Sr. Recruiter / Talent Acquisition Manager

 Oversee the company’s recruitment process across all outlets – talent sourcing via online databases, contact lists, employee referrals as well as passive candidates through networking, cold calling, and internet research
 Responsible for staying current on industry news, trends and best practices as related to our current sourcing and staffing needs
 Interview and make recommendations for hire for management-level employees, recommend viability of internal promotions or transfers. Works extensively with restaurant management, Corporate Operations team and Corporate HR team
 Hands-on oversight for college campus recruiting program including attending job fairs, networking events and panel discussions
 Establish and cultivate networking relationships with industry organizations
 Assess and implement recruiting tools, defining key processes and service level standards
 Oversee Corporate career webpage
 Responsible for filling each property's compendium
 Direct hiring activities and strategies for all positions
 In partnership with the corporate HR team, leads recruitment for corporate positions
 Oversee the recruitment and interviewing of candidates for all hourly positions
 Aware of all terminations and resignations
 Implement and maintain apprenticeship and international internship programs; maintain relationships with partner agencies
 Manage culinary externship program; maintain culinary school relationships
 Spearhead the recruitment of, and liaise for, Manager Trainee candidates, J-1 candidates
 Implement and maintain externship programs
 Oversee the social media of the recruiting department
 Participate in weekly meetings as needed
 Review staffing levels
 Travel on recruitment trips as directed
 Monitor turnover and increase retention; provide statistics on attrition rates
 Provide statistics on the success of interview-to-hire rates

Recruitment
 Responsible for full-cycle recruitment support for each property's hourly staff compendium; to include the composition of and extend approved offer letters for hourly positions
 Direct and oversee all recruitment activities and strategies for all outlet hourly positions
 Aware of all terminations and resignations
 Assists to maintain successful externship, apprenticeship programs, and international employment programs (J1s)
 Monitor turnover and collaborate/participate in retention efforts
 Participate in weekly manager meetings
 Review and maintain staffing levels
 Travel on recruitment trips as directed

 Assists in the administration of training programs (MIT)
 Assists in social media updates
 Attends Job Fairs, responsible for all follow up
 Fosters and maintains relationships with Culinary and Hospitality Schools
 Send candidates through background and drug, if applicable
 Communicate status of hiring path to Chef and GM daily
 Assists in all new hire paperwork as needed
 Issue welcome letter and training schedule if needed
 Confirm offers are consistent with job codes & pay rates

Pre-Opening Responsibilities:
 Responsible for full-cycle recruitment support
 Review compendium
 Create a point of contact with host property
 Conduct Market salary analysis, every quarter!
 Develop recruitment plan including job fair coordination, organize, advertise, attend and manage all Job Fairs
 Identify job fair space and set up. Responsible for Job Fair workflow, collateral supplies and staffing for the job fair events
 Drafts and circulates for approval all corporate and outlet job descriptions
 Drafts Recruitment and Pre-opening HR SOPs for managers
 Drafts all employee offer letters, and job descriptions templates for openings.
 Follow the recruitment plan & begin hiring process.
 Organize and coordinate and implement critical path for all Recruiting-related pre-opening items. Responsible for completion of all Recruiting related items.
 Participate in all Critical Path Operations Meetings. Collaborates daily with Operations, Finance, PR and Development in preparation for new outlet openings.
 Manage all advertising for open positions in pre-opening. Set up advertisements, and other ads for other local outlets. Confirm advertisement verbiage with VP of PR ensuring that all communication from the property is consistent group image and standards.
 Responsible for the oversight of placement of ads, screening of resumes and coordinating preliminary interviews for Kitchen and Dining Room pre-opening employee recruitment and selection process for non-exempt staff in, following organizational and budget guidelines.
 Devise all staff communication with regards to TBNT, progress updates, offer letters, uniform requirements and expectations for notice and training.
 Prepare and update any pre-employment tools and quizzes. Train managers on the process, rating standards, and expectations.
 Facilitate the recruitment, interviews, and identification of General Manager and Chef.
 Model collaborative behavior to strengthen partnership bond with the operations team
 In partnership with HR, manages Staffing Master, job descriptions, offer letters and TBNT communication.
 Participate with GM in interview all management and line associates, as necessary.


 Assist Operations Team in assembling, coordinating and on-boarding Task Force employees
 Works as a resource for staff questions regarding anything employment-related. Researches answers and provides explanation materials as necessary.

Preferred Experience and Education

• Bachelor's degree and a minimum of 5 years of progressive talent acquisition experience
with preference given to those recruiting in outdoor or hospitality industry.
• Demonstrated expertise sourcing, recruiting and placing talent from a multi-source pipeline.
• Creative writing and communication skills to effectively draft recruitment communication to candidates.
• Expert knowledge in full life-cycle recruitment, including thorough pre-qualification screening, behavioral interviewing and closing professional level candidates across multiple levels and disciplines.
• Ability to set and balance short- and long-term priorities and remain focused within a rigorous, fast-paced and dynamic environment.
• Can connect and communicate with all candidates, from a C-level to seasonal camp staff and those community organizations serving those levels
• Experience evaluating, selecting and implementing applicant tracking systems/tools.
• Proven experience in reducing or eliminating the use of outside recruiters.
• Superior written and verbal communication and negotiation skills.
• Proficiency in successfully handling and resolving issues, disagreements and disputes that impact or impede relationships between recruiting team and hiring managers.
• Expertise in suggesting and selling new and effective alternatives to current recruitment practices based on business dynamics and needs.
• Effective in presenting oneself as a business partner to gain trust and respect of hiring teams.
• Expertise in managing and prioritizing the intake of new job requisitions to gain efficiencies and set clear expectations for deliverable with the hiring manager.

