Other firms find a person to fill the role. DUA finds the person.
Every leadership hire is unique, so we design a custom, data-driven recruiting plan for each position, from restaurant managers to the C-suite.
There's more to the perfect candidate than a resume
Every search is different
Every leadership hire is unique, so our executive search firm designs a custom, data-driven recruiting plan for each position.
We respect clients and candidates
“I truly care about the relationships with the companies that I work for and the individuals that I place.”
We see the bigger picture
We know there's more to finding the perfect candidate than words on a resume, so we learn about the person, ensuring a great culture fit.
Generic recruiters treat every leadership role the same.
They lean on public job boards and generic competency screens, and they miss the operational nuances: food-cost variance, franchise compliance, and AUV growth. So the executives they present look great on paper but stumble when faced with real multi-unit P&L responsibility.
Quick-service, fast-casual, family dining, non-trad concepts: if it sells food, we can help. We work with franchisees, corporate brands, private equity firms and family offices.
Sharpened through over 20 years of experience
Before the search
We've learned that the line-up is crucial to finding the perfect candidate, so our recruiters prioritize learning the ins and outs of the role from the start, including culture, necessary experience, and the overall responsibilities of the position. This helps us build our ideal candidate profile and begin finding perfect candidates from day one.
How we interview
Our recruiters focus on the whole person, not just what's on their resume. We take the time to learn the core competencies and soft skills that other firms don't. On VP-level and above searches, that means about two hours of interviews and conversations with each candidate. We speak with references, including superiors, peers, and direct reports. No generic personality tests; just deep, human-to-human discovery.
We don't stop when the position is filled
We check in on our placements and make sure all sides are happy with their decision. These post-placement talks give us even more insight into our partners, meaning we get even better with time.
Direct, clear, and frequent communication
We provide constant updates and communicate with you to continually improve our efforts.
One search lead, direct access
You'll know exactly who is leading your search, and you can reach them at any time.
Updates on your schedule
Weekly calls, quick emails, or something in between. We match the rhythm your team is used to.
A live search dashboard
See every candidate's profile and compensation expectations whenever you want. We get pay expectations up front, so negotiations don't fall apart late.
We pride ourselves on tailoring each search to both our clients' and candidates' needs, ensuring long-term success.
Building trust through honest communication and ethical practices, so clients and candidates receive clear, accurate information at every step of the process.
By staying responsive to the ever-changing needs of the job market, industries, and client requirements, we ensure tailored solutions for every situation.
We stand behind every placement.
If a placement doesn't work out within the guarantee period, we run a replacement search for you.
Full terms are outlined in your engagement agreement.
Every search gets sharper the longer we work together.
At DUA, you're not just another client or candidate. Our recruiting team takes the time to get to know everyone we talk to, so we get the whole picture, not just what a resume says. That's why over half of our clients are leaders we previously placed.
With each placement, we get to know your team, your culture, and your specific needs in a way no one-size-fits-all approach ever could. Our partnerships often span multiple searches, each one more tailored than the last.
“David digs into the values and culture of the business, not just qualifications, and that's what determines a quality search firm.”
“When you need to get the job done right, hire a professional. David gets it done.”
“I am so impressed with this team's dedication, expertise and commitment to growing brands.”
Questions clients ask us
Do you handle confidential searches?
Absolutely. We handle every search with the respect and confidentiality necessary. All information shared with candidates can be approved by the client beforehand as needed.
Which restaurant segments do you cover?
Quick-service, fast-casual, family dining, non-trad concepts: if it sells food, we can help!
Which levels do you recruit for?
Everything from restaurant managers, assistant general managers and general managers up to the C-suite, across every function. For General Manager, Assistant GM and Restaurant Manager hiring, see our flat-fee restaurant management recruiting.
Do you work on contingency?
No. Every DUA search is retained and exclusive, so your search gets our full attention from start to finish.
Do you search outside the U.S.?
The U.S. is our main market, and we have completed international searches as well.
How is retained search different from a contingency recruiter?
Contingency recruiters are paid only if you hire, so many treat your open role as marketing: they blast it to their entire database and keep shopping those candidates to other companies, sometimes even after a placement. We work on a retained, exclusive basis, approach candidates discreetly for your role only, and recruiting the leaders we place for you away afterward isn't part of our practice. Learn more about our restaurant executive recruiters.
David Ulrich Associates gets executive search right.
Tell us how we can assist you with your brand's growth. There's no commitment, pressure, or obligation.