Senior Recruiter / Senior Talent Acquisition Manager

We are seeking a Senior Talent Acquisition Manager to serve as a key individual contributor responsible for recruiting across all of 50 Eggs Hospitality Group. This is a hands-on role with no direct reports. You will own active searches, proactive sourcing, and recruiting improvements across the company.

The scope covers all current brands and businesses, future concepts, new openings, corporate hiring, and domestic and international expansion. This includes luxury fine dining, high-volume restaurants, corporate hospitality, sports and performance hospitality, and all other company operations. Recruiting priorities will reflect the company's needs and growth.

The right person understands restaurant operations, recognizes the talent needed for demanding service environments, and earns credibility with culinary and operations leaders. They influence hiring decisions through expertise and partnership, stay close to candidates, and make the recruiting process clearer, faster, and more consistent.

Core Responsibilities include:
Own Full Cycle Recruiting

• Personally manage searches for hourly, culinary, management, corporate, and specialized roles across all company brands and businesses, from intake and sourcing through screening, interviews, offers, and the transition to onboarding.
• Build candidate profiles with hiring managers that define the role, business needs, required skills, compensation parameters, and decision timeline. Prioritize searches against operational needs and approved staffing plans.
• Assess candidates against job-related criteria, provide clear recommendations, and partner with culinary and operating leaders on technical and leadership evaluations.
• Keep interviews and decisions moving. Secure timely feedback, address candidate concerns, coordinate offer approvals, and maintain communication through the start date.

Build Talent Pipelines and Recruiting Partnerships

• Proactively source candidates through direct outreach, referrals, industry networks, and targeted research. Build relationships with talent before positions become urgent.
• Map talent across luxury restaurant groups, fine-dining concepts, leading steakhouses, and comparable high-volume hospitality businesses. Assess operating experience and results rather than relying on employer names alone.
• Develop relationships with hospitality and culinary schools, industry associations, community partners, and selected recruiting agencies. Evaluate which sources produce qualified hires.
• Share market insight on talent availability, compensation expectations, competition, and relocation considerations so hiring leaders can make informed decisions.

Plan for Openings and Growth

• Partner with HR, operations, culinary, finance, and business leaders to translate company-wide growth plans into hiring priorities, staffing requirements, recruiting budgets, and realistic timelines across existing and future brands.
• Build recruiting plans for new openings with leadership hiring milestones, hourly hiring campaigns, interview events, and staffing-readiness checkpoints. Identify shortages and delays early and recommend specific actions.
• Support international expansion through market research, recruiting plans, and local sourcing partnerships. Coordinate with local leadership and qualified HR, legal, and mobility partners on country-specific hiring requirements and practices.

Strengthen Recruiting Systems and Execution

• Own the day-to-day recruiting workflow in Harri, including requisitions, candidate stages, interview feedback, source tracking, and reporting. Maintain accurate records and improve adoption with hiring teams.
• Create practical standards for intake, interviews, candidate assessment, offers, and handoffs to onboarding. Equip hiring managers with clear guidance and useful tools.
• Track search progress, time to fill, source effectiveness, offer acceptance, hiring costs, and opening readiness. Review early retention with HR and operations to improve hiring quality.
• Manage recruiting spend within approved budgets. Monitor agency fees, job advertising, and sourcing tools, and recommend changes based on performance and business needs.
• Protect candidate information and partner with HR on fair, consistent hiring practices and appropriate access to recruiting records.

Build the Function as the Business Grows

• Strengthen employer branding with HR, marketing, and operating leaders. Ensure job postings, outreach, and candidate communication accurately reflect each brand and opportunity.
• Assess recruiting capacity and recommend additional resources as business needs change. The role may evolve to help build a recruiting team as the business grows and resources are approved.

Qualifications and Experience Required

• At least seven years of progressive recruiting experience, including substantial hands-on experience recruiting for luxury or fine-dining concepts and high-volume hospitality operations.
• Experience supporting a multi-unit or multi-brand business across multiple markets, with a working understanding of front-of-house, back-of-house, culinary leadership, and restaurant management roles.
• A record of personally sourcing and closing difficult searches while managing competing priorities and supporting high-volume hourly hiring.
• Strong direct sourcing, candidate assessment, interviewing, and offer-management skills, with the ability to engage candidates who are not actively looking.
• Experience partnering with hiring managers and senior leaders, influencing without direct authority, clarifying expectations, and driving timely decisions.
• Experience improving recruiting processes and using an applicant tracking system, recruiting data, and sourcing tools to manage work and identify gaps.
• Sound judgment, clear communication, strong follow-through, and discretion with candidate and business information.

Preferred

• Experience strengthening a recruiting function through better sourcing, processes, tools, or hiring-manager partnerships.
• Recruiting for restaurant openings, rapid growth, corporate functions, luxury corporate dining, or sports and performance hospitality.
• Hands-on Harri experience and established hospitality recruiting networks in Las Vegas, Dallas, or other major restaurant markets.
• Experience coordinating international searches, developing local recruiting partnerships, or supporting entry into new markets.

What Success Looks Like

Hiring leaders have clear priorities, qualified candidate pipelines, and reliable visibility into search progress. Critical roles are filled against agreed plans, opening teams are ready when needed, and candidates receive timely, professional communication that reflects our service standards.

Recruiting decisions are supported by accurate Harri data and useful reporting. Sourcing channels and outside partners deliver value, and the recruiting function gains the processes and capabilities needed to support the next stage of growth.

Why Join 50 Eggs Hospitality Group

As a key individual contributor, you will help shape how we attract talent across the entire company. You will work closely with HR and business leaders, personally recruit talent for every brand and business, and strengthen the recruiting capabilities needed for our growth.

