Michael Brady, CPC
Senior Executive Recruiter
Division: Hospitality & Restaurant
Location: Hawaii & Minnesota
Michael Brady
Senior Executive Recruiter, Gecko Hospitality
Hospitality & Restaurant Division | Hawaii & Minnesota
Phone: Office: 312-288-6883 | Cell: 808-229-2489 | Email: mbrady@geckohospitality.com
LinkedIn: https://www.linkedin.com/in/michael-brady-cpc-64285a39/
Credentials: CPC, Culinary Institute of America graduate
About Michael
Michael Brady is a hospitality, restaurant recruiter with Gecko Hospitality serving the Hawaii, Minnesota market. Michael’s focus: Restaurant and hospitality operations and culinary leadership recruiting (Hawaii & Minnesota).
Background & Experience
More than 25 years of operational management and leadership; graduate of The Culinary Institute of America (Culinary Arts and Hospitality Management); General Manager roles at high-volume Chicago establishments; front-of-house management, P&L strategy, and team development; strategic partner to corporate recruiting teams.
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: Hawaii, Minnesota.
How Michael Evaluates Talent
Having spent more than 25 years in hospitality operations before and alongside recruiting, I tend to evaluate candidates through an operator’s lens. I want to understand the actual scope behind the title: the size and complexity of the operation, team size, P&L and budget responsibility, hiring and retention, multi-unit or multi-outlet exposure, and what results they were personally responsible for delivering. I also pay close attention to how someone develops people, handles pressure, solves operational problems, and communicates with senior leadership or ownership. Ultimately, I am looking for both capability and fit, because a strong leader in one concept or environment is not automatically the right leader for another.
Michael’s Market Perspective
Hawaii is a very relationship-driven and specialized hospitality market, and the strongest candidates often have multiple options. Local knowledge and a genuine understanding of island culture and operations carry a lot of weight, while mainland relocation can be successful when housing, cost of living, family considerations, compensation, and long-term commitment are addressed early and realistically. Minnesota has a broader talent pool, but experienced hospitality leaders are still selective and are paying close attention to culture, advancement, compensation, and quality of life. In both markets, companies that know what they are looking for, communicate well, and are prepared to move when the right candidate is identified generally have the best opportunity to secure top talent.
Advice
For employers: Before we start a search, be prepared to clearly define why the position is open, what success looks like, the reporting structure, compensation, culture, and which qualifications are truly non-negotiable versus simply preferred.
For candidates: Be ready to go beyond your resume and demonstrate the actual scope of what you have managed: people, financials, operations, measurable results, leadership challenges, and what you personally did to improve the business.
In Michael’s Words
“I don’t believe in sending resumes just to try to fill an open role. My job is to understand the operation, understand the person, and make introductions that match the right talent with the opportunity.”
Testimonials
“Michael Brady was my recruiter and by FAR the most responsive and relentless in sending me candidates. I love working with Michael and will trust him with my openings moving forward when we need help.”
Andrew F. (Client)
“Brett Manning and Michael Brady truly understand how to attract high-quality talent. We know that the candidates presented to us have been thoroughly vetted and will be successful in our organization. Brett and Michael provide an excellent service to restaurants like ours and have been invaluable recruiting partners. We couldn’t recommend them more highly.”
Cristina S. (Client)
“Mahalo Michael! From start to finish, his expert guidance set me up for success in my new position. He found me somehow and introduced me to some amazing people. I really was apprehensive about getting back into management, but the fit has been amazing. He is a master of his craft. Mahalo!”
Kevin S. (Successfully placed candidate)
“It was a wonderful experience and my first time using an external recruiter. Michael addressed all of my needs, was proactive in conversations with me and the employer, and greatly helped me navigate issues as they presented themselves.”
Terry P. (Successfully placed candidate)
Michael Brady, CPC
Senior Executive Recruiter
Division: Hospitality & Restaurant
Location: Hawaii & Minnesota
Michael Brady
Senior Executive Recruiter, Gecko Hospitality
Hospitality & Restaurant Division | Hawaii & Minnesota
Phone: Office: 312-288-6883 | Cell: 808-229-2489 | Email: mbrady@geckohospitality.com
LinkedIn: https://www.linkedin.com/in/michael-brady-cpc-64285a39/
Credentials: CPC, Culinary Institute of America graduate
About Michael
Michael Brady is a hospitality, restaurant recruiter with Gecko Hospitality serving the Hawaii, Minnesota market. Michael’s focus: Restaurant and hospitality operations and culinary leadership recruiting (Hawaii & Minnesota).
Background & Experience
More than 25 years of operational management and leadership; graduate of The Culinary Institute of America (Culinary Arts and Hospitality Management); General Manager roles at high-volume Chicago establishments; front-of-house management, P&L strategy, and team development; strategic partner to corporate recruiting teams.
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: Hawaii, Minnesota.
How Michael Evaluates Talent
Having spent more than 25 years in hospitality operations before and alongside recruiting, I tend to evaluate candidates through an operator’s lens. I want to understand the actual scope behind the title: the size and complexity of the operation, team size, P&L and budget responsibility, hiring and retention, multi-unit or multi-outlet exposure, and what results they were personally responsible for delivering. I also pay close attention to how someone develops people, handles pressure, solves operational problems, and communicates with senior leadership or ownership. Ultimately, I am looking for both capability and fit, because a strong leader in one concept or environment is not automatically the right leader for another.
Michael’s Market Perspective
Hawaii is a very relationship-driven and specialized hospitality market, and the strongest candidates often have multiple options. Local knowledge and a genuine understanding of island culture and operations carry a lot of weight, while mainland relocation can be successful when housing, cost of living, family considerations, compensation, and long-term commitment are addressed early and realistically. Minnesota has a broader talent pool, but experienced hospitality leaders are still selective and are paying close attention to culture, advancement, compensation, and quality of life. In both markets, companies that know what they are looking for, communicate well, and are prepared to move when the right candidate is identified generally have the best opportunity to secure top talent.
Advice
For employers: Before we start a search, be prepared to clearly define why the position is open, what success looks like, the reporting structure, compensation, culture, and which qualifications are truly non-negotiable versus simply preferred.
For candidates: Be ready to go beyond your resume and demonstrate the actual scope of what you have managed: people, financials, operations, measurable results, leadership challenges, and what you personally did to improve the business.
In Michael’s Words
“I don’t believe in sending resumes just to try to fill an open role. My job is to understand the operation, understand the person, and make introductions that match the right talent with the opportunity.”
Testimonials
“Michael Brady was my recruiter and by FAR the most responsive and relentless in sending me candidates. I love working with Michael and will trust him with my openings moving forward when we need help.”
Andrew F. (Client)
“Brett Manning and Michael Brady truly understand how to attract high-quality talent. We know that the candidates presented to us have been thoroughly vetted and will be successful in our organization. Brett and Michael provide an excellent service to restaurants like ours and have been invaluable recruiting partners. We couldn’t recommend them more highly.”
Cristina S. (Client)
“Mahalo Michael! From start to finish, his expert guidance set me up for success in my new position. He found me somehow and introduced me to some amazing people. I really was apprehensive about getting back into management, but the fit has been amazing. He is a master of his craft. Mahalo!”
Kevin S. (Successfully placed candidate)
“It was a wonderful experience and my first time using an external recruiter. Michael addressed all of my needs, was proactive in conversations with me and the employer, and greatly helped me navigate issues as they presented themselves.”
Terry P. (Successfully placed candidate)