Hospitality disciplines and roles we recruit
Concorsa helps hotels, restaurants, venues, and travel and leisure employers across the United States hire the people their operations depend on, from executive leadership to the specialist roles that keep service running.
Request talentRoles we recruit for
As hospitality recruiters by role, we organize every search around the discipline, seniority, and sector context of the position, because a general manager search for a boutique resort works very differently from a culinary search for a high-volume contract caterer.
If the role you need is not listed here, contact us. The disciplines below reflect the core of our practice.
Executive & C-Suite
- Chief Executive Officer
- President
- Chief Operating Officer
- Chief Financial Officer
- Chief Human Resources Officer
- Chief Marketing Officer
- Chief Information Officer & Chief Technology Officer
- Chief Commercial Officer
Hotel Operations & Rooms Division
- Front Office & Guest Services
- Housekeeping & Facilities
- Customer Experience Director
Executive Chefs & Culinary
- Corporate Executive Chef
- Chef de Cuisine
- Sous Chef
- Pastry Chef
- Culinary R&D Chef
Food & Beverage Directors
Revenue Management
- Vice President of Revenue Strategy
- Distribution & E-Commerce Director
Sales & Marketing
- Vice President of Sales
- Group Sales Director
- Business Development Director
- Vice President of Marketing
- Marketing Director
- Digital Marketing Director
- Public Relations & Communications Director
- Loyalty Program Director
Multi-Unit & Regional Leaders
Finance & Accounting
- Finance Director
- Restaurant Controller
- Financial Planning & Analysis Director
Human Resources
- Vice President of Human Resources
- Human Resources Director
- Talent Acquisition Director
- Learning & Development Director
Catering & Events Management
- Event Director
- Convention Services Director
- Conference Services Manager
Spa & Wellness Directors
Leisure & Recreation Management
- Golf Director
- Recreation Director
- Attractions General Manager
Gaming & Casino Operations
- Casino General Manager
- Casino Operations Director
- Gaming Compliance Director
Travel & Tourism Operations
- Destination Organization CEO & President
- Tourism Marketing Director
- Travel Operations Director
- Cruise Operations Director
- Airline Commercial Director
Technology & Digital
- Information Technology Director
- Hospitality Systems Director
- Travel Technology Product Leader
- Digital Transformation Director
Development & Asset Management
- Vice President of Development
- Hotel Development Director
- Hospitality Asset Manager
- Acquisitions Director
Design, Construction & Engineering
- Vice President of Design & Construction
- Hospitality Project Director
- Director of Engineering
- Chief Engineer
Procurement & Supply Chain
- Procurement Director
- Supply Chain Director
- Strategic Sourcing Director
Hospitality recruiters by role and discipline
Effective hospitality recruitment starts with fluency in the work itself. A recruiter who understands what a director of rooms actually does, or how a beverage program affects margin, can screen for substance. That is why we structure our recruitment practice around disciplines. Each search is led by recruiters who know the function, the reporting lines, and the realistic market for qualified candidates in that space, which produces shortlists a hiring manager can act on without filtering.
We recruit nationwide for hotels and resorts, restaurants and bars, contract and event catering, travel operators, and leisure and attraction businesses. Our work spans permanent placement, seasonal and event staffing, and executive search for senior or confidential appointments.
Operational and guest-facing hospitality roles
These are the disciplines closest to the guest experience, where hiring errors surface fastest and where service mindset counts for as much as technical skill. A weak hire in these functions is visible to guests within days, which is why we weight operational judgment and team leadership as heavily as resume credentials.
Hotel operations and rooms
We recruit front office, rooms division, housekeeping, and guest services leaders who can run complex, multi-department operations while protecting service consistency. Candidates are assessed on labor planning, occupancy-driven staffing, and their track record of holding brand standards through peak periods.
Culinary and kitchen
From executive chefs to sous chefs and kitchen management, we assess both craft and the commercial discipline a modern kitchen requires, including food cost control, menu development, allergen and food safety compliance, and team retention in a tight labor market.
Food and beverage
We place food and beverage directors, restaurant managers, and bar and beverage leaders across fine dining, casual dining, and high-volume concepts, screening for service style, covers handled, and accountability for departmental revenue and margin.
Revenue management
Our recruiters source revenue managers and directors who can balance rate strategy, distribution, and forecasting in competitive markets, including candidates fluent in channel mix, segmentation, and the revenue systems your property already runs.
Sales and marketing
We hire sales directors, marketing leaders, and event and conference sales talent who can build demand across leisure, corporate, and group segments, with evidence of pipeline ownership, account development, and measurable contribution to top-line performance.
