‘Tech is elevating the importance of hiring agile, adaptable thinkers’

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By Jennifer Glatt | for Mint Pillow

JW Bibbins III, founder and principal at JWB Hospitality, is a trusted source in hospitality search and recruitment. His journey began on the floors of New York City’s dynamic dining scene, where he rose from waiting tables at Millesime in Manhattan's Carlton Hotel (now James NoMad) to managing front-of-house operations for renowned chef David Burke. That hands-on experience shaped his deep understanding of the industry and today, he’s known for connecting top-tier talent with some of the most respected names in hospitality. Here, he shares common hiring mistakes, non-negotiable hiring practices and why he's optimistic about the future of hospitality hiring.

What hiring or staffing challenges are your clients running into most right now?
The biggest challenge is the shrinking pool of mid-level talent... especially in culinary and operations. Covid pushed a lot of skilled professionals out of the industry, and many haven’t returned. Clients are finding that the résumés are coming in, but the depth of experience often isn’t there.
 
Which roles are toughest to fill—or most urgent—in boutique operations?
Executive chefs and GMs are always critical, but today the toughest roles to fill are department heads with real leadership chops... people who can manage teams, handle pressure and wear multiple hats. [At] small properties, every hire has outsized impact.
 
How do smaller hotels compete with the big brands for top talent?
By emphasizing what they do offer: creative freedom, closer relationships with ownership and less red tape. Talented candidates are often hungry for purpose and personality, not just paychecks. Boutique hotels need to lead with culture and vision in their recruitment messaging.
 
With tech and automation growing, how is that changing who hotels hire and what they look for?
There’s growing demand for digitally fluent candidates... those who are comfortable toggling between guest experience and back-of-house systems. Tech isn’t replacing people, but it’s elevating the importance of hiring agile, adaptable thinkers, especially in guest-facing roles.
 
What common hiring mistakes do you see owners or operators make?
Hiring too fast, or too narrowly. Some operators focus only on industry pedigree and miss out on amazing candidates with transferable skills. Others are so desperate to fill roles that they skip due diligence. The best hiring processes combine speed with structure. Scorecards, trial shifts and reference checks are non-negotiable.
 
With all the noise about labor woes, what’s something positive you’re seeing in hospitality hiring?
There’s a renewed sense of purpose among the next generation of hospitality leaders. A lot of people left during the pandemic but those who stayed, or came back, are in it for the right reasons. They’re building culture, prioritizing wellness and helping redefine what hospitality careers can look like.

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Mint Pillow is curated and written by Jennifer Glatt and edited by Lesley McKenzie.