How to keep multi-location hospitality hiring consistent

Consistent hiring across multiple locations is one of hospitality’s toughest challenges.

With turnover rates as high as 70–80%, and more than half of employees leaving within their first 90 days, teams are under near-constant pressure to fill roles quickly.

When teams need to hire faster than their processes support, structure takes a back seat.

Individual locations develop their own methods to cope with the pressure, leading to disjointed processes and rushed hiring decisions from one site to the next.

If you notice this happening in your organization, it doesn’t mean your team is failing. The reality is this is an industry-wide challenge faced by organizations all over the world.

But why is it so commonplace, and what can you do about it? In this article, we look at why multi-location hospitality hiring becomes inconsistent across locations, what problems this causes, and how you can improve consistency in your organization without compromising on flexibility.

Why does hiring become inconsistent across hospitality locations?

In multi-location hospitality organizations, hiring often occurs at the local level, which naturally leads to differences in how work is done.

Managers make decisions based on their team’s needs, including how many open roles there are at any given time. When team processes, hiring priorities, and candidate experiences vary from site to site, consistency breaks down.

All of this can be complicated by:

Site-specific timelines

The urgency to fill roles varies from location to location. If a site is short-staffed and lacks support, it finds ways to adapt. But this tends to affect the level of detail in interviews, which candidates are prioritized, and how quickly offers are made.

Manager mindsets

Each manager brings their own priorities and experience to hospitality hiring. Some may focus more on skills, others on personality, and some may take shortcuts to hire faster. These differences change how candidates are evaluated and hired across locations.

Local labor

Managers tailor hiring decisions to the local labor market. Locations will have different talent pools and varying levels of competition for high-volume roles. When skills shortages or competition make it harder to source candidates, managers are more likely to compromise during the hiring process.

Seasonal surges

Peak season causes short-term hiring spikes. Sourcing many people at once requires more background checks, training, and paperwork, all of which must be completed quickly. Even though it happens year after year, the added stress can still take teams by surprise.

Mixed benefits

Pay, perks, and training programs differ depending on the location’s budget or corporate rules. These differences affect who applies, how quickly roles are filled, and how the hiring processes are carried out.

While inconsistent hiring is never intentional, it creates real problems if left unaddressed. Spotting it is the first step.

What hiring inconsistency looks like in practice

Unsure whether you’re hiring consistently or not? Here are a few common signs of inconsistent hiring to look out for in your organization:

• You use different standards for similar roles
  Do your job descriptions, interview questions, and evaluation criteria differ across locations? Even small differences make it harder to compare candidates fairly and prove every hire meets the same standard.
• Candidate experiences vary
  Pay attention to how candidates move through your process. If some progress quickly while others wait weeks for updates, your communication probably isn’t as reliable as it could be across locations. Inconsistent experiences make it harder for you to attract and retain top talent.
• Decisions are inconsistent
  Map out how quickly your teams make offers and if it’s consistent across locations. Sometimes a clunky or manual system slows things down. A lack of communication can also affect decision-making. Hiring the wrong people leads to uneven team performance and higher turnover, which equals extra work for you.
• There’s limited visibility across locations
  Make sure you have a clear picture of what’s happening at every site. Without a centralized way to track candidates, interviews, and offers, it’s harder to spot trends, compare practices, or address gaps before they become problems.
• There are other red flags
  Keep an eye on open roles that stay unfilled, new hires leaving within a few months, or the lack of a structured way to evaluate your hiring process. These signs show inconsistency and put your workforce stability and operational performance at risk.

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Why inconsistency becomes a bigger problem as teams grow

Noticed one or more of these signs in your organization? A blip in the process might seem harmless in isolation, but at scale, inconsistencies add up faster than anyone can manage.

In larger enterprise organizations, informal understandings are more likely to break down. There are more teams, more locations, and more people involved in decisions. Coordination becomes harder, and simple differences in how people handle hiring can cause delays.

Growth also increases the stakes. Leaders need to know that hiring is fair, compliant, and aligned with company goals, without having to oversee every step. Processes that worked in smaller teams often can’t handle the complexity of enterprise-scale hiring. Without a deliberate framework, conversations stop flowing and plans stall.

If you recognize this in your own organization, it points towards a need for more structure. Consistency behind the scenes is what makes sure the right people are in the right roles, helps staff succeed, and supports a reliable, high-quality guest experience.

