Executive Hospitality Recruiter
Gecko Hospitality (Corporate), Boston, MA, United States
We are seeking an Executive Hospitality Recruiter to join our growing and high-performing Hospitality Division, covering the New England region.
This opportunity is designed specifically for experienced hotel and resort professionals who understand the industry firsthand and are ready to leverage their operational expertise in a new, high-impact career path. If you have built teams, led departments, driven revenue, managed P&Ls, or developed talent within a hotel or resort environment, this role allows you to monetize that experience in a new way.
As an Executive Hospitality Recruiter, you will partner with hotel ownership groups, management companies, and resort operators to identify and place senior-level leadership talent. Your real-world operational background will give you credibility with clients and allow you to assess candidates with depth and insight that traditional recruiters often lack.
This is a relationship-driven, entrepreneurial role ideal for hospitality leaders who are competitive, self-motivated, and energized by building something of their own. You will drive business development within the New England market while managing the full executive search lifecycle—from client acquisition to candidate placement.
Ideal candidates will have experience in hotel or resort operations, food and beverage leadership, sales, or human resources. A strong understanding of service culture, departmental structure, leadership competencies, and the realities of hospitality operations is essential.
This is a fully remote position; however, candidates must reside in or have significant professional knowledge of the New England hospitality market.
Compensation is commission-based with uncapped earning potential, offering substantial income potential for driven professionals who want greater control over their earnings and long-term growth. For former operators seeking more flexibility, higher income upside, and a new challenge while staying connected to hospitality, this role offers a compelling next chapter.
Business Development & Client Acquisition
Proactively identify and target hospitality organizations in need of executive and leadership talent
Conduct high-volume cold calling and outbound outreach to generate new client partnerships
Develop and maintain strong relationships with hotel groups, restaurant brands, resorts, private equity-backed platforms, and hospitality operators
Present service offerings, negotiate terms, and close retained and contingent search agreements
Consistently build and manage a strong pipeline of new business opportunities
Develop territory and vertical penetration strategies to increase market share
Track KPIs including outreach volume, meetings set, proposals sent, and search conversions
Identify expansion opportunities within existing client accounts
Client Relationship Management
Act as a strategic talent partner and advisor to clients
Conduct intake meetings to understand hiring needs, culture, and growth objectives
Provide market intelligence, compensation insights, and talent mapping
Deliver regular search progress updates and maintain transparent communication
Manage expectations regarding timelines, candidate availability, and market conditions
Conduct post-placement follow-up to ensure successful onboarding and retention
Build long-term partnerships that generate repeat business and referrals
Recruiting & Search Execution
Manage the full recruitment lifecycle from search launch to placement
Source executive-level hospitality talent through direct outreach, networking, referrals, and database mining
Conduct in-depth candidate interviews and leadership assessments
Present qualified candidates with detailed summaries and market context
Coordinate interviews, manage feedback loops, and negotiate offers
Develop targeted headhunting strategies for hard-to-fill leadership roles
Maintain a robust pipeline of passive and active candidates
Assess candidates for cultural alignment, leadership competency, and operational expertise
Ensure timely and professional candidate communication throughout the search process
Social Media & Brand Development
Leverage LinkedIn and other social media platforms to build personal and company brand presence
Develop and share industry-relevant content to attract both clients and candidates
Utilize digital marketing strategies to generate inbound leads and candidate interest
Maintain a strong online network within hospitality leadership circles
Engage with industry groups, forums, and hospitality associations to increase visibility
Support employer branding initiatives for client organizations when applicable
Own individual revenue targets and placement goals
Forecast monthly and quarterly production accurately
Monitor deal flow and proactively address stalled searches
Maintain detailed CRM tracking of client and candidate activity
Identify opportunities to upsell retained services or expand search scope
Stay current on hospitality industry trends, brand expansions, and private equity activity
Develop deep knowledge of compensation benchmarks and competitive talent landscapes
Track competitor movement and executive transitions within the market
Provide strategic hiring insights to clients based on data and industry awareness
Operational Excellence & Process Management
Ensure compliance with internal recruiting standards and best practices
Maintain accurate and organized documentation in ATS and CRM systems
Improve search workflows to increase efficiency and reduce time-to-fill
Collaborate with leadership on process enhancements and performance optimization
Networking & Relationship Building
Build long-term relationships with hospitality executives across operations, sales, finance, and HR
Generate referrals through candidate and client networks
Attend industry events, conferences, and networking functions to expand market presence
Establish yourself as a trusted connector within the hospitality leadership community
Qualifications
Must be comfortable working in a commission-based pay environment.
Must currently reside in or have previously resided in the New England region, with strong knowledge of the regional hospitality market
Minimum of 5 years of senior-level management experience within a hotel or resort environment (e.g., General Manager, Director of Operations, Director of Sales, Executive Chef, Director of Food & Beverage, HR Leader, etc.)
Demonstrated leadership experience with direct oversight of teams, departmental performance, and operational execution
Strong understanding of hotel organizational structures, service standards, and leadership competencies
Ability to work independently in a fully remote environment with a dedicated home or business office setup
Comfortable operating in a commission-based compensation structure with performance-driven income potential
Entrepreneurial mindset with high levels of self-motivation, discipline, and accountability
Superior verbal and written communication skills, with the ability to engage senior-level executives professionally and confidently
Strong relationship-building and networking abilities
Proficiency with LinkedIn and basic CRM or applicant tracking systems preferred
#J-18808-Ljbffr
This opportunity is designed specifically for experienced hotel and resort professionals who understand the industry firsthand and are ready to leverage their operational expertise in a new, high-impact career path. If you have built teams, led departments, driven revenue, managed P&Ls, or developed talent within a hotel or resort environment, this role allows you to monetize that experience in a new way.