Leadership and corporate management positions
Senior and corporate roles shape the direction of the whole organization. These searches are often confidential, and they demand a measured, consultative process built on direct outreach. We map the relevant field, approach candidates individually, and keep the employer's identity protected until both sides are ready.
Executive and C-suite
Our executive search practice handles CEO, COO, CFO, and equivalent appointments where discretion, reach, and rigorous assessment are essential, including succession-driven searches where an incumbent remains in the role.
General managers
We recruit general managers and multi-unit operators who can own a P&L, lead large teams, and represent a brand credibly to owners and guests, with screening calibrated to property size, segment, and ownership structure.
Finance
We place controllers, finance directors, and accounting leaders with real hospitality experience, including asset and ownership structures, management agreements, and the reporting demands of owners and investors.
Human resources
Our recruiters hire human resources directors and talent leaders who understand hospitality workforce dynamics, seasonality, high-turnover environments, and the retention and employee relations work that keeps service levels stable.
Technology
We source technology and systems leaders who can manage property platforms, distribution, and the growing digital side of hospitality operations, from property management and point-of-sale systems to guest data and integration projects.
Development
We recruit development and acquisitions professionals for groups expanding their portfolios through new builds, conversions, and franchise growth, including unannounced projects that require a fully confidential process.
How seniority and sector shape a search
Two variables define almost every brief we take: how senior the role is, and which part of the industry it sits in. Seniority changes the method. A confidential executive search for a chief operating officer runs through retained, direct outreach to a mapped field of candidates, while a seasonal front-of-house hire calls for speed, volume screening, and dependable shortlists on a tight timeline. Treating the two as the same exercise is how employers end up with slow senior hires and under-vetted junior ones.
Sector changes the criteria. A food and beverage director in fine dining is evaluated on different ground than one in contract catering or a resort complex, even when the title is identical. Our recruiters account for service style, unit economics, brand standards, and team scale before a single candidate is approached. That calibration is what separates a specialist hospitality recruiter from a generalist agency forwarding resumes.
Confidential handling runs through all of this. Whether a search is sensitive because an incumbent is still in the role, because a development project is unannounced, or because the employer simply prefers discretion, we manage outreach, references, and offer conversations accordingly.
How we work on your brief
Every engagement follows a clear process, adjusted to the seniority and urgency of the role. The steps below describe a typical permanent or executive search.
Scope the role
We work with you to define the position, reporting lines, compensation range, and the experience that predicts success in your operation. This is also where we agree the level of confidentiality and the timeline you are working to.
Source candidates
Our recruiters approach the market directly through databases, professional networks, and industry channels, including passive candidates who are not applying anywhere and would never surface through a job posting.
Screen and shortlist
We conduct competency-based interviews and preliminary checks, then present a focused shortlist of qualified candidates instead of a volume of unvetted resumes. Each submission comes with our assessment of fit against the criteria you set at scoping.
Coordinate interviews and selection
Our team manages scheduling, prepares both sides, and supports structured assessment so decisions stay on track and strong candidates are not lost to delay.
Manage the offer and onboarding
We handle offer negotiation, references, and employment eligibility checks, and stay in contact through the notice period and first weeks to protect the placement.
Frequently asked questions
Do you recruit hospitality roles outside hotels?
Yes. Our recruiters work across restaurants, bars, contract and event catering, travel and tour operations, attractions, and leisure and wellness businesses nationwide. Many of the disciplines listed above apply across all of these settings, and we adjust the screening criteria to the operating model of each.
Can you run a confidential search?
Confidential executive search is a core part of our practice. We manage approaches where the hiring organization or the vacancy itself cannot be disclosed at the outset, and we agree the level of disclosure with you before any outreach begins.
Do you handle temporary and seasonal hiring as well as permanent roles?
We do. Alongside permanent and executive recruitment, we provide seasonal and event staffing, including rapid-response cover for peak periods, across the United States.
What does a search cost?
Fees depend on the role, the seniority, and the type of engagement, whether contingency, retained, or a volume program. We set out transparent terms before any work starts, so there are no surprises later.
Talk to a hospitality recruiter
If you are hiring in any of the disciplines above, or you are not sure where a role fits, the most useful next step is a short conversation about your brief. Our recruiters can advise on scoping, pay and market conditions, and realistic hiring timelines before you commit to anything.
Call us at +1 888-202-9809 or email contact@
Offices
- Atlanta, Georgia
- Marlborough, Massachusetts
- Parsippany, New Jersey
- Cheyenne, Wyoming