In today’s competitive hiring landscape, it’s tempting to believe that salary is the only thing that matters. And yes—money talks. But for many hospitality companies, especially independent restaurants, regional senior living communities, and smaller hotel groups, matching the compensation packages of larger corporations often isn’t feasible.

So, how do you compete for talent with a lower budget but lofty hiring goals?

It comes down to one thing: value beyond salary.

Sell the Full Package: Total Rewards

Salary is only one part of a candidate’s decision-making process. Benefits, culture, flexibility, and growth potential can collectively outweigh a slightly smaller paycheck. That’s where your total rewards package comes into play.

If you offer paid parental leave, employer-covered healthcare, mental health support, meal stipends, or even commuter benefits—highlight it early and often. Many companies bury these perks deep in their onboarding packet. Instead, position them front and center in your job postings and interviews.

Flexibility Is the New Currency

While many hospitality roles are not “work from home” jobs, creative scheduling is increasingly a competitive advantage. Can you offer more predictable schedules? Split shifts that accommodate childcare? Shift bidding systems that give staff more autonomy?

For example, consider offering a four-day workweek for managers with staggered responsibilities. This is a creative way to increase value – and the number of applications you see for your open positions – without raising base pay.

Focus on Internal Growth

Candidates want to know their next move before they even start their current role. If you can’t lead with pay, lead with career potential.

Share success stories from within your organization—like how a former line cook is now your Food & Beverage Director. Create a visible path for advancement. Development programs, cross-training opportunities, and internal promotions go a long way in winning over talent who value long-term growth.

Elevate the Work Environment

People will inevitably leave a bad environment. Clean, well-staffed, inclusive, and safe workplaces are often, unfortunately, not a given in hospitality. If yours is exceptional, make it known.

Ask your team what sets your company apart. Their answers could become your next recruitment campaign.

When Salary Isn’t the Hook, Storytelling Is

If you’re not leading with pay, you must lead with purpose. Candidates want to know: What makes this company worth my time?

That’s where a trusted recruitment partner can help. At Horizon Hospitality, we don’t just match resumes—we match people with companies that align with their values and career goals. Let us help you compete for top-tier hospitality talent.

Reach out to Horizon Hospitality Associates, Inc. to build a compelling, competitive hiring strategy today.