How to Find Your Next Restaurant Leader
Bringing on the right executive can make or break a restaurant. It’s not just about their resume, it’s about finding someone who gets your culture, can run the day-to-day smoothly, and help you grow. Below, we’ll share a down-to-earth process for running a restaurant executive search that actually works, and why a tailored approach matters.
1. Nail Down Your Ideal Profile Start by getting crystal clear on what you need. List the cultural traits and soft skills that matter most, like team-building, adaptability, or customer focus. Think about the operational experience you want and set your growth goals. A solid profile keeps everyone on the same page and speeds up decisions.
2. Tap Into the Right Networks Generic job boards only go so far. Instead, post on hospitality-focused sites like HCareers, connect with local restaurant associations, and lean on your network for warm introductions. Don’t just wait for applications—reach out directly to passive candidates who match your profile. And when you do, highlight what makes your brand unique: maybe it’s your eco-friendly practices or your reputation for training up rising stars.
3. Look Beyond the Resume Once you’ve got candidates, it’s time to dig in. Use structured interviews with questions about real challenges (opening a new location, handling staffing crunches) and ask for their play-by-play action plans. Throw in a culture chat with future peers to see if they’ll mesh with your team’s vibe. This approach helps you compare apples to apples and zero in on the best fit.
4. Real-World Proof: Recent Industry Hires Check out these recent moves in the restaurant world: Jack in the Box tapped CFO Lance Tucker as CEO to drive a leaner, franchise-focused model; Chipotle brought in Jason Kidd (formerly Taco Bell’s COO) to keep operations running smoothly across thousands of units; and Culver’s promoted CMO Julie Fussner to CEO to blend brand heritage with fresh marketing savvy. Each hire shows why matching expertise with culture and strategy makes all the difference.
5. Smooth Hiring & Onboarding After interviews, get everyone together within a couple of days to share feedback and pick your finalist. Move fast with a competitive offer that reflects industry benchmarks. Then, set your new exec up for success: pair them with a mentor, walk them through your strategic plan, and outline clear goals for their first 30, 60, and 90 days. A seamless start keeps momentum high.