Job Description

Job Summary:

The Recruiter is responsible for full-cycle recruitment across Front of House (FOH), Heart of House (HOH), Supervisory, Management, and select Sr. Level positions within a luxury hospitality environment. This role partners closely with hiring managers to forecast workforce needs, source exceptional candidates, design selection processes aligned to brand standards, and deliver a first-class candidate experience. Success is measured by quality-of-hire, time-to-fill, retention outcomes, compliance, and stakeholder satisfaction.

Primary Responsibilities:

• Conduct structured intake meetings to define role requirements, success profiles, interview plans, and timelines.
• Build role-specific competency maps (e.g., service ethos, pace, precision, culinary station mastery, POS proficiency).
• Provide hiring forecasts by outlet, season, and business demand; align recruitment capacity accordingly.

• Develop multi-channel sourcing strategies: direct sourcing, hospitality job boards, campus/culinary schools, referral programs, social media, industry associations, and community partnerships.
• Maintain candidate pipelines for high-volume roles (servers, bartenders, cooks, pastry, housekeeping) and hard-to-fill specialist roles (sushi, chocolatiers, sommeliers, facilities).
• Activate employer branding content focused on service excellence, growth pathways, and culture.

• Design structured interview guides and practical assessments (e.g., stage shifts, mise en place tests, tasting panels, speed/accuracy trials, POS simulations).
• Train interviewers on structured interviewing, bias mitigation, legal compliance, and hospitality-specific evaluation.
• Host high-quality hiring events/open calls; optimize candidate flow and conversion.

• Benchmark compensation; advise on competitive offers and escalation approvals.
• Manage end-to-end offer process: verbal offers, written offers, contingencies, and pre-boarding logistics.
• Coordinate with HR and Operations to ensure seamless onboarding (schedules, uniforms, orientation, compliance documentation).

• Provide weekly dashboards (pipeline, time-to-fill, acceptance rates, diversity metrics, attrition risk).
• Coach managers on selection discipline, candidate experience, and workforce planning.
• Build trusted relationships across outlets, culinary teams, and service leadership.

• Ensure adherence to federal/state/local employment laws and internal policies (EEO, ADA, I-9/E-Verify, FCRA for background checks).
• Maintain accurate ATS records, requisition documentation, structured scoring, and OFCCP-compliant processes where applicable.

• Analyze funnel metrics to identify bottlenecks; implement experiments to improve speed, quality, and retention.
• Partner with HR to close feedback loops on performance and turnover by role/manager/outlet; iterate success profiles

This job description in no way states or implies that these are the only duties to be performed by the associate occupying this position. Associates will be required to perform any other job-related duties assigned by their supervisor. This document does not create an employment contract, implied or otherwise, other than an "at will" employment relationship.

Physical Requirements:

These physical demands represent the physical requirements necessary for an associate to successfully perform the essential functions of this position. Reasonable accommodation can be provided to enable individuals with disabilities to perform the essential functions described in this position.

• Ability to move between multiple outlets or properties as needed for hiring events, interviews, and operational meetings.
• Extended periods of standing and walking during job fairs, open calls, and on-site interviews.
• Occasionally lift and carry up to 20 lbs (e.g., recruitment materials, signage, event setup).
• Prolonged periods of sitting and working on a computer for sourcing, ATS management, and reporting.
• Local travel between properties or venues; occasional regional travel for recruitment events or campus outreach.
• Ability to work evenings, weekends, and early mornings during peak hiring periods or special events.

Qualifications, Education, Experience, Skills and Abilities

• Bachelor’s degree in HR, Business, Hospitality Management, or equivalent experience.
• 3–5+ years full-cycle recruiting in hospitality (hotel/resort, luxury dining, large-scale F&B, or multi-outlet environments).
• Proven success filling high-volume FOH/HOH roles and specialist culinary roles in fast-paced, premium service settings.
• Proficiency with ATS (Paychex, UKG, etc.), HRIS basics, sourcing platforms, and scheduling tools.
• Strong grasp of hospitality labor markets, compensation benchmarks, seasonal workforce dynamics, and compliance requirements.
• Stakeholder management, structured interviewing, negotiating offers, data literacy (pipeline and conversion metrics), and employer branding.
• Experience supporting openings/expansions, union or mixed environments, and multi-property operations.
• Culinary recruitment experience (e.g., pastry/chocolate, sushi, robata, wok, banquet, garde manger).
• Bilingual (English/Spanish or English/Creole) for Florida market; experience with community outreach.
• AIRS/SHRM/PHR or related certs; familiarity with OFCCP requirements (if federal contracts apply).

The World Equestrian Center  is managed by  Columbus Hospitality Management ; a company committed to providing quality service and memorable guest experiences in a positive and welcoming work environment. We are focused on supporting the needs of our team through our commitment to the family/work life balance and by providing development opportunities.

We are proud to be a Drug Free Workplace/EOE.  All applicants will be required to submit to a background check prior to employment.

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