Senior Recruiter -

Multi-Location Restaurant Operations Job Title:

Senior Recruiter /

Senior Talent Acquisition Specialist Job Type:

Full-Time Work Arrangement:

On-Site /

Multi-Location Travel:

Regular travel between restaurant locations required

Reports To:

Human Resources Manager /

Executive Leadership Industry:

Restaurant / Hospitality / Food Service Position Summary We are seeking a highly motivated, experienced, and results-driven Senior Recruiter to lead recruiting and talent acquisition efforts for a growing multi-location restaurant organization. This position will be responsible for maintaining a consistent pipeline of qualified candidates across all restaurant locations and ensuring that hiring needs are addressed proactively rather than waiting until restaurants become critically understaffed. The Senior Recruiter will manage the recruiting process from beginning to end, including job postings, candidate sourcing, application review, screening, interviewing, interview scheduling, candidate follow-up, offer coordination, hiring, and transition into onboarding. This is a high-volume recruiting position requiring someone who understands the urgency, speed, persistence, and organization necessary to successfully recruit for restaurant operations. The Senior Recruiter will recruit for positions ranging from entry-level hourly employees to experienced restaurant management and culinary leadership. The ideal candidate is extremely organized, comfortable working with technology, experienced with Applicant Tracking Systems and online recruiting platforms, and capable of simultaneously managing a large number of candidates and open positions without losing follow-up. Most importantly, we are seeking a recruiter who understands that successful recruiting is not measured simply by applications or interviews. Success is measured by qualified employees being hired, showing up, completing onboarding, performing successfully, and remaining with the organization. Positions Recruited The Senior Recruiter will be responsible for recruiting positions including, but not limited to: Line Cooks Prep Cooks Cashiers Front-of-House Employees Back-of-House Employees Shift Leads Lead Line Cooks Kitchen Leads Shift Managers Restaurant Managers Kitchen Managers General Managers Executive Chefs Multi-Unit Leadership Administrative and support positions The recruiter must be comfortable recruiting both high-volume hourly employees and experienced management candidates. High-Volume Recruiting A major responsibility of this position is maintaining sufficient candidate flow across multiple restaurant locations.

The Senior Recruiter will:

Maintain an active recruiting pipeline at all times. Monitor staffing needs by location. Prioritize positions based on operational urgency. Maintain appropriate candidate volume for high-turnover positions. Review new applications daily. Contact qualified candidates quickly. Conduct frequent screening interviews. Schedule candidates for management interviews. Follow up with candidates throughout the hiring process. Maintain backup candidates when appropriate. Re-engage qualified previous candidates. Develop new candidate sources when applicant flow becomes insufficient. Work closely with HR and Operations to anticipate future staffing needs. The expectation is to recruit proactively rather than reactively. Full-Cycle Recruiting The Senior Recruiter will own the recruiting process from initial sourcing through successful hire.

Responsibilities include:

Develop and post job advertisements. Review incoming applications. Review resumes and candidate qualifications. Conduct candidate screening. Conduct phone and video interviews. Coordinate in-person interviews. Schedule interviews with restaurant leadership. Evaluate candidate experience. Assess availability and scheduling compatibility. Discuss compensation expectations when appropriate. Verify candidate interest. Maintain consistent candidate communication. Coordinate offers. Monitor offer acceptance. Coordinate transition into onboarding. Follow up on candidates who fail to complete onboarding. Maintain accurate candidate records throughout the process. Candidate Sourcing The Senior Recruiter must be capable of generating candidates rather than depending exclusively on incoming applications.

Responsibilities include:

Source candidates through job boards. Utilize resume databases. Conduct direct candidate outreach. Develop referral strategies. Maintain employee referral pipelines. Re-engage previous qualified applicants. Build relationships with potential candidates. Develop community recruiting opportunities. Identify culinary and hospitality recruiting resources. Utilize social media when appropriate. Develop recruiting relationships with culinary programs and schools when beneficial. Maintain management-level candidate pipelines. Continuously test new recruiting channels. Applicant Tracking System Management The Senior Recruiter will maintain accurate candidate information within the company's Applicant Tracking System.

