Sheila Hale

Why Baltimore’s Best Hospitality Talent Isn’t Applying to Your Jobs Most restaurant owners think there’s a talent shortage. There isn’t. There’s a shortage of strong operators willing to leave good situations for unclear opportunities. The best General Managers, Executive Chefs, and leaders in the DMV are: • Already employed • Already performing • Not scrolling job boards So when you post and wait… you’re competing for what’s left. Here’s what top talent actually looks for before making a move: • Stable ownership & leadership • Clear path to growth (GM → multi-unit) • Structured operations (not chaos) • Respectful culture • Compensation that matches performance If your opportunity doesn’t clearly communicate this, they won’t engage. For candidates: If you’re a hospitality leader, stop applying blindly. The right move isn’t just another job. It’s a better platform, better leadership, and long-term growth. For operators: Hiring isn’t about filling a seat. It’s about securing leadership that drives revenue, retention, and culture. At Patrice & Associates – Baltimore, we work both sides of the table: We help operators build strong teams. We help leaders make strategic career moves. No guesswork. No wasted time. 📅 Schedule a confidential conversation: https://lnkd.in/evg9JcDD #HospitalityJobs #RestaurantLeadership #DMVJobs #NowHiring #ExecutiveSearch #BaltimoreJobs

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🛎️ Unfilled hospitality roles cost more than you think. Every open position impacts guest experience, team morale, and revenue. The longer roles stay open, the bigger the hit to your business. Learn how hospitality teams can hire faster without sacrificing quality by streamlining sourcing, screening, and onboarding — in one place. Read more: https://hubs.ly/Q03YS_n-0 #hospitality #hiring #HRtech #talentacquisition #Hireology

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Not every leadership opportunity belongs on a job board. Some conversations start long before a role is ever announced. I’m seeing more senior leaders across Charlotte prioritizing culture alignment and long-term stability over quick moves — and many of those conversations are happening quietly behind the scenes. If you’re a hospitality leader who values thoughtful growth and discreet conversations, I’m always happy to stay connected. Timing is Everything.

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After 2 days at the Hunter Conference in #Atlanta, a few things are clear. The #hospitality labor market isn’t just tight — it’s structurally broken. Every conversation with owners, operators, and executives pointed to the same core issues: → Access to #talent is limited → #Hiring processes are slow and inconsistent → Retention remains the biggest risk Most operators do not have visibility into what’s actually happening across their #hotel portfolios. The groups that solve for this must have better data, faster hiring infrastructure, and a real understanding of their #workforce.

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Hospitality leaders — 2025 labor laws are shifting fast. From I-9 audits to wage hikes and predictive scheduling, compliance missteps could cost you more than just money. 🎥 Watch this short video to learn what you need to know — and how Xclusive Services can help protect your operations. 📅 Book a free consultation: https://lnkd.in/gbcNyCHx #XclusiveFactor #HospitalityCompliance #LaborLaw2025 #HotelManagement #StaffingSolutions

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Great hospitality concepts spend a lot of time on the guest experience — but the employee experience starts on day one. I'm curious, what onboarding practices have worked best for other operators?

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Hilton Grand Vacations just posted a 16.7% year-over-year increase in vacation ownership contract sales for Q3 2025, a strong signal that Orlando’s tourism and vacation ownership markets are not only recovering but expanding. Headquartered in Orlando, Hilton Grand Vacations remains at the center of the city’s robust timeshare ecosystem. Despite a slight dip in deferred revenue, the company reported $1.3 billion in total revenue and an adjusted net income of $54 million for the quarter. What stands out isn’t just the numbers, it’s the confidence. Hilton repurchased 3.3 million shares this year and reaffirmed its full-year forecast with an adjusted EBITDA target between $1.125 billion and $1.165 billion. That kind of conviction signals something larger: a sustained recovery in Orlando’s tourism economy. The city continues to benefit from rising membership demand, new resort development, and a growing share of the U.S. vacation ownership market. As tourism rebounds and travel confidence returns, Orlando’s role as a global leisure hub — and a center for hospitality investment — looks stronger than ever.

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In this Q&A, Yuritza Malloch, Director of Services for the Southeast Region, describes how her team is helping hotels and resorts in major tourism markets like Miami, Orlando, Atlanta, and Nashville, prepare for major events: "Major events fill hotels and create enormous demand for workers across departments from housekeeping to kitchens to banquet service. When those events overlap with tourism season, it puts real pressure on hotel operations. Which puts real pressure on us to deliver the staffing solutions they require to meet and exceed customer expectations." Read more: https://lnkd.in/gM8VRBSb

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Massachusetts Restaurants United is ramping up for its annual Breaking Boundaries in Hospitality Conference on June 8th. Our goal is to help Massachusetts hospitality professionals feel more connected and have more tools to navigate these challenging times. Sofi Madison will start the day by helping participants set the intention of connection.

