Recruiter

Duties & Responsibilities

• Evaluate every candidate who enters consideration for a culinary or F&B role at BHC. Your assessment carries significant weight in every hiring decision.
• Provide candid recommendations and maintain hiring standards across the portfolio.
• Develop a clear point of view on what quality looks like at each level and each property, and apply it consistently.
• Be the person hiring managers trust to tell them the truth about a candidate, including when the truth is that the profile they asked for is not the profile they need.
• Build the Pipeline Before the Req Opens
• Maintain active sourcing relationships with culinary schools, hospitality programs, and community organizations.
• The pipeline should be warm before the need is urgent.
• Know who is coming up in the Charleston culinary scene and beyond.
• Know which kitchens are developing talent and which are losing it.
• Know what is driving mobility in this market.
• Build a bench of candidates who already know BHC and think well of it, so that when a seat opens, you are not starting a search from zero.
• Maintain ongoing outreach activity even when requisition volume is low.
• Create talent communities for future culinary and F&B opportunities.
• Own The Full Candidate Experience
• Own the experience from first contact through offer, including candidates who do not get the role.
• How we treat people who do not join is part of our reputation in the market.
• Maintain accurate and timely documentation in the Workday applicant tracking system throughout every search.

Required Skills & Experience

• Three (3) or more years of full-cycle high-volume recruiting experience with significant responsibility for hospitality, culinary, food and beverage, luxury service, or other operational hiring environments.
• Related backgrounds in talent acquisition, sourcing, or hospitality operations with a genuine transition into talent work will be considered.
• Bachelor’s degree in human resources, hospitality, food and beverage management, or similar degree.
• Demonstrable knowledge of behavioral interviewing, talent assessment, candidate calibration, employer branding, and passive candidate sourcing, as well as the culinary and F&B talent market: career structures, compensation norms, key feeder institutions, and what drives mobility.
• Experience holding candidates accountable to a real standard, not just qualifying them against a job description.
• Demonstrated success sourcing passive candidates and building talent pipelines in competitive labor markets.
• Experience in luxury or fine dining hospitality is an advantage.
• Experience working at any standard where quality was genuinely non-negotiable is what matters more.
• Charleston knowledge is a plus. Curiosity about the city and genuine investment in what BHC is building matters more.