About Your Perspective

Every hiring decision in a restaurant operation is a Perspective decision before it is a People decision. The operator who hires for availability produces a different operation than the operator who hires for values alignment. The operator who fills a position produces a different culture than the operator who builds a team.

The cost of a wrong hire is never just the cost of replacing them. It is the cost of what they produced — or failed to produce — while they were there. The wrong kitchen manager hired into a culture that was working costs you the culture. The wrong GM hired into a turnaround costs you the turnaround. The wrong hire at the wrong moment can set an operation back further than any operational problem it was brought in to solve.

In The Operator’s Playbook, People is the third fundamental — and the argument it makes is that the Guest Experience your operation delivers is only as good as the people delivering it. That argument starts at the hiring decision. Before the training, before the development, before the shift leadership — the hire. Getting it right the first time is the highest-leverage People decision an operator makes.

Contingency Search is how I help operators get it right.

How it works:

I search for candidates on a contingency basis — meaning you pay only when I place someone who accepts the role. No upfront retainer, no fees until the right candidate is in the seat. Before I begin the search I take the time to understand your operation, your culture, your specific requirements, and the profile of the leader who will succeed in your environment — not just on paper but on your stage, with your cast, in your specific operational context.

I do not present candidates who will fill the position. I present candidates who will improve the operation.

Roles I search for:

• General Managers and Assistant General Managers
• Kitchen Managers and Executive Chefs
• Multi-unit and Area Managers
• Directors of Operations
• Food & Beverage Directors
• Any senior leadership role where the wrong hire carries significant operational risk

Who this is for:

The operator who has made too many wrong hires and understands the real cost of the pattern. The growing operator who needs leaders who can scale with the organization. Any operator who wants a search partner who understands restaurant operations from the inside — not just a recruiter who knows how to read a resume.