Recruiter

Most re c ru iting roles in hospita li ty work li ke this: the re c ru iter surfaces candidates, the hiring manager decides, and the re c ru iter moves on to the next search. The re c ru iter is a faci li tator. A coordinator with a sourcing function. This is not that role. At B HC, the re cru iter is a steward of our standards.

You are not a step in the process. You are a trusted talent advisor whose judgment helps shape the culture, qua li ty, and guest experience of our organization, one hire at a time. This role carries meaningful influence across the portfo li o and is central to how we b uild our teams. We are looking for someone who finds that responsibility clarifying rather than heavy.

Someone who bel ieve s hiring is among the most c onsequential decision s an organization makes and wants to play a meaningful role in shaping those decisions. Who We Are B HC is a purpose-driven collection of hotels, restaurants, and cultural landmarks in Charleston, South Caro li na. Independent and family-owned, we operate The Charleston Place, a 419-key landmark in the historic district; The Cooper, Charleston's first luxury waterfront hotel; and Sorelle, an all-day Southern Ita li an restaurant rec ognized b y the Mi che li n Guide.

We are also the stewards of the Riviera Theater and American Gardens, Charleston's newest pu b li c park. We do not think of ourselves as a hospita li ty operator in the conventional sense. We think of ourselves as the cultural catalyst of Charleston's evolution: preserving what matters, accelerating what comes next, and holding every detail to a standard that the city and the world can see.

The people who work here are the experience. Every hire either raises that standard or quietly lowers it. Which is why the re cru iter responsi b le for identifying , assessing, and advocating for talent is among the most important people in the company. The Role Culinary and food and b everage are the highest-volume disciplines in the B HC portfolio.

You will own it entirely, across every non-exempt role and across all properties, from line cook to guest room dining supervisor, from a b arista at the Sorelle mercato to a sommelier at The Crossing. You will not work for one property. You will know every B HC property and concept well enough to place candidates with genuine jud gment .

The energy Sorelle requires and the p rec ision The Cooper demands are different things, even when the title is the same. That distinction is yours to understand and yours to protect. This is a pipe li ne role as much as a search role. The work you do b etween open requisitions, the relationships you b uild with cu li nary schools and hospita li ty programs, the candidates you are already talking to b efore the seat opens, is what determines whether B HC moves fast and smart when it needs to, or s tar ts from scratch every time.

DUTIES & RESPONSI B I LI TIES: What You’ll Do Set and Hold the Standard Evaluate every candidate who enters consideration for a cu li nary or F& B role at B HC. Your assessment carries significant weight in every hiring decision. You will b e expected to provide candid rec ommendations and maintain hiring standards across the portfo li o.

Dev elo p a clear point of view on what qua li ty looks li ke at each level and each property, and apply it consistently. Not every role needs the same profile. Every role needs the right one. B e the person hiring manag e r s trust to tell them the truth a b out a candidate, including when the truth is that the profile they asked for is not the profile they need.

B uild the Pipe li ne B efore the Req Opens Maintain active sourcing relationships with cu li nary schools, hospita li ty programs, and community organizations. The pipe li ne should b e warm b efore the need is urgent. Know who is coming up in the Charleston cu li nary scene and b eyond. Know which kit che ns are dev elo ping talent and which are losing it .

Know what is driving mo b i li ty in this market. B uild a b ench of candidates who already know B HC 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. Di rec t-source passive candidates through net work ing, referrals, industry events, social platforms, and competitive talent mapping.

Create talent communities for future cu li nary and F& B opportunities. Own the Full Candidate Experience Every candidate who interacts with B HC through you forms an impression of the organization. That impression should reflect who we are: discerning, warm, quietly confident, and serious a b out the work . 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 Work day app li cant tracking system throughout every search. Every conversation, signal, and candidate update li ves in the system. Intel li gence that li ves in your head does not compound. Serve as an am b assador for the B HC b rand, ensuring candidates leave every interaction with a clear understanding of our culture, standards, and opportunities.

Occasional evening and weekend work, as well as attendance at recruiting and community events, may b e required . Hold the Operational Load Accountability for time-to-fill , candidate conversion rates, hiring manager satisfaction, candidate experience, offer acceptance rates, and quality and retention of hire s . Speed is measured because vacancy has a real cost in a hospitality operation.

Quality is measured because a poor hire has a larger one. Run multiple sear che s at different altitudes simultaneously without losing qua li ty or candidate experience in any of them. Conduct structured intake conversations with hiring manag e r s b efore each search b egins. Ca li b rate on profile, pace, and priorities, so the search is right from day one.

Regular local travel b etween B HC properties, schools, community organizations, and re c ru iting events is expected. Partner with Operational Leaders B uild trusted relationships with chefs, restaurant leaders, and hotel operators across the portfo li o. Consult with hiring managers on la b or market conditions, candidate availa b i li ty, compensation trends, and talent strategy.