Responsibilities include:

Review incoming candidates daily. Maintain accurate candidate stages. Move candidates through the recruiting workflow. Document candidate communication. Maintain interview notes. Record candidate disposition reasons. Schedule recruiting activities. Maintain follow-up tasks. Prevent qualified candidates from becoming inactive because of poor follow-up. Maintain accurate open-position information. Monitor candidate pipeline health. Maintain organized recruiting records. Strong ATS experience is required or highly preferred. Candidate Screening & Interviewing The Senior Recruiter must be an experienced interviewer capable of quickly determining whether candidates meet position requirements.

Screening should evaluate:

Relevant work experience. Restaurant experience. Position-specific skills. Availability. Schedule flexibility. Reliability. Communication ability. Leadership experience when applicable. Management experience when applicable. Compensation expectations. Transportation and ability to report to the assigned location. Candidate motivation. Employment stability. Overall professionalism. Position fit. The recruiter must be capable of identifying strong candidates without unnecessarily slowing down the hiring process. Interview Coordination The Senior Recruiter will coordinate interviews between candidates and restaurant leadership.

Responsibilities include:

Schedule interviews quickly. Confirm interviews with candidates. Send interview reminders. Communicate candidate information to managers. Follow up with managers after interviews. Obtain timely hiring decisions. Follow up with candidates immediately following decisions. Reschedule qualified candidates when appropriate. Track interview attendance. Monitor candidate no-show rates. Identify delays within the interview process. Qualified candidates should not be lost because of unnecessary internal delays. Candidate Experience Every candidate should receive professional and timely communication.

The Senior Recruiter will:

Respond to qualified applicants quickly. Clearly explain the position. Clearly explain location and scheduling expectations. Set accurate expectations regarding the hiring process. Provide interview information. Send reminders. Follow up after interviews. Communicate next steps. Maintain professionalism even when candidates are not selected. The recruiting process represents the organization and should provide candidates with a professional first impression. Staffing & Workforce Planning The Senior Recruiter will work closely with Human Resources and Operations to understand staffing requirements.

Responsibilities include:

Maintain current staffing needs by location. Track open positions. Identify urgent vacancies. Identify anticipated vacancies. Understand staffing requirements by department. Maintain pipelines for historically difficult-to-fill positions. Prepare for seasonal staffing requirements. Support new restaurant openings. Support management transitions. Develop recruiting plans before staffing becomes critical. New Location Recruiting As the organization grows, the Senior Recruiter will play an important role in staffing new restaurant locations.

Responsibilities may include:

Develop opening hiring plans. Establish recruiting timelines. Determine required hiring volume. Conduct high-volume candidate sourcing. Coordinate hiring events. Schedule multiple interviews. Recruit opening leadership teams. Recruit FOH and BOH employees. Coordinate hiring with HR and Operations. Track hiring progress against opening targets. Maintain backup candidates. Support onboarding and training coordination. Recruiting Technology The Senior Recruiter must be highly technologically proficient and comfortable learning new systems quickly. Experience with the following types of technology is strongly preferred: Applicant Tracking Systems. Recruiting platforms. Indeed and other job boards. Resume databases. Video interviewing platforms. Scheduling software. Calendly or similar scheduling tools. Microsoft 365. Google Workspace. Slack or comparable communication platforms. Spreadsheets. Electronic forms. HRIS systems. Digital onboarding systems. Recruiting automation tools. AI-assisted recruiting and productivity tools. The Senior Recruiter should be capable of using technology and automation to improve recruiting speed while maintaining appropriate candidate review and human judgment. Recruiting Metrics & Accountability This is a results-driven position. The Senior Recruiter will be expected to monitor recruiting performance, including: Number of open positions. Applications received. Qualified applicants. Candidates contacted. Screening interviews completed. Interviews scheduled. Interview attendance. Candidate no-show rate. Offers extended. Offers accepted. Candidates hired. Time-to-contact. Time-to-interview. Time-to-hire. Cost per hire. Recruiting source effectiveness. New-hire retention. Recruiting performance should not be measured solely by the number of applications received. The most important measurements are qualified hires, hiring speed, hiring quality, and retention. New-Hire Retention The Senior Recruiter will work with HR to monitor whether recruiting decisions are producing successful employees.

