Regional Hospitality Talent Acquisition Manager - Bilingual

Job Description

Job Description

Position Summary

The Regional Hospitality Talent Acquisition Manager is responsible for building and maintaining a strong hospitality talent pipeline across the  Baltimore/Maryland, Washington, DC, and Atlanta markets . The role supports Next Generation’s hospitality staffing business by identifying, attracting, screening, and preparing qualified candidates for hotel, food & beverage, housekeeping, banquet, culinary, guest services, engineering-support, and related hospitality assignments.

This position serves as a market-facing recruiting leader responsible not only for filling current openings, but also for developing sustainable local talent networks that allow Next Generation to respond quickly as client demand grows.

Core Responsibilities

• Lead hospitality recruiting efforts across assigned regional markets, including Baltimore/Maryland, Washington, DC, and Atlanta.
• Build active candidate pipelines for high-volume and hard-to-fill hospitality roles.
• Source candidates through job boards, community partnerships, referrals, local workforce organizations, social media, direct outreach, and in-person recruiting activity.
• Conduct candidate screening, qualification, and interview coordination.
• Evaluate candidate experience, reliability, availability, work history, skills, transportation considerations, and overall assignment fit.
• Maintain recruiting activity, candidate status, and placement documentation within company systems.
• Partner closely with Talent Operations, Field Account Managers, and client-facing leadership to understand current and upcoming staffing needs.
• Support urgent and high-volume requisitions while maintaining candidate-quality standards.
• Develop local recruiting relationships with hospitality schools, workforce-development organizations, community groups, training programs, and referral partners.
• Build market intelligence regarding labor availability, wage expectations, competitive hiring activity, and recruiting challenges.
• Maintain recurring communication with field leadership regarding fill rates, candidate supply, attendance patterns, and recruiting risks.
• Support onboarding readiness by ensuring selected candidates complete required pre-employment and assignment documentation.
• Ensure recruiting activities align with company policies, client requirements, and applicable employment practices.
• Participate in recruiting events, job fairs, community outreach, and local market activation as needed.
• Create proactive talent pipelines ahead of anticipated client demand rather than recruiting only after openings arise.
• Support retention efforts by helping identify recurring hiring or candidate-experience issues affecting turnover.

Market Ownership

The role would have direct recruiting responsibility for:

Maryland / Baltimore
Baltimore and surrounding Maryland hospitality markets.

Washington, DC / DMV
Washington, DC and the broader DMV area, including relevant Maryland and Northern Virginia client markets.

Atlanta
Atlanta and surrounding metro hospitality markets.

This regional structure allows NG to build recruiting density in markets where it currently has or expects meaningful client activity, rather than managing recruiting only by individual requisition.

Key Performance Measures

I would tie this role to measurable recruiting outcomes such as:

• time-to-fill
• fill rate
• candidate pipeline strength
• qualified candidates per requisition
• show rate
• assignment start rate
• first-30-day retention
• candidate response rate
• recruiting-source effectiveness
• hard-to-fill position coverage
• client staffing responsiveness

Reporting Structure

Based on the structure we just built:

Reports to: Director of Talent Operations

Partners closely with: Field Account Managers / Supervisors, Remote Director of Housekeeping, COO, and Growth/Client Strategy leadership.

That keeps recruiting under Parks’ talent vertical while still connecting the role to operations and commercial demand.

Experience Profile

Preferred candidate would ideally bring:

• Hospitality recruiting, staffing, hotel HR, talent acquisition, or high-volume recruiting experience.
• Understanding of hotel and hospitality positions and operating environments.
• Experience recruiting across multiple locations or markets.
• Strong sourcing and candidate-engagement skills.
• Ability to manage high-volume hiring while maintaining organization and follow-through.
• Strong communication skills with candidates, managers, and client-facing teams.
• Comfort working independently across geographically dispersed markets.
• Familiarity with ATS, HRIS, job boards, sourcing platforms, and recruiting metrics.
• Bilingual capability is a strong plus.

I would also make this role slightly more operational than a traditional recruiter because NG needs people who understand that  a filled requisition is not successful unless the employee actually starts, stays, performs, and supports the client relationship.

Next Generation Recruitment & Staffing Agency, LLC is a growing workforce solutions firm connecting reliable talent with organizations across hospitality, events, professional services, and other high-volume industries. We combine responsive recruiting, strong client relationships, and disciplined workforce operations to help our clients meet changing staffing needs while creating meaningful employment opportunities for the people we serve.

Company Description

Next Generation Recruitment & Staffing Agency, LLC is a growing workforce solutions firm connecting reliable talent with organizations across hospitality, events, professional services, and other high-volume industries. We combine responsive recruiting, strong client relationships, and disciplined workforce operations to help our clients meet changing staffing needs while creating meaningful employment opportunities for the people we serve.