Corporate Recruiter

The Corporate Recruiter is responsible for developing and executing recruiting strategies to attract, hire, and retain exceptional talent across both restaurant operations and corporate departments. This position leads full-cycle recruitment efforts for restaurant leadership positions including Area Directors, District Managers, General Managers, Assistant General Managers, and Managers, while also supporting recruitment for headquarters functions such as Accounting, Human Resources, Information Technology, Marketing, Operations Support, and Administrative roles.

The Corporate Recruiter serves as a strategic business partner to operations leadership and department heads, ensuring the organization maintains a strong leadership pipeline to support growth, succession planning, and operational excellence.

Essential Responsibilities

Restaurant Operations Recruitment

• Lead full-cycle recruiting for operational leadership positions including:
  • Area Directors
  • General Managers
  • Assistant General Managers
  • Restaurant Managers
  • Shift Managers
• Develop and maintain proactive talent pipelines for current and future operational leadership openings.
• Partner with Operations Leadership to understand staffing needs, succession plans, growth initiatives, and turnover trends.
• Source passive and active candidates through networking, industry associations, social media, referrals, and direct recruiting efforts.
• Conduct phone screens, behavioral interviews, and leadership assessments.
• Coordinate interview schedules and hiring decisions with operational leadership.
• Manage offer creation, negotiation, and acceptance processes.
• Monitor staffing levels across all locations and proactively identify future leadership needs.
• Build succession pipelines for General Manager and Area Director positions.

Corporate & Headquarters Recruitment

• Manage recruiting efforts for headquarters positions, including:
  • Accounting and Finance
  • Human Resources
  • Information Technology
  • Marketing
  • Operations Support
  • Administrative and Clerical positions
• Partner with department leaders to create effective sourcing and selection strategies.
• Assist with succession planning and workforce development initiatives.

Talent Sourcing & Employer Branding

• Utilize job boards, social media, networking events, employee referrals, and direct sourcing techniques.
• Build relationships with colleges, universities, trade schools, and professional organizations.
• Represent the company at job fairs and community events.
• Promote the company's employment brand and culture.
• Develop recruiting campaigns targeting restaurant leadership talent.

Recruiting Operations & Compliance

• Maintain accurate candidate records within the Applicant Tracking System (ATS).
• Ensure compliance with all federal, state, and local employment laws.
• Track recruiting metrics including:
  • Time-to-fill
  • Cost-per-hire
  • Offer acceptance rate
  • Hiring manager satisfaction
  • New hire retention
• Prepare recruiting reports and workforce planning updates for leadership.

Onboarding & Retention Support

• Coordinate pre-employment screening and onboarding processes.
• Partner with HR and Operations teams to improve new hire retention.
• Assist with onboarding programs for management-level hires.

Key Performance Indicators (KPIs)

• All Manager positions filled within target timeframe
• Management bench strength by market
• Internal promotion rate for operational leadership positions
• Time-to-fill for headquarters positions
• Offer acceptance rate
• First-year management retention
• Candidate satisfaction scores
• Hiring manager satisfaction scores
• Recruiting cost per hire