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Recruitment Tips to Hire the Best Restaurant Managers

Author: Gecko Hospitality

Category:  Recruitment - Hiring Advice

Posted Date: 12/02/2024

If you thought finding a restaurant worker was tough, try finding a restaurant manager. Restaurant managers have a mix of skillsets, from hiring and managing staff to handling customers and chefs, payroll, HR, scheduling, ordering, and so much more. Finding this kind of chameleon in the forest of candidates takes skill, effort, and a knack for knowing the right places to look. This blog will share some best practices for recruiting tips to hire the best restaurant managers.

How To Recruitment the Best Restaurant Manager Candidates

Start with the job description. Finding the right fit takes knowing exactly what you’re looking for, but we so often seem to recruit on the fly that it makes it harder than it needs to be to find a good candidate. Take time to create an appealing job description from the perspective of the candidate. Instead of listing responsibilities, create a description that explains why a good manager would want to come work for your company. What are the “selling points,” in addition to job responsibilities? Once you’ve figured this out, post the ad on every job board you can find, in addition to on your website. Some of the best hospitality-related job boards include:

Restaurant Careers 2025: How to Recruit and Retain the Best Restaurant Managers

The competition for great restaurant managers in 2025 is fierce. The industry is recovering, expanding, and evolving, but talent acquisition has never been more challenging. Whether you run a resort restaurant in Florida, a fine dining venue in California, or a franchise group in New York, finding the right leaders requires a mix of digital strategy, personal outreach, and authentic communication.

Recruiting isn’t just about posting a job and hoping for the best. It’s about positioning your restaurant as a place where managers want to work—a brand that offers growth, balance, and culture. The best recruiting strategies combine smart wording, search optimization, and human connection to attract the right candidates at the right time.

Optimize Traditional Online Job Boards

Job boards like Glassdoor, Indeed, Monster, and ZipRecruiter are still valuable tools, but how you use them determines your results. In 2025, these platforms prioritize keyword alignment and engagement. Your posting should use clear, searchable job titles—such as “Restaurant General Manager” instead of “Hospitality Rockstar”—and be refreshed regularly to stay visible.

Include salary ranges, specific locations, and transparent role details. Job seekers are far more likely to apply when they know what to expect. Pay transparency builds trust and filters out mismatched candidates early.

If managing multiple job boards feels overwhelming, consider partnering with a specialized recruiting agency such as Gecko Hospitality. We manage postings, screen applicants, and often have restaurant leaders already in our pipeline who match your brand and culture. That saves you both time and risk.

Make Social Media a Recruiting Engine

Social media is now essential for hospitality hiring. Consistency matters more than perfection. Post often, share stories, and create visibility across multiple channels.

Use LinkedIn to target professionals and managers—share career growth stories, leadership insights, and open positions with hashtags such as #RestaurantManagement and #HospitalityCareers. On Instagram, focus on visual storytelling: team camaraderie, guest experiences, and behind-the-scenes moments. Facebook still works well for local hiring, especially through community pages and groups. For emerging talent, short-form video on TikTok can be an effective way to highlight your company culture.

Encourage your staff to share open positions. Employee referrals remain one of the most reliable sources for high-quality hires. A single social share from your team expands your reach exponentially and brings in candidates who already understand your workplace culture.

When using paid ads, focus on “click-to-apply” campaigns. These pay-per-click models allow you to target users by job title, experience, and region. They deliver measurable results and put your brand in front of the most qualified candidates.

Use Direct Sourcing to Find Passive Talent

The best restaurant managers often aren’t applying for jobs—they’re running busy kitchens or overseeing dining rooms elsewhere. That’s why direct sourcing is so powerful. It’s the proactive method that top recruiters use to reach passive candidates before they start looking.

Start with LinkedIn’s advanced search filters. Use combinations of titles, experience, and locations to identify ideal prospects. Send personalized, concise messages that acknowledge their experience and invite them to connect.

If you have a basic LinkedIn account, you can still send invitations with a personal note. Include your job link and a friendly message that explains why you believe they’d be a great fit. The tone should be conversational, not corporate. Genuine outreach builds interest and trust.

Recruiting agencies like Gecko Hospitality excel at this because we’ve already built deep relationships with thousands of restaurant leaders. We know who’s open to new opportunities and what motivates them to move.

Craft Wording That Aligns with Management Expectations

The way your job post is written directly affects who applies and how they interpret your expectations. Candidates can only meet standards they understand. Avoid buzzwords, acronyms, or internal jargon that make sense only inside your company. Use clear, action-based language that connects daily responsibilities to measurable success.

For example, instead of writing “manage operations,” say “lead a team of 25 employees, oversee daily operations, and ensure consistent guest satisfaction.” Instead of “strong leadership skills,” write “able to coach and develop staff to achieve service goals and reduce turnover.”

Keep the tone aligned with your culture. A fast-paced casual dining concept should sound energetic and approachable, while a luxury property should convey polish and professionalism. The right tone attracts candidates who naturally fit your environment.

Hospitality Recruitment – Focus on Employer Branding and Culture

Millennials and Gen Z now dominate restaurant management roles. They value flexibility, transparency, and purpose as much as compensation. Your job post should reflect not only the position but also your brand’s personality and values.

Showcase your culture on every platform. Share how you support professional growth, promote from within, or participate in community initiatives. Highlight your commitment to work-life balance, diversity, and sustainability. Candidates today want to know that their future employer stands for something beyond profit.

Job Recruitment  – Streamline the Application Process

According to Indeed and ZipRecruiter, over 70% of candidates abandon applications that are long or confusing. Simplify the process by offering a mobile-friendly form, minimizing required fields, and allowing one-click résumé uploads.

Follow up quickly—ideally within 48 hours. Even an automated acknowledgment keeps candidates engaged and improves your reputation. In hospitality, where responsiveness defines service, the same principle applies to recruitment.

GM and Managers – Build Trust Through Transparency and Safety

Candidates in 2025 still want reassurance that your workplace prioritizes safety, respect, and inclusivity. Use your job post to communicate policies on employee well-being, training, and career development. Transparency in these areas makes your brand more attractive to experienced managers who care about stability and culture fit.

The 2025 Reality: Authenticity Wins

The hospitality job market has changed, but the principle remains the same—people want to work where they feel respected and inspired. Authentic communication, consistent visibility, and thoughtful wording will separate your job posts from the noise.

When you write with clarity and honesty, candidates know exactly what to expect and what success looks like. That alignment leads to better hires, stronger teams, and longer retention.

Partnering with experts like Gecko Hospitality ensures that your message reaches the right audience with precision. We specialize in hospitality leadership recruitment, managing outreach, and matching culture with capability so that your next restaurant manager is not just qualified—but the perfect fit.

Tip: If you have a basic LinkedIn membership, the portal will limit the number of emails you can send. But you can invite anyone you want into your network as an individual member. When you invite a potential job candidate, the platform gives you room to write a note in the email. That’s a good place to put your job link and invite the candidate to apply.

While these are just a few of our best Recruiting Tips to hire a restaurant manager, the number one best practice we recommend is to call Gecko Hospitality. We have candidates standing by that may fit your open position perfectly. Contact us today to find out more.

 

 

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