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I love this and how it's written- One thing I've learned in retail and customer service is the little touches mean the most to those you serve. Even if it's something as simple as a thank you card. Customers see the care and it's what we give that makes them come back. ✨️

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The white paper by Sheila Greco, Chief Executive Officer SGA Talent emphasizes the importance of collaboration between internal hiring teams and trusted staffing agencies like SGA Lists in the hospitality sector. As businesses face fluctuating labor demands and the challenge of finding specialized talent, staffing agencies become valuable partners in addressing immediate staffing needs while ensuring long-term operational goals are met. Joe Krong and Ryan Pingitore, partners at SGA Lists, highlight the agency's ability to fill roles quickly, often within 24 to 48 hours, through their extensive, vetted talent pool. The white paper provides a balanced examination of the advantages and disadvantages of engaging with staffing agencies versus in-house hiring. Key benefits of staffing agencies include speed, flexibility, reduced administrative burden, and risk mitigation, though they do come with higher costs and potential cultural alignment issues. Conversely, in-house hiring can be cost-effective and culturally cohesive, but often suffers from time constraints and a limited talent pool. A comparative analysis illustrates that while agency fees may seem high initially, they can be offset by the hidden costs associated with in-house hiring, such as turnover and training expenses. The conclusion advocates for a hybrid staffing model, combining the strengths of both in-house and agency hiring, to efficiently navigate the unique demands of the hospitality industry. Ultimately, this approach allows organizations to quickly adapt while building a resilient workforce aligned with their long-term vision. https://conta.cc/3NHSbAE #SGAHospitality #StaffingSolutions #ElevateYourService #HospitalityHeroes #Teamwork #CustomerExperience #TailoredStaffing #OperationalExcellence #EventStaffing #HospitalityProfessionals #YourSuccessOurMission #SeamlessIntegration #PassionateStaff #WorkforceSolutions #CollaborativeApproach #DynamicSupport #SGALists #Staffing #dreamteam #Hotelstaffing

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South Florida connects… ready to #gotoworkhappy? want to #beiconic? Eric Martino,Jennie Sumner, Aniel Bonachea, SPHR, Sarah Keel, Michelle Rives,Nadir Kiem 🎸🎸🎸#thisishardrock🎸🎸🎸

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Tampa Bay employers are bullish and busy even as they strain to find specialized skills. New Robert Half research shows only 6% of U.S. hiring managers say they already have the talent to deliver on high‑priority projects; most plan to add permanent (60%) and contract (55%) roles this year, even as 65% report AI‑generated applications are making it harder to spot truly qualified candidates. Robert Half hiring and consulting expert Chad Leibundguth joined Tampa Bay Business Journal editor Alexis Muellner to unpack what this means for the local job market. https://bit.ly/40LXeDx

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Most restaurant owners, hotel managers, and construction companies are facing the same issue right now: You’re hiring, but you’re not actually staffed. Local labor shortages aren’t a temporary problem anymore. They’re structural. High turnover, inconsistent attendance, and rising wage pressure have become the norm. What we’re seeing across hospitality and construction is a shift: Businesses that rely only on local hiring stay stuck in replacement mode. Businesses that build long-term workforce strategies stay operational. Foreign workers aren’t a “last resort.” When done properly, they’re a stability strategy. At GlobalCareer360, we help businesses understand: – When foreign workers make sense (and when they don’t) – How to plan staffing around project timelines and seasonality – The compliance realities most companies overlook – Why retention is often higher than traditional hiring The goal isn’t cheaper labor. The goal is reliable labor. If staffing gaps are limiting growth or operations this year, the conversation needs to change from “who can we hire?” to “how do we build stability?” Happy to share what we’re seeing across the industry right now.

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Training leaders know the struggle: if your work can’t be tied to real business results, it risks becoming background noise. Inspired by Serah Morrissey, SPHR's breakout session from CHART 109 New Orleans, this recap, written by Jessica Burke, challenges hospitality trainers to move beyond delivering programs and step into true organizational influence. The path starts with aligning training to the company’s top strategic goals, speaking the language of business results, and mastering the three levers of influence. The message for L&D pros is clear—when training initiatives connect directly to operational metrics, they stop being “nice to have” and become essential to the business. Read "From Trainer to Organizational Influencer: Elevating the Role" at https://lnkd.in/gVt6UWYb #CHARTtrainers

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Losing team members is not foreign to operators. Staffing has become one of the toughest puzzles in hospitality. Between high turnover, competition for talent, and changing employee expectations, restaurants are rethinking how they hire and retain. https://lnkd.in/epMZ3FBt

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I had the chance to attend the NEWH #SouthFlorida Palm Awards with #TheArchitecturalAuthority. NEWH is a nonprofit that connects the hospitality industry through scholarships, education, and leadership development, with a strong focus on advancing women and creating equity in the field. Being in that room reminded me of something my dad used to say: "Las oportunidades no las encuentras. Las construyes." (You don't find opportunities. You build them.) He came to this country without speaking English, without connections, without a network. But he showed up. He learned from the people around him. He helped others when he could. And slowly, he built something real. That's what organizations like NEWH are doing. They're not just celebrating great design, they're opening doors. They're giving scholarships to students who might not have access otherwise. They're creating space for mentorship, for education, for connection. And in an industry where so much is about who you know, that matters. I've been fortunate to work alongside incredible designers, architects, and builders throughout my career. Many of them are women who didn't just make it—they led. They mentored. They opened the door behind them and held it open for the next person. That's the kind of industry I want to be part of. One where we're not just competing—we're lifting each other up. If you're in South Florida and working in hospitality design, get connected to NEWH. The next generation is watching. Let's make sure they see an industry worth joining. Thank you to The Architectural Authority for bringing me into this space and for the work you do in telling these stories.

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Your labor mix could be the reason you’re scaling—or struggling. This article breaks it all down: ▪️ What on-demand, temp, and direct hire really mean ▪️ When to use each model ▪️ How to evaluate your staffing needs ▪️ What to look for in a flexible staffing partner Don’t guess. Build a labor strategy that fits your team and your business model. Learn more: https://lnkd.in/grHCCq8n #LaborMixStrategy #WorkforcePlanning #FacilitiesManagement #HospitalityHiring #HiringStrategy

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