Responsibilities include:

Monitor 30-day retention. Monitor 60-day retention. Monitor 90-day retention. Identify recruiting sources producing stronger employees. Identify positions experiencing high early turnover. Review why new hires leave. Identify mismatches between job expectations and actual work. Adjust candidate screening based on retention trends. The objective is not simply to fill positions quickly. The objective is to hire qualified employees who successfully remain with the organization. Partnership With Human Resources The Senior Recruiter will work closely with the Human Resources Manager. The Recruiter will primarily focus on: Candidate sourcing. Job postings. Candidate screening. Interviewing. Interview scheduling. Candidate follow-up. Recruiting pipelines. Hiring coordination. Recruiting metrics.

HR will primarily manage:

Employee relations. Employment documentation. HR compliance. Performance management. Leave administration. Workers' compensation. Employee investigations. Other post-hire HR matters. Both functions will work together on onboarding, retention, staffing, and workforce planning. Partnership With Restaurant Operations The Senior Recruiter will maintain regular communication with restaurant leadership.

The recruiter will:

Understand staffing requirements. Determine priority positions. Obtain manager feedback on candidates. Monitor whether interviews are being completed promptly. Understand operational requirements for each position. Visit restaurant locations regularly. Develop familiarity with the actual working environment. Understand what makes employees successful in each position. Hold managers accountable for providing timely interview feedback. A strong recruiter must understand the jobs they are recruiting for. Required Qualifications 3-5+ years of recruiting or talent acquisition experience preferred. Significant high-volume recruiting experience. Restaurant, hospitality, retail, food-service, or hourly workforce recruiting experience strongly preferred. Experience recruiting both hourly and management positions. Strong candidate sourcing experience. Strong interviewing ability. Experience with Applicant Tracking Systems. Experience using job boards and resume databases. Strong technology proficiency. Excellent organizational skills. Excellent follow-up. Strong written and verbal communication. Ability to manage a high volume of candidates simultaneously. Ability to prioritize urgent positions. Ability to work independently. Ability to meet hiring deadlines. Ability to travel between restaurant locations as required. Ability to work effectively in a fast-paced environment. Preferred Qualifications Senior Recruiter or Talent Acquisition experience. Multi-location restaurant recruiting experience. High-volume hourly workforce recruiting experience. Management and executive recruiting experience. Culinary recruiting experience. Experience recruiting cooks, chefs, and kitchen leadership. Experience with ATS automation. Experience with recruiting analytics. Experience staffing new restaurant openings. Experience building recruiting processes from the ground up. SHRM or HR-related certification is a plus but not required. Ideal Candidate We are looking for a recruiter who is: Extremely organized. Persistent. Fast-moving. Results-driven. Competitive. Professional. Personable. Highly responsive. Excellent at follow-up. Comfortable making frequent candidate calls. Comfortable interviewing throughout the day. Comfortable recruiting hourly and management employees. Technology proficient. Data-driven. Capable of managing multiple priorities. Able to work with a sense of urgency. Able to recognize strong talent quickly. We do not want a passive recruiter who posts a position and waits for applications. We are looking for someone who will actively source candidates, communicate quickly, maintain pipelines, follow up consistently, and take ownership of staffing results. What Success Looks Like A successful Senior Recruiter will help create an organization where: Restaurants maintain adequate staffing. Open positions are addressed quickly. Candidate pipelines remain active. Qualified candidates receive rapid responses. Interviews are scheduled efficiently. Hiring managers receive strong candidates. Candidates do not get lost because of poor follow-up. Recruiting sources are continuously evaluated. Management positions have active candidate pipelines. New restaurant openings are staffed on schedule. Early new-hire turnover decreases. Recruiting becomes proactive rather than reactive. Operations and HR have clear visibility into hiring progress. The ultimate objective of this position is to build and maintain a consistent talent pipeline that provides every restaurant with qualified, dependable employees and future leaders as the organization continues to grow.

Pay:

$25.00 per hour

Education:

Bachelor's (Preferred)

Experience:

Internal recruiting: 5 years (Required)

Language:

Spanish (Required) Shift availability: Day Shift (Required) Ability to

Commute:

La Mesa, CA 91942 (Required) Willingness to travel: 50% (Required)

Work Location:

In person