As an Executive Hospitality Recruiter, you will partner with hotel ownership groups, management companies, and resort operators to identify and place senior-level leadership talent. Your real-world operational background will give you credibility with clients and allow you to assess candidates with depth and insight that traditional recruiters often lack.
This is a relationship-driven, entrepreneurial role ideal for hospitality leaders who are competitive, self-motivated, and energized by building something of their own. You will drive business development within the New England market while managing the full executive search lifecycle—from client acquisition to candidate placement.
Ideal candidates will have experience in hotel or resort operations, food and beverage leadership, sales, or human resources. A strong understanding of service culture, departmental structure, leadership competencies, and the realities of hospitality operations is essential.
This is a fully remote position; however, candidates must reside in or have significant professional knowledge of the New England hospitality market.
Compensation is commission-based with uncapped earning potential, offering substantial income potential for driven professionals who want greater control over their earnings and long-term growth. For former operators seeking more flexibility, higher income upside, and a new challenge while staying connected to hospitality, this role offers a compelling next chapter.
Business Development & Client Acquisition
Proactively identify and target hospitality organizations in need of executive and leadership talent
Conduct high-volume cold calling and outbound outreach to generate new client partnerships
Develop and maintain strong relationships with hotel groups, restaurant brands, resorts, private equity-backed platforms, and hospitality operators
Present service offerings, negotiate terms, and close retained and contingent search agreements
Consistently build and manage a strong pipeline of new business opportunities
Develop territory and vertical penetration strategies to increase market share
Track KPIs including outreach volume, meetings set, proposals sent, and search conversions
Identify expansion opportunities within existing client accounts
Client Relationship Management
Act as a strategic talent partner and advisor to clients
Conduct intake meetings to understand hiring needs, culture, and growth objectives
Provide market intelligence, compensation insights, and talent mapping
Deliver regular search progress updates and maintain transparent communication
Manage expectations regarding timelines, candidate availability, and market conditions
Conduct post-placement follow-up to ensure successful onboarding and retention
Build long-term partnerships that generate repeat business and referrals
Recruiting & Search Execution
Manage the full recruitment lifecycle from search launch to placement
Source executive-level hospitality talent through direct outreach, networking, referrals, and database mining
Conduct in-depth candidate interviews and leadership assessments
Present qualified candidates with detailed summaries and market context
Coordinate interviews, manage feedback loops, and negotiate offers
Develop targeted headhunting strategies for hard-to-fill leadership roles
Maintain a robust pipeline of passive and active candidates
Assess candidates for cultural alignment, leadership competency, and operational expertise
Ensure timely and professional candidate communication throughout the search process
Social Media & Brand Development
Leverage LinkedIn and other social media platforms to build personal and company brand presence
Develop and share industry-relevant content to attract both clients and candidates
Utilize digital marketing strategies to generate inbound leads and candidate interest
Maintain a strong online network within hospitality leadership circles
Engage with industry groups, forums, and hospitality associations to increase visibility
Support employer branding initiatives for client organizations when applicable
Own individual revenue targets and placement goals
Forecast monthly and quarterly production accurately
Monitor deal flow and proactively address stalled searches
Maintain detailed CRM tracking of client and candidate activity
Identify opportunities to upsell retained services or expand search scope
Stay current on hospitality industry trends, brand expansions, and private equity activity
Develop deep knowledge of compensation benchmarks and competitive talent landscapes
Track competitor movement and executive transitions within the market
Provide strategic hiring insights to clients based on data and industry awareness
Operational Excellence & Process Management
Ensure compliance with internal recruiting standards and best practices
Maintain accurate and organized documentation in ATS and CRM systems
Improve search workflows to increase efficiency and reduce time-to-fill
Collaborate with leadership on process enhancements and performance optimization
Networking & Relationship Building
Build long-term relationships with hospitality executives across operations, sales, finance, and HR
Generate referrals through candidate and client networks
Attend industry events, conferences, and networking functions to expand market presence
Establish yourself as a trusted connector within the hospitality leadership community
Qualifications
Must be comfortable working in a commission-based pay environment.
Must currently reside in or have previously resided in the New England region, with strong knowledge of the regional hospitality market
Minimum of 5 years of senior-level management experience within a hotel or resort environment (e.g., General Manager, Director of Operations, Director of Sales, Executive Chef, Director of Food & Beverage, HR Leader, etc.)
Demonstrated leadership experience with direct oversight of teams, departmental performance, and operational execution
Strong understanding of hotel organizational structures, service standards, and leadership competencies
Ability to work independently in a fully remote environment with a dedicated home or business office setup
Comfortable operating in a commission-based compensation structure with performance-driven income potential
Entrepreneurial mindset with high levels of self-motivation, discipline, and accountability
Superior verbal and written communication skills, with the ability to engage senior-level executives professionally and confidently
Strong relationship-building and networking abilities
Proficiency with LinkedIn and basic CRM or applicant tracking systems preferred
#J-18808-Ljbffr