Hiring Guides
Practical playbooks for fast, confident executive hiring. Each guide includes scorecards, interview frameworks, 21-day sprint timelines, compensation ranges, and FAQs.
Hire high-impact leaders across General Managers, Director of Sales and Marketing, Director of Rooms, Director of Food and Beverage, Revenue Managers and Executive Chefs. Includes role-specific scorecards, interview loops, a 21-day sprint, and market-aligned compensation ranges.
Learn how to design a 21-day search, align on scorecards, and avoid costly mis-hires. Includes KPI templates (RevPAR Index, GOP, guest sentiment), a rigorous interview loop, and comp benchmarks by property tier.
Key takeaways:
-
Ready-to-use GM scorecard and interview questions
-
21-day sprint with day-by-day tasks
-
Compensation ranges with market notes
Our playbook on how to hire the right candidate quickly. Built for high-stakes environments: General Manager/Casino President, Chief Financial Officer, VP of Gaming Operations, VP of Hospitality and Food and Beverage, VP of Marketing and Player Development, VP of Compliance & Regulatory Affairs, Director of Security & Surveillance, and Executive Chef. Cross-checks 2025 salary ranges and adds “what great looks like” examples for each role.
Key takeaways:
-
Role-specific scorecards + sample KPIs
-
3-question interview framework per competency
-
Compensation ranges validated against 2025 sources
Search architecture for GM/CFOs, Executive Chefs, Director of Golf, Director of Food & Beverage, Controller/Director of Finance, Membership and Marketing Director. Built for committees to reduce resume bias and align evaluation.
Key takeaways:
-
Committee-friendly evaluation templates
-
Scenarios tailored to peak service periods
-
Dues, banquet, and member-satisfaction KPIs
Find finance leadership that actually drives outcomes. Use KPI-anchored comp (not flat payouts), define quarterly scorecards, and tighten offer and onboarding to reduce early turnover.
Key takeaways:
-
CFO “value creation” scorecard (cash, NOI, capital plan)
-
Structured panel interviews + case prompts
-
KPI-anchored compensation architecture
Our Executive Chef search architecture is designed for ownership groups, boards, and search committees who need a disciplined process that reduces résumé bias and ensures every candidate is evaluated on the same performance drivers. Instead of relying on personality impressions, we anchor evaluation to financial, operational, and cultural outcomes.
Key Takeaways:
-
Committee-friendly scorecards
Structured templates that measure candidates against the same benchmarks: food cost %, prime cost, HACCP compliance, leadership style, and menu engineering capability. -
Scenario-based assessments
Tailored to peak service periods—Friday night rush, holiday banquets, or back-to-back wedding events—so committees can see how each candidate leads under pressure. -
Owner-aligned KPIs
Evaluation tied directly to metrics that matter: contribution margin, banquet profitability, health inspection scores, and employee retention—so the committee’s decision is grounded in outcomes, not anecdotes.
With this architecture, committees can compare chefs side by side using identical data points, turning a subjective decision into a transparent, confidence-building process.
GET IN TOUCH
Connect with the JDI Recruiting Team to Fill Your Position Fast