Senior Recruiter, Hospitality & Experiences

Who We Are

At Museum of Ice Cream, we believe in the power of imagination, connection, and play. We create immersive experiences that bring people together, spark joy, and inspire unforgettable memories.

As we continue to grow across markets, we're building teams that deliver exceptional guest experiences while supporting the operational excellence behind every museum.

The Opportunity

We're looking for an experienced, results-driven Senior Recruiter, Hospitality & Experiences who understands both the art of recruiting and the realities of operating guest-facing businesses.

In this project-based role, you’ll independently manage a diverse portfolio of field operations and corporate requisitions including upcoming new market launches. We’re specifically looking for someone who knows the difference between a leader who can command a floor, solve guest challenges in real time, and develop teams versus someone whose background is primarily administrative. Ideal candidates bring experience from attractions, themed entertainment, immersive experiences, or multi-site hospitality—not exclusively traditional hotels or restaurants.

The ideal candidate is a strong business partner who anticipates needs, navigates ambiguity, and consistently delivers results without requiring significant oversight.

What You'll Own

Full-Cycle Recruiting & Talent Acquisition

• Own end-to-end recruiting across assigned field operations and corporate requisitions, from intake and sourcing through selection, offers, and closing.
• Independently manage a high-volume, diverse portfolio of requisitions while maintaining speed, quality, and candidate engagement.
• Execute pre-opening talent pipelines, high-volume hiring campaigns, and leadership staffing for new market openings.
• Identify hiring challenges early and take ownership of keeping searches moving on schedule.

Business Partnership & Operational Understanding

• Serve as a trusted recruiting partner to General Managers, field operations leaders, corporate department heads, and executive leadership.
• Develop a working understanding of MOIC's unit leadership model and the competencies that distinguish each level: Floor Lead, Senior Floor Lead, Senior Manager, AGM/GM, and Head of Unit.
• Align with hiring managers on role requirements, realistic timelines, market conditions, and priorities while balancing competing stakeholder demands.

Pipeline Management & Candidate Experience 

• Prioritize multiple requisitions based on business urgency and operational impact while tracking key metrics (time-to-fill, pipeline conversion, requisition aging, and offer acceptance).
• Maintain clean, accurate ATS records and deliver proactive status updates on progress, risks, and next steps.
• Deliver a consistent, engaging, and compliant candidate experience that reflects MOIC’s culture and brand.

The pay range for this temporary role $60-$75/hour, dependent on experience.

*Please note: While multiple job postings may appear, this is for one open hire need. Candidates must be located in Los Angeles or Orlando.*

What You Bring

• 6+ years of full-cycle recruiting experience, including demonstrated success managing high-volume, multi-level hiring portfolios across both field operations and corporate functions.
• Prior operations experience in hospitality, attractions, or multi-site guest-facing businesses at the supervisor level or above, OR substantial recruiting experience embedded directly with field operations leaders, including General Managers, District Managers, and Regional Operations leaders.
• Strong proactive sourcing skills with a track record of identifying and closing passive talent.
• Proven ability to step in with minimal ramp-up, manage competing priorities independently, and solve hiring roadblocks in fast-paced environments.
• Proficiency with applicant tracking systems, sourcing tools, and recruiting metrics to manage pipeline health and drive outcomes.
• Strong business judgment, communication, and negotiation skills across all organizational levels.

What Would Set You Apart

• Former Operations Leader: Prior experience as an Assistant General Manager, General Manager, or Operations Manager before transitioning into Talent Acquisition.
• Experiential & Attractions Pedigree: Recruiting background with multi-site guest-facing brands such as Disney Experiences, Merlin Entertainments, Topgolf, Six Flags, SeaWorld, or immersive entertainment destinations.
• Ground-Up Market Launches: Pre-opening recruiting experience, including building hiring strategies and staffing teams from scratch for new venues, resorts, or attractions.
• AI-Enabled Sourcing: Hands-on experience leveraging AI sourcing tools and automation to accelerate passive talent discovery, market mapping, and high-volume candidate outreach.

What Success Looks Like

• Priority requisitions are filled within agreed-upon timelines while maintaining candidate quality.
• Strong operational leaders are identified and selected based on demonstrated leadership capabilities and alignment with MOIC's unit leadership expectations.
• New market openings are supported by proactive talent pipelines and timely hiring execution.
• Hiring managers receive qualified candidates, market insights, and practical recommendations.
• Recruiting challenges are identified and addressed before they become operational risks.
• Multiple searches are managed independently with consistent organization and follow-through.
• Talent Acquisition is viewed as a trusted, accountable partner across the business.

Project-Based Employment & Schedule

• This is a temporary, project-based employee position with an anticipated assignment duration of up to six months, designed to support defined recruiting priorities and business hiring demands.
• The anticipated schedule is up to 29 hours per week, with flexibility to increase to a maximum of 40 hours per workweek during periods of elevated hiring demand, subject to advance management approval.
• The employee must accurately record all hours worked. Work schedules and hours will be monitored by management and the People Team to ensure alignment with business needs, employment requirements, and applicable benefits eligibility.
• The assignment is expected to conclude within six months, although its actual duration may be shorter depending on project completion and business needs. Any proposed extension will be reviewed and approved in advance.
• This position is expected to be classified as non-exempt, subject to final review, and will be compensated in accordance with applicable wage and hour laws.

Work Arrangement

The role requires a combination of remote recruiting responsibilities and in-person collaboration with museum leadership and teams. On-site expectations may vary based on business needs, assigned projects, and hiring priorities.

Equal Opportunity Employer

Museum of Ice Cream is an equal opportunity employer committed to fostering an inclusive workplace. We provide equal employment opportunities to all qualified applicants without regard to race, color, religion, sex, sexual orientation, gender identity, national origin, age, disability, veteran status, or any other characteristic protected by applicable law.

Museum of Ice Cream will consider qualified applicants with arrest and conviction records in a manner consistent with applicable law, including the Los Angeles Fair Chance Initiative for Hiring Ordinance and the California Fair Chance Act.