Location: Las Vegas, Nevada or Dallas, Texas. This role may be based in either location.Position SummaryWe are seeking a Sr Manager of Talent Acquisition to serve as a key individual contributor responsible for recruiting across all of 50 Eggs Hospitality Group. This role begins as a hands-on individual contributor position. As we continue to grow our brand portfolio, you will have the opportunity to build and lead a recruiting team that supports our expanding business. You will own active searches, proactive sourcing, and recruiting improvements across the company.
The scope covers all current brands and businesses, future concepts, new openings, corporate hiring, and domestic and international expansion. This includes luxury fine dining, high-volume restaurants, corporate hospitality, sports and performance hospitality, and all other company operations. Recruiting priorities will reflect the company's needs and growth.
The right person understands restaurant operations, recognizes the talent needed for demanding service environments, and earns credibility with culinary and operations leaders. They influence hiring decisions through expertise and partnership, stay close to candidates, and make the recruiting process clearer, faster, and more consistent.
Primary ResponsibilitiesRecruiting Strategy and Workforce Planning- Build recruiting plans with HR, operations and culinary leadership based on approved positions, operating needs, turnover risks and opening timelines.
- Prioritize searches with clear profiles, milestones, sourcing plans and measures of progress. Maintain visibility into current needs and future hiring demand.
- Develop the recruiting process and recommend improvements to intake, screening, assessments, interviews, feedback and offer coordination.
- Plan ahead for openings and larger projects. Translate approved staffing plans into recruitment schedules, hiring events and a practical mobilization plan.
- Provide talent-market information on availability, compensation expectations and timing. Recommend adjustments with evidence and work within approved parameters.
Active Sourcing and Talent Pipelines- Conduct targeted outreach and talent mapping for restaurant leadership, chefs, specialized kitchen talent, service professionals and other assigned roles.
- Build sustained relationships with passive candidates, hospitality networks, culinary schools and local talent sources rather than relying solely on job advertisements.
- Organize job fairs, hiring events and local recruiting activity with property leaders. Follow through on leads and measure which channels produce qualified hires.
- Maintain pipelines for critical and recurring positions, including specialized culinary skills and opening teams. Keep candidates engaged with accurate information and timely communication.
- Use the applicant tracking system, professional platforms and appropriate sourcing technology effectively. Keep candidate records organized, current and accessible to authorized stakeholders.
Candidate Screening and Assessment- Conduct thorough initial screens that establish relevant experience, skills, motivation, work expectations and alignment with the role. Discuss location requirements and reasons for considering a move early in the process.
- Verify career history and claimed results through appropriate follow-up, job-related assessments and references within the company's process. Distinguish demonstrated capability from polished interview language.
- Develop structured interview guides and scorecards with hiring leaders. Evaluate candidates consistently against the same relevant criteria.
- Coordinate practical culinary assessments, tastings or other role-specific evaluations with qualified leaders. Confirm logistics, expectations and evaluation criteria in advance.
- Resolve material gaps and contradictions before presenting a candidate to executives. Deliver a concise candidate brief with relevant accomplishments, assessment evidence, compensation expectations, availability and open questions.
- Recommend qualified candidates and explain the basis for the recommendation. Maintain a sufficient slate so the business can make a considered decision.
Interview Management and Hiring Partnership- Own scheduling, candidate preparation, interviewer coordination and feedback collection. Keep searches moving and address delays before they affect the hiring plan.
- Prepare managers to conduct useful interviews and document evidence. Help teams avoid decisions driven by immediate staffing pressure alone.
- Maintain a clear status for every active search, with next steps and responsible parties. Escalate blockers with options and a recommended solution.
- Coordinate external recruiters when authorized, including search briefs, candidate ownership, duplicate submissions, fees and replacement commitments. Track obligations and value.
- Partner with HR on selection requirements and required checks. Protect confidentiality and limit access to candidate information to those who need it.