Sr. Recruiter / Talent Acquisition Manager

 Oversee the company’s recruitment process across all outlets – talent sourcing via online databases, contact lists, employee referrals as well as passive candidates through networking, cold calling, and internet research
 Responsible for staying current on industry news, trends and best practices as related to our current sourcing and staffing needs
 Interview and make recommendations for hire for management-level employees, recommend viability of internal promotions or transfers. Works extensively with restaurant management, Corporate Operations team and Corporate HR team
 Hands-on oversight for college campus recruiting program including attending job fairs, networking events and panel discussions
 Establish and cultivate networking relationships with industry organizations
 Assess and implement recruiting tools, defining key processes and service level standards
 Oversee Corporate career webpage
 Responsible for filling each property's compendium
 Direct hiring activities and strategies for all positions
 In partnership with the corporate HR team, leads recruitment for corporate positions
 Oversee the recruitment and interviewing of candidates for all hourly positions
 Aware of all terminations and resignations
 Implement and maintain apprenticeship and international internship programs; maintain relationships with partner agencies
 Manage culinary externship program; maintain culinary school relationships
 Spearhead the recruitment of, and liaise for, Manager Trainee candidates, J-1 candidates
 Implement and maintain externship programs
 Oversee the social media of the recruiting department
 Participate in weekly meetings as needed
 Review staffing levels
 Travel on recruitment trips as directed
 Monitor turnover and increase retention; provide statistics on attrition rates
 Provide statistics on the success of interview-to-hire rates

Recruitment
 Responsible for full-cycle recruitment support for each property's hourly staff compendium; to include the composition of and extend approved offer letters for hourly positions
 Direct and oversee all recruitment activities and strategies for all outlet hourly positions
 Aware of all terminations and resignations
 Assists to maintain successful externship, apprenticeship programs, and international employment programs (J1s)
 Monitor turnover and collaborate/participate in retention efforts
 Participate in weekly manager meetings
 Review and maintain staffing levels
 Travel on recruitment trips as directed

 Assists in the administration of training programs (MIT)
 Assists in social media updates
 Attends Job Fairs, responsible for all follow up
 Fosters and maintains relationships with Culinary and Hospitality Schools
 Send candidates through background and drug, if applicable
 Communicate status of hiring path to Chef and GM daily
 Assists in all new hire paperwork as needed
 Issue welcome letter and training schedule if needed
 Confirm offers are consistent with job codes & pay rates

Pre-Opening Responsibilities:
 Responsible for full-cycle recruitment support
 Review compendium
 Create a point of contact with host property
 Conduct Market salary analysis, every quarter!
 Develop recruitment plan including job fair coordination, organize, advertise, attend and manage all Job Fairs
 Identify job fair space and set up. Responsible for Job Fair workflow, collateral supplies and staffing for the job fair events
 Drafts and circulates for approval all corporate and outlet job descriptions
 Drafts Recruitment and Pre-opening HR SOPs for managers
 Drafts all employee offer letters, and job descriptions templates for openings.
 Follow the recruitment plan & begin hiring process.
 Organize and coordinate and implement critical path for all Recruiting-related pre-opening items. Responsible for completion of all Recruiting related items.
 Participate in all Critical Path Operations Meetings. Collaborates daily with Operations, Finance, PR and Development in preparation for new outlet openings.
 Manage all advertising for open positions in pre-opening. Set up advertisements, and other ads for other local outlets. Confirm advertisement verbiage with VP of PR ensuring that all communication from the property is consistent group image and standards.
 Responsible for the oversight of placement of ads, screening of resumes and coordinating preliminary interviews for Kitchen and Dining Room pre-opening employee recruitment and selection process for non-exempt staff in, following organizational and budget guidelines.
 Devise all staff communication with regards to TBNT, progress updates, offer letters, uniform requirements and expectations for notice and training.
 Prepare and update any pre-employment tools and quizzes. Train managers on the process, rating standards, and expectations.
 Facilitate the recruitment, interviews, and identification of General Manager and Chef.
 Model collaborative behavior to strengthen partnership bond with the operations team
 In partnership with HR, manages Staffing Master, job descriptions, offer letters and TBNT communication.
 Participate with GM in interview all management and line associates, as necessary.


 Assist Operations Team in assembling, coordinating and on-boarding Task Force employees
 Works as a resource for staff questions regarding anything employment-related. Researches answers and provides explanation materials as necessary.

Preferred Experience and Education

• Bachelor's degree and a minimum of 5 years of progressive talent acquisition experience
with preference given to those recruiting in outdoor or hospitality industry.
• Demonstrated expertise sourcing, recruiting and placing talent from a multi-source pipeline.
• Creative writing and communication skills to effectively draft recruitment communication to candidates.
• Expert knowledge in full life-cycle recruitment, including thorough pre-qualification screening, behavioral interviewing and closing professional level candidates across multiple levels and disciplines.
• Ability to set and balance short- and long-term priorities and remain focused within a rigorous, fast-paced and dynamic environment.
• Can connect and communicate with all candidates, from a C-level to seasonal camp staff and those community organizations serving those levels
• Experience evaluating, selecting and implementing applicant tracking systems/tools.
• Proven experience in reducing or eliminating the use of outside recruiters.
• Superior written and verbal communication and negotiation skills.
• Proficiency in successfully handling and resolving issues, disagreements and disputes that impact or impede relationships between recruiting team and hiring managers.
• Expertise in suggesting and selling new and effective alternatives to current recruitment practices based on business dynamics and needs.
• Effective in presenting oneself as a business partner to gain trust and respect of hiring teams.
• Expertise in managing and prioritizing the intake of new job requisitions to gain efficiencies and set clear expectations for deliverable with the hiring manager.