Scott Lacy, CPC
Franchise Partner
Division: Restaurant
Location: Kansas, Missouri
Scott Lacy
Franchise Partner, Gecko Hospitality
Restaurant Division | Kansas & Missouri
Phone: 816-265-0430 | Email: scottl@geckohospitality.com
LinkedIn: https://www.linkedin.com/in/scott-lacy-6018217/
Credentials: CPC
About Scott
Scott Lacy is a restaurant and hospitality recruiter with Gecko Hospitality, serving clients and candidates throughout Kansas and Missouri. With more than 30 years of experience in the hospitality industry, Scott brings a unique combination of hands-on restaurant operations leadership and recruiting expertise to every search.
Background & Experience
Scott Lacy brings more than 30 years of experience in the hospitality industry, beginning his career at age 18 as a chef in a small restaurant. He went on to spend 16 years with Ryan’s Family Steakhouse, starting in 1995 and advancing through restaurant and multi-unit leadership roles. For the past 15 years, Scott has been a franchise partner with Gecko Hospitality, combining his extensive restaurant operations background with his recruiting expertise to connect hospitality companies with proven leadership talent.
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: Kansas, Missouri.
How Scott Evaluates Talent
I look past the job title and try to understand what someone was really responsible for. I want to know the sales volume, size of the team, P&L responsibility, turnover, retention, and what they actually improved while they were there. I also pay close attention to how they lead people, how they handle pressure, and whether their background fits the concept and the client. Having spent most of my career in restaurant operations before recruiting, I know there is a big difference between someone who interviews well and someone who can actually run a restaurant.
Scott’s Market Perspective
Kansas and Missouri can both be tough markets when you are looking for strong restaurant leaders, especially experienced GMs, multi-unit leaders, and kitchen managers. Good candidates usually have options, and today they are looking at more than just salary; schedule, culture, stability, benefits, growth opportunity, and quality of life all matter. I also think every market is a little different, so what works in Kansas City may not work the same way in St. Louis, Wichita, Springfield, or one of the smaller markets I recruit in.
Advice
For employers: Know what you really need, what you can offer, and what makes your opportunity worth leaving a good job for.
For candidates: Be ready to talk about what you actually accomplished: sales, P&L results, retention, promotions, team development, and how you made the operation better.
In Scott’s Words
“My years as an operator taught me what great restaurant leadership looks like. My years as a recruiter taught me that the right hire also has to be the right opportunity for the candidate.”
Testimonials
“Scott did an awesome job working with me through the process, found me the job that I know for a fact I couldn’t have came across on my own, and handled a lot of the scheduling and timing needed to make it happen.”
Ryan K. (Successfully placed candidate)
“Scott is amazing, he is so friendly and helpful and very good at his job. I loved working with him, he is the reason I took the job.”
Stacy D. (Successfully placed candidate)
Scott Lacy, CPC
Franchise Partner
Division: Restaurant
Location: Kansas, Missouri
Scott Lacy
Franchise Partner, Gecko Hospitality
Restaurant Division | Kansas & Missouri
Phone: 816-265-0430 | Email: scottl@geckohospitality.com
LinkedIn: https://www.linkedin.com/in/scott-lacy-6018217/
Credentials: CPC
About Scott
Scott Lacy is a restaurant and hospitality recruiter with Gecko Hospitality, serving clients and candidates throughout Kansas and Missouri. With more than 30 years of experience in the hospitality industry, Scott brings a unique combination of hands-on restaurant operations leadership and recruiting expertise to every search.
Background & Experience
Scott Lacy brings more than 30 years of experience in the hospitality industry, beginning his career at age 18 as a chef in a small restaurant. He went on to spend 16 years with Ryan’s Family Steakhouse, starting in 1995 and advancing through restaurant and multi-unit leadership roles. For the past 15 years, Scott has been a franchise partner with Gecko Hospitality, combining his extensive restaurant operations background with his recruiting expertise to connect hospitality companies with proven leadership talent.
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: Kansas, Missouri.
How Scott Evaluates Talent
I look past the job title and try to understand what someone was really responsible for. I want to know the sales volume, size of the team, P&L responsibility, turnover, retention, and what they actually improved while they were there. I also pay close attention to how they lead people, how they handle pressure, and whether their background fits the concept and the client. Having spent most of my career in restaurant operations before recruiting, I know there is a big difference between someone who interviews well and someone who can actually run a restaurant.
Scott’s Market Perspective
Kansas and Missouri can both be tough markets when you are looking for strong restaurant leaders, especially experienced GMs, multi-unit leaders, and kitchen managers. Good candidates usually have options, and today they are looking at more than just salary; schedule, culture, stability, benefits, growth opportunity, and quality of life all matter. I also think every market is a little different, so what works in Kansas City may not work the same way in St. Louis, Wichita, Springfield, or one of the smaller markets I recruit in.
Advice
For employers: Know what you really need, what you can offer, and what makes your opportunity worth leaving a good job for.
For candidates: Be ready to talk about what you actually accomplished: sales, P&L results, retention, promotions, team development, and how you made the operation better.
In Scott’s Words
“My years as an operator taught me what great restaurant leadership looks like. My years as a recruiter taught me that the right hire also has to be the right opportunity for the candidate.”
Testimonials
“Scott did an awesome job working with me through the process, found me the job that I know for a fact I couldn’t have came across on my own, and handled a lot of the scheduling and timing needed to make it happen.”
Ryan K. (Successfully placed candidate)
“Scott is amazing, he is so friendly and helpful and very good at his job. I loved working with him, he is the reason I took the job.”
Stacy D. (Successfully placed candidate)