(And Why It’s Not the Market)
If your hospitality business is flooded with applicants yet critical leadership roles remain unfilled, you’re not alone. General Managers, Directors of Operations, Executive Chefs, and District Managers are some of the hardest roles to hire right now. But here’s the hard truth:
It’s not “the market.”
It’s the funnel.
For restaurant groups, hotels, and multi-unit operators in New York City, a broken hospitality hiring funnel leads to long vacancies, burned-out teams, and missed growth opportunities.
At DeVita & Hancock Hospitality, we see the same pattern play out again and again—and it explains why so many operators feel stuck despite strong applicant volume.
The Reality Most Operators Face
On paper, the numbers look encouraging:
- 200 applicants
- 180 are unqualified
- 15 are “maybe”
- 5 are truly viable
- 1 actually closes
By the time you reach that last step, you’ve already paid a steep price—lost time, frustrated teams, and leadership gaps that hurt performance.
This is what we call “posting and praying.”
And it’s a tax—on morale, on operations, and on your own bandwidth as a leader.
Strong hiring processes are often discussed by industry organizations like the National Restaurant Association as a critical factor in long-term operational success.
When the hospitality hiring funnel is designed correctly, operators spend less time interviewing and more time leading their teams.
Why High Applicant Volume Is Misleading
More resumes do not equal better outcomes. In hospitality leadership hiring, volume often creates noise instead of clarity.
Here’s why traditional funnels fail:
- Job posts attract job seekers, not necessarily top performers
- Buzzwords replace real performance indicators
- Decision-makers get overwhelmed and delay
- Strong candidates lose interest or accept other offers
The result? You’re busy—but not moving forward.
The Opposite Approach: How D&H Builds a Cleaner Funnel
At DeVita & Hancock Hospitality, we flip the funnel entirely. Instead of filtering hundreds of resumes, we start by engineering clarity and precision from the very beginning. A structured hospitality hiring funnel allows operators to hire confidently without relying on job boards alone.
1. Clarify the Role Scorecard
Before outreach ever begins, we define what success actually looks like in the role:
- Key outcomes
- Non-negotiable leadership behaviors
- Operational and financial expectations
This eliminates misalignment before it starts.
2. Outreach to Proven Performers
Top hospitality leaders aren’t scrolling job boards. We proactively connect with professionals who are already succeeding in similar environments—and who match the role scorecard.
3. Screen for Outcomes, Not Buzzwords
We don’t hire based on titles or trendy phrases. We screen for:
- Measurable results
- Decision-making patterns
- Cultural and operational fit
4. Present a Tight, Hire-Ready Shortlist
Instead of 50 resumes, you get a small, curated shortlist—candidates you can confidently interview, select, and close.
No noise. No guessing.
Why This Matters for Leadership Roles
Leadership openings don’t just slow growth—they strain the entire organization. When a GM, DO, Executive Chef, or DM seat stays open too long:
- Teams lose direction
- Standards slip
- High performers burn out
A cleaner funnel isn’t about speed alone—it’s about making the right hire without chaos.
Fixing the hospitality hiring funnel isn’t about posting more jobs—it’s about targeting proven hospitality leaders who can deliver results from day one.
Have a Leadership Opening Right Now?
If you’re hiring for a GM, DO, Executive Chef, or DM and want a clearer, more effective recruiting process, we’re happy to share what we’re seeing in the market for your specific role.
Sometimes one conversation is all it takes to fix the funnel.
Hospitality Leadership Hiring in New York City
Hiring hospitality leadership in New York City presents unique challenges. Competition for experienced General Managers, Directors of Operations, Executive Chefs, and District Managers is intense, and top performers are rarely active job seekers. That’s why NYC operators need a hiring funnel built on proactive outreach, clear role scorecards, and outcome-based screening—not job boards alone.
Frequently Asked Questions
What is a hospitality hiring funnel?
A hospitality hiring funnel is the step-by-step process used to attract, screen, interview, and hire hospitality leaders. A clean funnel prioritizes proven performance over applicant volume.
Why do so many hospitality companies struggle to hire leaders?
Most companies rely on job postings that attract unqualified applicants. Without proactive outreach and outcome-based screening, strong candidates never make it through the funnel.
How many applicants does it typically take to make one hire?
In a broken hospitality hiring funnel, it can take 200 applicants or more to make one hire. A targeted funnel reduces that number dramatically.
Why doesn’t posting more jobs fix the problem?
Posting more jobs increases volume but not quality. Top hospitality leaders are rarely active job seekers and must be recruited directly.
What roles benefit most from a targeted hiring funnel?
General Managers, Directors of Operations, Executive Chefs, and District Managers benefit the most because leadership mistakes are costly and disruptive.
How does DeVita & Hancock Hospitality improve hiring outcomes?
DeVita & Hancock Hospitality builds clear role scorecards, recruits proven performers, screens for outcomes, and delivers tight shortlists operators can confidently hire from.
Get in Touch
VISIT US: https://www.dhhospitalitygroup.com
CALL US: 917.275.7883
EMAIL: recruiting@dhhospitalitygroup.com