Success message
Error message
Are you struggling to hire the right people?
Hospitality executive recruiting built on trust, precision, and people-first leadership.
We connect proven leaders with brands that demand performance, culture fit, and results.
What will happen if you can't fill crucial roles?
By 2035, the hospitality industry faces a shortfall of 8.6 million workers (about 18%)
QSR and casual venues, nearly two in three customers noticed venues being short‑staffed
The National Restaurant Association estimates the average restaurant loses $150,000 per year in staff turnover, driven by poor culture and low morale
A 2024 workforce study found that restaurants in the best quartile for turnover achieved +7.1% higher traffic growth than those in the worst quartile
Time wasted on unsuitable candidates
Hospitality companies are increasingly treating succession planning as a board‑level priority, with many expecting to replace one or more senior leaders within 12–18 months
Restaurant turnover costs shows direct replacement costs of $10,518 for restaurant managers and $16,770 for general managers, excluding softer impacts like lost sales and culture damage.
Empower your business with skilled professionals.
Executive and leadership recruiting at 86 Service is built around placing the right leaders into complex hospitality environments, where operations, culture, and performance must work together. We partner with ownership groups, management companies, and brands to identify General Managers, regional and corporate leaders, and key department heads who understand service, labor dynamics, and financial accountability.
Our approach is intentionally boutique. Every search is tailored to the organization, the role, and the moment, never driven by volume or recycled candidate lists. Through targeted outreach, hospitality fluency, and thoughtful evaluation, we deliver leaders who integrate quickly, align with culture, and strengthen the business well beyond the job description.
Access to leaders you can’t reach internally - The strongest hospitality leaders are often not actively job searching. Recruiters bring access to passive, high-performing talent that never appears on job boards.
Reduced risk in high-stakes leadership hires - Leadership mis-hires are costly, financially, culturally, and operationally. A focused search process improves alignment, retention, and long-term performance.
Faster, more efficient searches - Dedicated recruiters shorten time-to-hire by running parallel outreach, vetting, and coordination, allowing internal teams to stay focused on operations.
Industry-specific insight and judgment - Hospitality recruiting requires understanding the culture, dynamics, operations, and brand standards.
Objective evaluation beyond internal bias - We provide an independent, structured perspective, helping organizations assess candidates more clearly and avoid reactive or convenience-driven decisions.
Confidentiality during sensitive transitions - Leadership changes often require discretion. Outside recruiters manage outreach and communication without disrupting teams, guests, or brand reputation.
Improved retention and long-term outcomes - Better alignment at the hiring stage leads to stronger onboarding, higher engagement, and longer tenure, reducing repeat hiring cycles and reducing costs.
Cost efficiency over time - While executive search requires upfront investment, preventing one failed hire or prolonged vacancy often offsets the cost many times over.