Offers and Onboarding Handoff- Confirm approved compensation, title and other terms before preparing offer materials or communicating commitments. Obtain required approvals through the established process.
- Coordinate offer delivery and candidate follow-up. Discuss counteroffer risk and reasons for making a move directly, and identify acceptance risks early without promising unapproved terms.
- Manage start-date communication and provide HR and operations with a complete onboarding handoff, including agreed terms, pending items and readiness needs.
- Follow up on candidate and hiring-manager experience and early retention signals. Use the feedback to improve sourcing and assessment quality.
Employer Representation and Candidate Experience- Represent our company with the professionalism, hospitality and clarity we expect in our operations. Explain the opportunity and expectations accurately.
- Work with marketing and HR to communicate our concepts, culinary talent, team development and growth through credible recruiting materials.
- Maintain responsive communication from first contact through disposition. Close the loop with candidates and protect relationships even when a hire does not move forward.
- Apply job-related selection criteria consistently and support equal opportunity, reasonable accommodation and applicable hiring requirements through HR partnership.
Reporting and Continuous Improvement- Provide regular updates on open roles, qualified pipelines, interviews, offers, start dates and hiring risks. Bring the update forward without waiting to be chased.
- Track staffing levels, vacancy days, time to fill, pre-opening staffing readiness, stage conversion, offer acceptance, sourcing effectiveness, recruiting costs and early retention. Explain the reasons behind delays or unsuccessful searches.
- Recommend corrective actions when pipelines are weak or hiring results fall short. Test new sources and improve the process based on results.
- Use technology and appropriate AI tools to reduce administrative work while retaining human review and protecting candidate confidentiality. Keep assessment and selection decisions grounded in verified, job-related evidence.
- Build a recruiting function that can support more locations and larger opening programs without placing routine sourcing and coordination back on executives or property managers.
Qualifications and ExperienceRequired- Demonstrated recruiting experience in high-volume fine-dining restaurant operations, with an understanding of the culinary, service and leadership standards those businesses require.
- A record of filling both leadership and hourly positions, including culinary and service roles, while managing multiple concurrent searches.
- Experience designing or improving a recruiting function and supporting high-volume hiring or opening programs.
- Strong direct sourcing skills, hospitality industry knowledge and the ability to build relationships with passive candidates and local talent networks.
- Thorough interviewing, assessment and candidate-presentation skills. Ability to explain the evidence behind a hiring recommendation.
- Practical command of applicant tracking systems, pipeline reporting, hiring-event coordination and recruiting metrics.
- Excellent organization, professional communication and judgment. Ability to work independently while partnering closely with hiring leaders and HR.
Preferred- Recruiting leadership in Las Vegas casino or luxury hotel environments, and familiarity with the Las Vegas or Dallas talent markets.
- Experience recruiting specialized culinary positions and large opening teams.
- Experience managing external recruiting partners and building a scalable internal recruiting process.
Personal AttributesWe expect our leaders to take ownership, communicate clearly and follow through. The right person brings solutions, makes sound decisions within approved authority and raises issues early with a recommendation. We value hospitality professionals who develop others, respond constructively to feedback and can show the results of their work.
Work RequirementsThe position must be based in Las Vegas, Nevada, or Dallas, Texas. Remote work from another location is not available. The role requires regular presence at properties, interviews and hiring events, travel between markets as needed, and support for candidate schedules or opening deadlines outside conventional office hours. Essential functions may be performed with reasonable accommodation.
CompensationTarget annual base salary is approximately $170,000, plus performance incentives tied to measurable staffing, vacancy and pre-opening results. Incentive measures and payout terms are subject to a finalized plan.
Why Join 50 Eggs Hospitality GroupThis is an opportunity to build the recruiting function for a hospitality group with meaningful talent needs and a growing project pipeline. The role gives an experienced recruiter ownership of the process and the opportunity to make a direct impact on team stability, leadership quality and the success of future openings.
