Hire hospitality talent: recruitment solutions for employers
Concorsa helps employers hire hospitality talent for permanent, seasonal and senior roles across the United States, from the first brief to the first day.
Request talentWe are a specialist recruitment and executive search firm for the hospitality, travel and leisure sectors. For hotels, restaurants, venues, travel operators and leisure businesses across the United States, finding the right people is often the hardest part of running the operation.
An engagement with us covers how to start a hire, which of our staffing solutions fits your situation, what you receive at each stage, and how the process moves from a first conversation to a settled new hire.
How to start a hire with Concorsa
Starting is straightforward. Contact us by phone or email with the role you need to fill, and one of our recruiters will arrange an initial consultation. In that conversation we learn about your operation, the team the role sits within, the service style your guests expect, and any timing pressure such as a seasonal peak, an opening date or a departure already on the calendar.
From there we advise on scope and approach. You may arrive with a finished job description, or with a gap and a deadline, and either is workable. Our team helps you define the role, sense-check the salary against current market conditions, and agree a realistic hiring timeline before any sourcing begins. The initial conversation carries no obligation, and we will tell you plainly if the brief needs adjusting to attract the right hospitality talent.
Choosing the right service for your hiring need
Hospitality hiring problems differ, and the service should match the problem. A sudden chef departure three weeks before peak season is not the same problem as appointing a general manager for a flagship property, and the two should not be run the same way. The options below reflect the main ways employers work with us. If your situation sits between categories, we will recommend the most practical route.
Executive and senior search
Retained or exclusive search for general managers, operations directors, executive chefs and other senior appointments where discretion and careful assessment matter most. These searches are mapped against the wider market, so we can approach strong people who are performing well in their current roles and are not actively looking.
Permanent recruitment
Direct hire support for hotel management and skilled roles across front of house, kitchen, food and beverage, and corporate functions such as HR, finance and marketing. Suited to vacancies where retention matters more than speed and you are hiring for the long term.
Interim and temporary cover
Rapid-response staffing when a departure, absence or sudden demand spike leaves a gap that cannot wait for a permanent process. We source candidates who are available for short-notice cover and used to arriving mid-service, so cover can start while a permanent search runs alongside it.
Seasonal and event staffing
Scheduling and short-term placement for peak seasons, holidays, conferences and events, scaled to your operating calendar. Planning these hires ahead of the rush gives you the pick of returning seasonal staff.
New openings
Coordinated hiring for launches and rebrands, where multiple roles across departments must be filled against a fixed opening date. We sequence the hires so senior appointments land first and can help shape the teams beneath them.
Multi-site hiring programs
Structured volume recruitment for groups and operators hiring across several locations, with consistent screening standards applied at every site and one point of contact overseeing the whole program.
If your hiring need does not fit neatly into one of these, contact us and we will shape an approach around it.
What you receive as an employer
Every engagement is built around a shortlist you can act on. Whatever the service, the core deliverables below come as standard.
Role scoping and job description advice
We help you define the role precisely, so the search targets the right experience, seniority and service mindset from the outset. Where a brief asks for a combination the market will not supply, we say so early.
Salary and market insight
We advise on pay rates, benefits and candidate availability in your market, so your offer is competitive before the search begins. This includes how your package compares locally, since hospitality candidates usually weigh hours, schedule patterns and progression alongside base salary.
A screened shortlist
You receive a small number of carefully vetted candidates, each assessed for technical skill, cultural fit and a real interest in your operation. Each is presented with notes explaining why they fit and where the risks sit, so you can prepare for interviews.
Interview coordination
We schedule and manage interviews, prepare both sides, and support competency and skills-based assessment where you want structure. For kitchen and culinary roles that often means arranging a trial shift or tasting at a time that does not disrupt service.
Reference and employment eligibility checks
Our compliance process covers reference verification and employment eligibility documentation before any offer is finalized.
Offer and onboarding support
We manage the offer conversation, help navigate counteroffers and notice periods, and stay involved through the new hire's first weeks. Counteroffers are common in hospitality hiring, and handling them properly is often what decides whether a placement holds.
How our recruitment process works
Our approach is consultative and careful. We present a small number of strong candidates, and the process below is how we keep shortlists tight and the search moving.
Brief and scoping
We take a detailed brief covering the role, the team, the culture of your operation and the outcomes the hire needs to deliver.
Market advice
We confirm salary positioning, candidate availability and a realistic timeline, adjusting the brief where the market demands it.
Sourcing
Our recruiters search proactively through our candidate database, professional networks and sector relationships, targeting people who fit the brief.
Screening and shortlisting
We interview and assess candidates against your criteria, then present a shortlist with clear notes on each person's strengths and fit.
Interviews and selection
We coordinate your interview process, gather feedback quickly and keep candidates engaged so strong people do not drift away.
Checks, offer and onboarding
We complete references and employment eligibility checks, manage the offer, and support the transition into your team.
Sector expertise
Employers comparing hospitality recruiting firms tend to ask the same question: do these recruiters understand the work? Concorsa specializes in the hospitality industry, along with travel and leisure, so our team speaks the language of covers and occupancies, seasonality and service standards. That sector focus shapes everything from how we brief a search to how we assess whether a candidate will hold up on a fully booked Saturday night.
Shortlists are screened and selective, because your time is the scarcest resource in any hire. Fees are transparent and placements are backed by agreed terms, so there are no surprises after the fact. We treat hospitality talent acquisition as a long-term partnership with each client. The immediate vacancy is filled with an eye on your wider talent pipeline as the business grows.
Contact us
If you are planning a hire, covering a gap or building a team for an opening, the next step is a short conversation about your requirements. Call us at +1 888-202-9809 or email contact@
Concorsa serves hospitality, travel and leisure employers across the United States, with offices in Atlanta, Georgia; Marlborough, Massachusetts; Parsippany, New Jersey; and Cheyenne, Wyoming.
Frequently asked questions
How quickly can you fill a role?
Timelines depend on the seniority of the role, your location and current candidate availability. Temporary and seasonal cover usually moves faster, while senior executive search naturally takes longer. We give you a realistic estimate at the scoping stage and keep you updated throughout.
Which sectors and roles do you cover?
We recruit for hotels and accommodation, restaurants and bars, contract and event catering, travel and tour operations, attractions, spas, and leisure and fitness facilities. Roles span kitchen and culinary, front of house, housekeeping, events and conference, revenue and sales, operations and general management, and corporate functions.
Can you support hiring in multiple locations?
Yes. We run multi-site and volume hiring programs for operators with locations across the United States, applying consistent screening and a single point of account management across every site.
What does the initial consultation involve?
A conversation about your operation, the role and your timing. We advise on scope, salary positioning and approach, and outline what we would deliver. It carries no obligation.
Do you also work with job seekers?
Yes. Supporting candidates with career advice and career development is part of how we work with hospitality professionals. Because we guide people toward opportunities that suit their skills and ambitions, they arrive at your interviews engaged and realistic about the role.
How are your fees structured?
Fees depend on the service and the seniority of the role. Terms are confirmed in writing before any sourcing begins, and placements are backed by agreed terms.
What information should I have ready before calling?
Nothing formal is required. It helps to know the role, roughly when you need someone in the role, the salary or rate range you have in mind and who the person would report to. If you already have a job description, send it across; if not, scoping the role is part of what we do in the first conversation.