Restaurant Recruiting
We recruit management-level talent for restaurant groups and foodservice operators, partnering with clients from Fortune 500 chains to independent enterprises.
We recruit management-level talent for restaurant groups and foodservice operators, from single high-volume units to multi-state portfolios.
Why restaurant leadership searches stall
- Front-of-house and back-of-house leadership are different hires with different failure modes, and one posting rarely serves both
- Candidates who interview well don't always hold a line through a bad Friday night
- Hours and pressure are the top reasons a new GM leaves inside a year — being vague about them at offer stage guarantees churn
- Strong operators move fast between brands; a slow process loses them
Roles we place
- General Manager
- Assistant General Manager
- Restaurant Manager
- Service Manager
- Kitchen Manager
- Executive Chef
- Sous Chef
- Culinary Manager
- Front of House Manager
- Back of House Manager
- Bar Manager
- Catering Manager
- Multi-Unit Manager
- District Manager
- Regional Director of Operations
- Director of Culinary Operations
Hiring in Restaurant?
We work on contingency — you don't pay us until we fill your open positions. Let's talk about what you need.
Restaurant operations live or die on the person running the shift. We recruit General Managers, Assistant General Managers and Restaurant Managers, alongside the kitchen leadership that determines whether a concept executes consistently — Executive Chefs, Sous Chefs and Kitchen Managers — plus Bar, Catering and multi-unit roles.
We screen for how a candidate leads under pressure, not just where they've worked. Our interviews use scenario questions tied to real operating problems: a fully booked service with two call-outs, a strong performer who suddenly disengages, a team inherited mid-turnaround. What we listen for is ownership and process, not blame.
How our search actually runs
Every search starts with your hiring manager and stakeholders, not a job board. We work out what the ideal candidate actually looks like for your operation, build a target profile from that, and then go find people who match it — including the ones who aren't looking.
Every candidate completes a phone interview and a video interview with our team before you ever see them. That means your hiring managers spend their time on finalists, not on screening. If you extend an offer, we help with negotiation and onboarding.
Where we recruit
We place across the United States, with our deepest coverage in the East, South, Midwest, and Southern California. The Reisner Group has offices in Houston, TX and Milwaukee, WI, and has partnered with clients from Fortune 500 companies to small enterprises since 2011.
What it costs
We work on contingency: you don't pay us until we fill the position. We also offer a service agreement — if a recent hire doesn't work out, we replace them for little to no cost to you. Terms are negotiated per client.
For candidates
Working with us is free. You'll get regular updates through every stage, and coaching before each interview so you walk in prepared. Browse current openings on our job board, or send us your resume — we're often searching for roles before they're posted.
