Foundation Fifty
Hospitality staff in a dark dining room, type space on the left

Recruiting

We do not guess what a great chefor a great GM looks like.

Restaurant-group search, built by operators.

Talk to us

The real cost

Most recruiting firms have never closed a Saturday.

Wrong GM

Looks strong on paper. Cannot run labor, the floor, or the chef relationship. You find out in week six.

Wrong chef

Can plate. Cannot run a board, a walk-in, or a crew. Food cost and ticket times tell the truth.

Agency tax

You pay 20%+ for a résumé push from someone who has never stood expo or cut a schedule.

Silent vacancy

Every week a GM or EC seat sits open, standards slip, managers cover, and good people leave.

Who we are

Operators first. Recruiters second.

We have spent 30+ years running the work we now hire for. That is not a slogan. It is how we screen.

Kitchens

Boards, prep systems, food cost, walk-ins, station training, and what an executive chef actually owns after 6 p.m.

The Floor

Turns, ticket times, comps, labor, guest recovery, and the difference between a charming manager and a floor leader.

Openings

Hiring a crew, writing standards, surviving week one, and knowing who will still be standing on day 90.

Training

What can be taught in three shifts, what never will be, and how leaders build a bench instead of a hero culture.

Chef and colleague looking out a rain-streaked kitchen window

Where we work

Leadership seats that change the building.

Floor leader setting a dining room table

FOH

GM → Floor Manager

General managers, assistant GMs, floor managers, and F&B leaders who can run labor, the guest, and the kitchen relationship.

Chef under heat lamps on the line

BOH

Executive Chef → Sous

Executive chefs, CDC, and sous chefs who can execute volume, protect cost, and develop a line — not just write a menu.

Floor leader setting a place with a folded red napkin

Lead

Hospitality leadership

Multi-unit, opening leaders, culinary directors, and operators you cannot afford to miss on because the rest of the group feels it.

The search

A process built like a pre-shift, not a job board.

  1. 01

    Brief like operators

    Outlet type, volume, cuisine, labor reality, and what “good” looks like in this building — not a generic JD.

  2. 02

    Source with judgment

    We hunt people who have done the work. Titles are a start. Ticket times, covers, and tenure are the filter.

  3. 03

    Screen the work

    Interviews that ask how they ran the board, the floor, the schedule, and the miss — then we listen for systems.

  4. 04

    Present a short list

    Fewer names. Sharper read. You get why they fit this room, and where they will need a strong number two.

  5. 05

    Stay through start

    We do not disappear at offer. Replacement guarantees and a clean handoff into your first 90 days.

  6. 06

    Build a bench

    Ongoing partnership so the next GM or sous is not a panic search when someone gives notice.

Open roles

Current openings

No open listings right now. Send the seat and we will start the search.

Talk to us

Next step

Give us one open seat.

Start with a 20-minute ops briefing.

Talk to us

Or email help@foundationfifty.com.