We are seeking a Senior Talent Acquisition Manager to serve as a key individual contributor responsible for recruiting across all of 50 Eggs Hospitality Group. This is a hands-on role with no direct reports. You will own active searches, proactive sourcing, and recruiting improvements across the company.

The scope covers all current brands and businesses, future concepts, new openings, corporate hiring, and domestic and international expansion. This includes luxury fine dining, high-volume restaurants, corporate hospitality, sports and performance hospitality, and all other company operations. Recruiting priorities will reflect the company's needs and growth.

The right person understands restaurant operations, recognizes the talent needed for demanding service environments, and earns credibility with culinary and operations leaders. They influence hiring decisions through expertise and partnership, stay close to candidates, and make the recruiting process clearer, faster, and more consistent.

Core Responsibilities include:
Own Full Cycle Recruiting

• Personally manage searches for hourly, culinary, management, corporate, and specialized roles across all company brands and businesses, from intake and sourcing through screening, interviews, offers, and the transition to onboarding.
• Build candidate profiles with hiring managers that define the role, business needs, required skills, compensation parameters, and decision timeline. Prioritize searches against operational needs and approved staffing plans.
• Assess candidates against job-related criteria, provide clear recommendations, and partner with culinary and operating leaders on technical and leadership evaluations.
• Keep interviews and decisions moving. Secure timely feedback, address candidate concerns, coordinate offer approvals, and maintain communication through the start date.

Build Talent Pipelines and Recruiting Partnerships

• Proactively source candidates through direct outreach, referrals, industry networks, and targeted research. Build relationships with talent before positions become urgent.
• Map talent across luxury restaurant groups, fine-dining concepts, leading steakhouses, and comparable high-volume hospitality businesses. Assess operating experience and results rather than relying on employer names alone.
• Develop relationships with hospitality and culinary schools, industry associations, community partners, and selected recruiting agencies. Evaluate which sources produce qualified hires.
• Share market insight on talent availability, compensation expectations, competition, and relocation considerations so hiring leaders can make informed decisions.

Plan for Openings and Growth

• Partner with HR, operations, culinary, finance, and business leaders to translate company-wide growth plans into hiring priorities, staffing requirements, recruiting budgets, and realistic timelines across existing and future brands.
• Build recruiting plans for new openings with leadership hiring milestones, hourly hiring campaigns, interview events, and staffing-readiness checkpoints. Identify shortages and delays early and recommend specific actions.
• Support international expansion through market research, recruiting plans, and local sourcing partnerships. Coordinate with local leadership and qualified HR, legal, and mobility partners on country-specific hiring requirements and practices.

Strengthen Recruiting Systems and Execution

• Own the day-to-day recruiting workflow in Harri, including requisitions, candidate stages, interview feedback, source tracking, and reporting. Maintain accurate records and improve adoption with hiring teams.
• Create practical standards for intake, interviews, candidate assessment, offers, and handoffs to onboarding. Equip hiring managers with clear guidance and useful tools.
• Track search progress, time to fill, source effectiveness, offer acceptance, hiring costs, and opening readiness. Review early retention with HR and operations to improve hiring quality.
• Manage recruiting spend within approved budgets. Monitor agency fees, job advertising, and sourcing tools, and recommend changes based on performance and business needs.
• Protect candidate information and partner with HR on fair, consistent hiring practices and appropriate access to recruiting records.

Build the Function as the Business Grows

• Strengthen employer branding with HR, marketing, and operating leaders. Ensure job postings, outreach, and candidate communication accurately reflect each brand and opportunity.
• Assess recruiting capacity and recommend additional resources as business needs change. The role may evolve to help build a recruiting team as the business grows and resources are approved.

Qualifications and Experience Required

• At least seven years of progressive recruiting experience, including substantial hands-on experience recruiting for luxury or fine-dining concepts and high-volume hospitality operations.
• Experience supporting a multi-unit or multi-brand business across multiple markets, with a working understanding of front-of-house, back-of-house, culinary leadership, and restaurant management roles.
• A record of personally sourcing and closing difficult searches while managing competing priorities and supporting high-volume hourly hiring.
• Strong direct sourcing, candidate assessment, interviewing, and offer-management skills, with the ability to engage candidates who are not actively looking.
• Experience partnering with hiring managers and senior leaders, influencing without direct authority, clarifying expectations, and driving timely decisions.
• Experience improving recruiting processes and using an applicant tracking system, recruiting data, and sourcing tools to manage work and identify gaps.
• Sound judgment, clear communication, strong follow-through, and discretion with candidate and business information.

Preferred

• Experience strengthening a recruiting function through better sourcing, processes, tools, or hiring-manager partnerships.
• Recruiting for restaurant openings, rapid growth, corporate functions, luxury corporate dining, or sports and performance hospitality.
• Hands-on Harri experience and established hospitality recruiting networks in Las Vegas, Dallas, or other major restaurant markets.
• Experience coordinating international searches, developing local recruiting partnerships, or supporting entry into new markets.

What Success Looks Like

Hiring leaders have clear priorities, qualified candidate pipelines, and reliable visibility into search progress. Critical roles are filled against agreed plans, opening teams are ready when needed, and candidates receive timely, professional communication that reflects our service standards.

Recruiting decisions are supported by accurate Harri data and useful reporting. Sourcing channels and outside partners deliver value, and the recruiting function gains the processes and capabilities needed to support the next stage of growth.

Why Join 50 Eggs Hospitality Group

As a key individual contributor, you will help shape how we attract talent across the entire company. You will work closely with HR and business leaders, personally recruit talent for every brand and business, and strengthen the recruiting capabilities needed for our growth.