Influe nc e hiring decisions through thoughtful assessment, market intel li gence, and candid feed b ack. Participate in workforce planning discussions and proactively identify talent risks and opportunities across the portfolio. What We’re Looking For We are not prescri b ing a resume. We are descri b ing a person. Real Fluency in the Cu li nary World You understand how kitchens are structured, how careers move through them, and what makes a cu li nary or F& B professional worth cal li ng.

A chef de cuisine or a b everage director will know within minutes whether you understand their world. That fluency can come from work ing in it, re cru iting in it, or genuine and demonstra b le immersion in it. What matters is that it is not performed. The Confidence to Make the Call This role requires conviction. You will b e asked to make consequential judgments a b out people, sometimes quickly, sometimes on imperfect information.

You need to b e someone who has developed a real point of view a b out talent, trusts it, and can defend it clearly to a hiring manager who sees things differently. Deference is not a virtue here. You communicate clearl y, promptly, and professionally . Whether speaking with a li ne coo k , a b everage director, or a senior leader, you adapt your approach while maintaining c redi b i li ty, composure, and conviction.

Taste B HC holds a high standard across everything it does, including how it re c ru its. You hold one too. You can tell the difference b etween a candidate who has the skills and a candidate who has the sensi b i li ty. You understand that in a luxury hospita li ty environment, sensi b i li ty is not soft, it is the thing that either makes or b reaks the guest experience.

Operational Discip li ne This discip li ne carries volume. You are organized, proactive, and rigorous a b out pipe li ne management. You can hold complexity without losing qua li ty, and you b ring the same care to a luxury fine dining server search as you do to a stewarding supervisor search, b ecause b oth matter to the organization.

You understand that re cru iting is a b usiness function, not an administrative one. You connect hiring decisions to la b or costs, retention, guest experience, operational performance, and long-term organizational success. A Long View on Relationships The cu li nary and F& B community is smaller than it looks. Your reputation inside it is part of B HC's reputation.

Candidates who did not get a role should remem b er how well they were treated. Professionals wh o may not have found the right role yet should feel that B HC is worth staying in touch with. That is not a soft skill. It is our market strategy.

REQUIRED SKILLS

& EXPERIENCE Three ( 3 ) or more years of full-cycle high-volume recruiting experience with significant responsi b i li ty for hospita li ty, cu li nary, food and b everage, luxury service, or other operational hiring environments . Related b ackgrounds in talent acquisition, sourcing, or hospita li ty operations with a genuine transition into talent work will b e considered.

B a ch e lo r’s degree in human resources, hospita li ty, food and b everage manag e ment, or similar degree. Demonstra b le knowledge of b eha v ioral interviewing , t alent assessment, candidate ca li b ration , employer b randing, and passive candidate sourcing, as well as the cu li nary and F& B talent market: career structures, compensation norms, key feeder institutions, and what drives mo b i li ty.

Experience holding candidates accounta b le to a real standard, not just qua li fying them against a jo b description. Demonstrated suc c e s s sourcing passive candidates and b uilding talent pipe li nes in competitive la b or markets. Comfort work ing wit h technology and app li cant tracking systems li ke Work day and maintaining pipe li ne data with accuracy and discip li ne.

Experience in luxury or fine dining hospita li ty is an advantage. Experience work ing at any standard where qua li ty was genuinely non-negotia b le is what matters more. Charleston knowledge is a plus. Curiosity a b out the city and genuine investment in what B HC is b uilding matters more. What B HC Offers This Role We are naming this section de li b erately, b ecause we b e l i e ve the re c ru iter's experience of this organization matters.

Meaningful influe nc e . Your recommendations carry significant weight in hiring decisions across your discip li ne, and you will b e trusted to maintain the standards that define the B HC b rand experience. Access to what excellent looks li ke. You will work alongside some of the most talented cu li nary and F& B professionals in the country, in properties that operate at a standard most recruiters never get close to.

That access makes you b etter at the craft of recruiting . A function b uilt to sup port the work , not just process it. You will have the tools, the systems, and the organizational b acking to re c ru it the way the role deserves to b e done. A long-term seat at a company that is b uilding something. B HC is not optimizing an existing operation.

It is shaping what Charleston b ecomes. The re c ru iter who b uilds the cu li nary and F& B talent b ase here will look b ack on a portfo li o of hires that helped define that. A team that takes this work seriously. The talent function at B HC is structured around the b e l i e f that who we hire is the most consequential decision we make.

You will not have to fight for that b e l i e f to b e respected. B HC is an equal opportunity employer. We b e l i e ve that a team b uilt with intention, div er se in b ackground and perspective, produces b etter work and a stronge r guest experience. _______________________________________________________________________________ BHC is an equal employment opportunity employer.

Employment decisions are based on merit and business needs, and are not based on race, color, sex (including pregnancy, childbirth, and related medical conditions), citizenship status, national origin, ancestry, gender identity or expression, sexual orientation, age, religion, creed, physical or mental disability, marital status, veteran status, uniformed service, political affiliation, genetic information, or any other factor or characteristic protected by applicable law.

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