Talent Acquisition Assistant Manager

Job Summary

You will partner closely with HR leadership, Area Managers, and Restaurant General Managers to ensure all locations are optimally staffed, while building a robust talent pipeline to support brand expansion.

1. Recruitment Strategy & Execution

• Full-Cycle Recruitment: Manage the end-to-end recruitment lifecycle for assistant managers, head chefs, sous chefs, and key corporate support functions.
• Mass Hiring Management: Oversee and streamline high-volume recruitment pipelines for frontline staff (servers, bartenders, baristas, line cooks, and kitchen helpers).
• Sourcing Channels: Utilize diverse sourcing channels including job boards, social media, local community partnerships, hospitality schools, and employee referral programs.
• Candidate Experience: Ensure a fast, engaging, and hospitable interview process that reflects the brand's culture from the very first touchpoint.

1. Stakeholder Collaboration & Manpower Planning

• Hiring Partner Alignment: Collaborate regularly with Restaurant General Managers and Area Directors to understand specific outlet dynamics, foot traffic needs, and cultural fits.
• Manpower Forecasting: Analyze turnover trends and seasonal rushes (e.g., holidays, summer seasons) to proactively adjust recruitment velocity.
• New Store Openings (NSOs): Formulate and execute dedicated recruitment campaigns for new branch rollouts, ensuring 100% staff readiness ahead of soft launches.

1. Data Tracking & Operational Excellence

• Recruitment Metrics: Monitor and optimize key performance indicators (KPIs) including Time-to-Hire, Cost-per-Hire, Source Effectiveness, and 90-day Retention Rates.
• ATS Management: Oversee the Applicant Tracking System (ATS) to ensure accurate candidate data logging, compliance, and seamless communication threads.
• Employer Branding: Represent the brand at hospitality career fairs and online networks to position the company as an employer of choice in the competitive F&B landscape.

• Experience: Minimum of 3–5 years of full-cycle recruitment experience, with at least 2 years specifically within the F&B, hospitality, or retail sector. Experience in a supervisory or senior specialist role is highly preferred.
• Industry Knowledge: Deep understanding of restaurant organizational structures, culinary skill sets, food safety compliance profiles, and shifting labor market trends.
• Skills: Strong competency in volume-hiring tactics, behavioral interviewing, and managing digital ATS platforms.
• Soft Skills: Outstanding communication and interpersonal skills—ability to build quick rapport with kitchen staff and corporate executives alike.
• Agility: Comfortable working in a fast-paced, high-turnover environment that requires frequent pivot strategies.