The Inside Dish,
on Hospitality.
Recruiter Insights
The hospitality scene is always evolving. This is your hub for expert analysis on market trends, practical career advice and strategic hiring intelligence from our specialist recruiters.
We break down what’s happening in the industry right now, from salary movements to leadership tactics, so you can make smarter decisions for your venue or your career.
Retention in hospitality has always been tough. But the numbers right now tell a story that goes beyond the usual seasonal cycle.
Retention in hospitality has always been tough. But the numbers right now tell a story that goes beyond the usual seasonal cycle.
It's Not Just the Big Hotels When hospitality professionals picture a six-figure salary, they often think corporate hotel group, head office, or group executive. But the reality in 2025 is broader than that. Venue GMs in high-volume casual dining groups, Executive Chefs in premium independent restaurants, Food and Beverage Directors in regional resorts, and Operations Managers across multi-site operators are all regularly earning at or above the $120k mark. What the Roles Actually Involve At this level, the job is less about running a shift and more about running a business. You're managing P&L, leading and developing teams, setting standards, driving revenue, and being accountable to ownership or a board. The technical skill that got you here matters less than your commercial instinct. The operators paying $120k+ want leaders, not operators. Where the Opportunities Are Auckland carries the largest concentration of roles at this salary level, but Wellington, Queenstown and Christchurch all have strong pipelines, particularly in hotels and destination dining. Across the Tasman, Melbourne and Sydney offer more volume at this tier, but competition for the best roles is equally fierce. What Gets You There Candidates who break into the $100k–$150k range typically have a track record of improving venue performance — not just maintaining it. Revenue growth, team retention, and the ability to communicate results to ownership are the differentiators. Your presentation matters too. A CV that doesn't reflect your scope of responsibility and commercial impact won't get a first interview at this level. STAT SNAPSHOT The $120K Market: What We're Seeing Right Now 1. Venue GMs in high-volume groups: $100k–$130k + bonus 2. Executive Chefs in premium independents: $110k–$145k 3. F&B Directors (hotels and resorts): $120k–$160k 4. Multi-site Operations Managers: $130k–$180k 5. Group-level leadership (COO/CEO of hospo group): $150k–$280k+ Figures are indicative for the NZ market. AU salaries are comparable or higher depending on market Thinking about your next move at this level? Talk to a recruiter who works exclusively in permanent hospitality. Visit Find Work to explore current opportunities or register your profile.
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In today’s competitive hospitality market across Australia and New Zealand, retention is considered a survival strategy and has become a necessity. High turnover continues to challenge venues, yet one key insight is often overlooked: Retention begins during recruitment and not after onboarding. Hiring the right people is only part of the solution. Setting clear expectations, aligning values and creating early engagement can significantly improve long-term retention. Why This Matters Candidates in hospitality are no longer just looking for a job. They’re looking for stability, career growth and a positive workplace culture. If these aren’t communicated early on, even the best hires may leave within months. 3 Practical Tips to Improve Retention Through Recruitment 1. Hire for Culture & Skill Technical skills can be trained, but attitude and cultural fit are harder to change. Screen for alignment with your team’s pace, values and service style. 2. Be Transparent About the Role Clearly communicate hours, peak periods and expectations. Misaligned expectations are one of the top causes of early turnover. 3. Create a Strong First Impression Your hiring process reflects your brand. Prompt communication, organised interviews, and a warm onboarding experience build trust from day one. Retention-Focused Hiring Checklist ☐ Clear and accurate job descriptions ☐ Defined career progression pathways ☐ Structured onboarding plan (first 30 days) ☐ Competitive and transparent compensation ☐ Strong employer branding (reviews, social presence) ☐ Regular communication during hiring process ☐ Feedback loop for unsuccessful candidates Take Action Audit Your Current Hiring Process Map out your candidate journey from the job ad to the first shift. Identify where candidates may feel uncertain or disengaged. Introduce a Realistic Job Preview Offer trial shifts or honest walkthroughs of a typical workday. This filters out mismatched candidates early and builds commitment from those who stay. Key Takeaway Retention is about hiring smarter from the start. Businesses that invest in better recruitment processes will see stronger teams, improved morale and ultimately, better guest experiences. Ready to Build a More Reliable Team? If you want to reduce turnover and attract hospitality talent that stays, Hospoworld Resourcing can help. Our tailored recruitment approach connects you with candidates who fit your business. Visit these pages on our website to learn more and access additional hiring resources that can transform your team’s stability and performance: Our Recruiting Expertise Insights (Blogs)