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RANGE

08

Find the right people before the position becomes urgent.

Posting when a seat is empty and settling for whoever applies: that’s recruiting as most hospitality groups practice it. The right hire at the management level changes the trajectory of a unit. The wrong one costs six months and compounds every other problem. We build a proactive talent strategy: defining what good looks like for each critical role, building sourcing channels, and running a structured process that brings in candidates worth hiring.

Tell us what’s breaking.

Take the Diagnostic

Thirty to forty-five minutes, with the Straight Read back within 48 hours.

Scope of Work

  • —Role definition and candidate profile development
  • —Compensation benchmarking and market positioning
  • —Sourcing strategy and candidate pipeline development
  • —Interview process design and evaluation frameworks
  • —Offer structuring and onboarding transition
  • —Recruiting process documentation for internal replication

Start with an install

Not ready for the full engagement? A fixed-scope install builds one system into your operation: defined start, defined end, priced up front.

Hiring well is mostly a question of when you start.

The person you want is already employed. They’re not refreshing job boards after a close; they’re running a good shift across town for an operator who has no idea how reachable they are. A search that opens the week a seat goes empty reaches whoever is free that week, which is a smaller and different group. So the work moves earlier, into the months when nothing is open and no one is under pressure. That is when a strong operator will take the call, and it is the only stretch in which the choice is genuinely yours.

A role scorecard opens the work: for every critical position, the standard a candidate is measured against, written before a job ever posts. Interviews run to a structured format scored consistently across candidates instead of an open conversation graded on instinct, and a working-interview or stage protocol (a paid shift, a real scenario, a trial close) that tests judgment under real conditions before an offer goes out.

We also track time-to-fill and cost-per-hire by role, so leadership can see whether the pipeline is actually improving or just feels less painful because the last hire happened to work out. The output isn’t just a hire; it’s a repeatable process your team can run after we’re gone.

The record is on Selected Outcomes.

How it works

StepWhat happens
01Write the role scorecard before the seat opens
02Build sourcing channels for each critical role
03Score structured interviews against the scorecard, not instinct
04Test judgment with a paid working interview
05Document the process for your next search

Before

A key seat opens, the posting goes up reactively, and the hire gets made under deadline pressure against no consistent standard.

After

A role scorecard and structured process are already running before the seat opens, so the decision is made against a standard, not a calendar.

Further Reading

What replacing an hourly employee actually costs

Common Questions

Why do our management hires keep not working out?

Reactive hiring is usually the cause: posting late, interviewing loosely, and settling under time pressure. Without a written role standard and a structured evaluation, the calendar ends up making the decision. We build the profile, the sourcing, and the process so the right person is in the pipeline before the seat is urgent.

Can you help us hire for a new location opening?

Yes. Opening hiring is where a proactive pipeline matters most. You need the right managers and key staff in place before the ramp, not scrambling during it. We define the roles, build the sourcing, and run the process, and can hand off a documented system so your team repeats it for the next opening.

What’s the reporting cadence during a recruiting engagement?

Weekly pipeline updates (candidates sourced, screened, and in process against the role scorecard), so leadership always knows where a critical search stands. Once the system is documented, we hand off a cadence your team can run and report on internally for the next opening.

Aren’t you just a recruiting agency with a different name?

No. An agency’s job ends when a seat is filled, which is why the same seat keeps needing to be filled. We build the hiring system itself: the role scorecards, the structured interviews, the working-interview protocol, and the sourcing channels your team runs after we’re gone. The deliverable is a process that makes the next search easier, not a candidate invoice.

What happens if a hire doesn’t work out?

Some won’t. No process eliminates misses, it reduces them and makes them diagnosable. Because every hire was scored against a written standard and tested in a paid working interview, a miss tells you exactly which signal failed, and the scorecard gets sharper for the next search. Reactive hiring can’t do that; it just repeats the same guess under the same deadline.
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