F&B Recruiter

Own the selection of talent across the group, from front-of-house and culinary teams to outlet leadership. The recruiter is the gatekeeper of standards: the person who can tell, in an interview, a trial shift or a tasting, whether a candidate will genuinely perform at the level the brands demand. Reporting directly to the CEO, the role carries the authority to hold the line on quality and the accountability for the hires that come through it

End-to-end recruitment: take briefs, define role profiles and success criteria, source, screen, assess, recommend and close offers.

• All levels: hourly service and kitchen staff, supervisors, chefs and sous chefs, restaurant managers and general managers, plus support office roles when required.
• Pipeline building: maintain a ready bench of pre-assessed hospitality talent so vacancies and new openings are filled without lowering the bar.
• Sourcing: use job boards, Linked In, referrals, hospitality schools, industry networks and overseas recruitment partners as appropriate.
• Hiring-manager partnership: coach operators on interviewing and assessment, sit in on final-round interviews and align on the profile before searching.
• Onboarding handover: ensure every hire starts with clear expectations and that early performance is reviewed against the assessment.
• Reporting: report to the CEO on open roles, time-to-fill, quality-of-hire, retention of new hires and sourcing effectiveness.
• Compliance: ensure recruitment follows local labor law, nationalization requirements and internal approval and salary policies.
• 5+ years in recruitment with a strong focus on hospitality, restaurants, hotels or F&B.
• Proven ability to assess and select hospitality talent at all levels; able to give concrete examples of assessment methods used and hires that succeeded because of them.
• Experience designing structured interviews, practical assessments and scoring frameworks.
• Hands-on understanding of restaurant operations, service standards and kitchen roles; prior operational experience is a strong advantage.
• High personal standards and the confidence to say no to a hire, including to senior stakeholders.
• GCC recruitment experience, including overseas hiring and visa processes.
• Fluent English;
  Arabic is an advantage.
• Comfortable with an ATS and presenting recruitment data to leadership.

• Background in premium or chef-led hospitality concepts.
• Training in behavioral or competency-based interviewing; CIPD, SHRM or equivalent.
• Experience staffing new openings.
• Competitive package with a performance bonus linked to quality-of-hire and retention.
• Direct access to the CEO and real influence over who joins the group.
• Medical insurance, annual flight allowance and paid leave in line with local labor law.
• A role at the center of a hospitality group’s growth.