Director of Recruitment & Retention

Job Title:

Director of Recruitment & Retention

Location:

Hi Noon Hospitality, Scottsdale Office

Hi Noon Hospitality is hiring a dynamic Director of Recruitment & Retention to join our team!

Join our team, where we are committed to delivering exceptional dining experiences across all our locations. Our people are at the heart of those experiences, and we are seeking an experienced recruitment and talent leader to help us attract, hire, develop, and retain exceptional hospitality professionals as our organization continues to grow.

Hi Noon Hospitality is the parent company behind acclaimed concepts including Buck & Rider
, Ingo’s Tasty Food
, and the highly anticipated Pinyon Coastal Mediterranean
. Known for flying in the freshest seafood daily from the East, West, and Gulf Coasts, our restaurants are built around exceptional ingredients, thoughtful design, genuine hospitality, and elevated experiences.

Our leaders are intellectually curious, growth-driven, and committed to delivering the highest standards in hospitality, operations, and culture. As we continue expanding nationally, there are future relocation and advancement opportunities for ambitious hospitality professionals.

The Director of Recruitment & Retention will own the strategy and execution of recruiting across our restaurant portfolio while developing programs that strengthen employee engagement and retention. This person will work closely with Executive Leadership, Operations, and restaurant leaders to understand staffing needs, build strong talent pipelines, improve the candidate experience, and ensure we are consistently bringing the right people into the organization.

This is not simply a recruiting role. We are looking for someone who understands hospitality, knows how to identify great talent, and is passionate about creating an employee experience that makes great people want to stay and grow with us.

• Develop and execute a comprehensive recruitment strategy across all restaurant locations and corporate functions.
• Partner closely with Operations, General Managers, Executive Chefs, and Executive Leadership to understand current and future hiring needs.
• Own the full recruitment lifecycle for key management and leadership positions, from sourcing and screening through interviews, offers, and onboarding.
• Develop proactive talent pipelines so recruiting is not dependent solely on open positions or immediate staffing needs.
• Identify and engage high-performing hospitality professionals through direct sourcing, networking, referrals, industry relationships, and recruiting platforms.
• Create consistent interview and selection processes that help leaders identify candidates who align with both the technical requirements of the position and our company culture.
• Improve the candidate experience from initial outreach through onboarding, ensuring every interaction reflects the level of hospitality we expect our teams to provide to our guests.
• Establish recruiting metrics and provide regular reporting on open positions, time-to-fill, source effectiveness, offer acceptance, turnover, retention, and other key talent indicators.
• Partner with restaurant leadership to identify staffing trends and address recruiting challenges before they impact operations.
• Build relationships with culinary schools, hospitality programs, industry organizations, and other potential talent sources.
• Develop and oversee employee referral strategies that turn our existing team into ambassadors for the organization.
• Support new restaurant openings and company growth by developing hiring plans and talent pipelines well in advance of opening dates.

• Develop a consistent employer brand that communicates who we are, what we value, and why talented hospitality professionals should build their careers with us.
• Create compelling job postings and recruiting campaigns that accurately represent our culture and career opportunities.
• Continuously evaluate recruiting platforms, sourcing strategies, and technology to improve the quality and efficiency of hiring.
• Build a strong network of passive candidates across restaurant operations, culinary leadership, and corporate functions.
• Develop relationships throughout the hospitality community to strengthen our reputation as an employer of choice.
• Partner with Marketing and Creative teams as needed to develop recruiting content and employer-branding initiatives.
• Bring proactive ideas to leadership rather than waiting for hiring…