, and leadership; rose from busser to the management team within three years while in college; held many management positions before moving into recruitment; Roseville (Northern California) roots, restaurant management career in Southern California.
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: California, Nevada.
How Lucas Evaluates Talent
I look beyond the resume and focus on the actual scope of a candidate’s leadership experience. I want to understand the size and complexity of the operation they have led, their P&L responsibility, team size, retention, ability to develop people, and, when applicable, their multi-unit or growth experience. Concept fit is also extremely important, because someone can be a great operator and still not be the right fit for every organization. I also spend a lot of time understanding how candidates lead under pressure, how they communicate, and whether they can give specific examples of improving people, operations, and financial performance.
Lucas’s Market Perspective
California and Nevada continue to be competitive markets for experienced restaurant leaders, particularly when you get into proven multi-unit, culinary, facilities, finance, and executive-level talent. Strong candidates generally have options, so compensation matters, but so do culture, growth opportunity, leadership, and the overall story behind the company. I think employers have to move with purpose when they identify the right person, because lengthy interview processes can make it difficult to secure top talent. At the same time, candidates need to be selective and make sure the opportunity fits their long-term goals rather than simply chasing the next title.
Advice
For employers: Before starting a search, be prepared to clearly define what success looks like in the first 6 to 12 months, the compensation range, the non-negotiables, and what makes the opportunity worth leaving a good job for.
For candidates: Be ready to demonstrate your impact with specific examples, including the size of your operation, P&L responsibility, team development, retention, financial results, and what improved because of your leadership.
In Lucas’s Words
“My goal is not to send the most resumes. It is to understand the business, understand the candidate, and create a match that makes sense for both sides long term.”
Testimonials
“I have worked with Lucas on tough-to-fill positions in California, from higher-level Exec Chef roles to management roles, and he has a pipeline of great candidates. He also manages the candidate communication extremely well in a very challenging labor market. Truly a quality-versus-quantity recruiter. A true pleasure to work with.”
Lisa Langfeldt, Lettuce Entertain You (Client)
“Having worked with Lucas from both sides of the recruiting process, as a client looking for talent and as a candidate myself, I have seen how he approaches recruiting from multiple perspectives. He takes the time to understand the needs of the company as well as the goals of the candidate instead of simply trying to make a placement. His communication, market knowledge, and ability to build relationships make him someone I trust whether I am hiring or considering my own next opportunity.”
Steve Shaw (Client and candidate)