Consistent multi-location hospitality hiring looks like in practice

In practice, consistent hiring is really about setting clear foundations and removing guesswork.

Everyone knows what the process looks like, what comes next, and what good hiring decisions are based on.

To see this in action, take a look at citizenM—a global hotel chain with 36 locations that previously relied on clunky, siloed, manual processes to get things done.

Consistency lets you move faster

CitizenM’s biggest frustration with multi-site hospitality recruitment was caused by spreadsheets slowing the team down every day.

After switching to a centralized hiring platform, they were able to reduce their time-to-hire by 65%.

For a single role , turnaround dropped from 80 days to just 25 days within six months of implementing Pinpoint ATS.

Consistency lets you see what’s working

A consistent, data-driven system has also helped citizenM benchmark its performance across locations.

With everything consolidated in one place, the business can now see what’s going on and what’s holding them back at a glance.

Consistency lets you be more flexible

Consistent hiring in hospitality has also given citizenM more flexibility. The team has customized workflows for different hiring needs across locations while still keeping the overall process consistent.

By automating repetitive tasks such as posting roles, collecting candidate information, scheduling interviews, and sending updates, the TA team and hiring managers have freed up time to focus on better decision-making.

Now that citizenM’s hiring processes are structured, adaptable, and consistent across locations, its team can move faster with more confidence and fewer mistakes.

[Our teams are] really interested in seeing how they’re doing compared to the other regions and are really keen on learning more about the data and the metrics. As a result, we’ve celebrated a lot of great reductions in time in stages.”Emilie Ricordeau
Talent Scout at citizenM

Top 3 tips to bring consistency to multi-location hospitality hiring

There’s a lot of advice out there, but there’s no need to feel overwhelmed. The first step to a more consistent hiring process is simply to create a simple framework that every location can rely on.

Use the following to help you get started:

Step 1: Agree principles

Set core hiring principles, such as how candidates are evaluated, interviewed, and onboarded, which work across teams. This gives each team a clear framework to work from while allowing for local flexibility.

Step 2: Standardize processes

Reduce the administrative burden by standardizing and automating repetitive tasks, like posting to job boards, sending update emails, and centralizing candidate data. Repeatable processes make it easier to track progress, avoid duplication, and stay organized across multiple locations.

Step 3: Assign ownership

Decide who is responsible for each stage of the hiring process and keep all your data and communication in one place. This allows each team to work independently while knowing exactly what’s happening across other locations.

A centralized system like an applicant tracking system (ATS) will bring all of this together in one platform. ATSs allow you to manage candidates, track progress, and keep everyone aligned in one place, making it faster and easier to maintain consistency across locations.

How consistency supports seasonal and high-volume hiring

All of this matters most when hiring volumes rise. Whether you’re hiring seasonally or year-round at scale, filling roles quickly is fundamental to keeping operations running.

Speed is of the essence, but quality still counts. And if hospitality hiring follows the same structure everywhere, managers don’t have to reinvent the process under pressure.

An enterprise ATS like Pinpoint is designed for hiring at scale. With a central platform, you get real-time visibility across all roles and locations. Instead of chasing updates or relying on spreadsheets, you can see exactly where candidates are in the pipeline and identify bottlenecks that could slow down offers or onboarding. This visibility is especially useful during seasonal peaks when timelines are tight and delays matter.

High-volume hiring also means more people involved, including recruiters, hiring managers, regional leads, and HR. An ATS supports collaboration at scale by providing shared dashboards and structured feedback tools, so everyone stays on the same page.

Candidate experience is just as important during busy periods. When applications surge, an ATS helps you follow a transparent process with set touchpoints to keep top talent engaged throughout.

And of course, the insights you get matter. By tracking performance metrics across locations and roles, you can forecast hiring capacity, adjust strategies mid-season, and make evidence-based decisions over personal ones. With these core features, teams can manage even the most intense hiring waves without losing quality or control.

Make hospitality group hiring work for you

Hospitality hiring consistency is an industry-wide challenge, but that doesn’t mean it has to slow your teams down.

Almost 70% of enterprise organizations have already introduced an ATS to make change happen, and this number continues to grow as teams look for faster, smarter ways to hire at scale.

With a strong system in place, you can tighten up your processes to tackle bigger challenges head-on.

To get started, learn more about how Pinpoint is designed toimprove hiring across multiple hospitality locations.