Your address will show here +12 34 56 78

Interested in food services, facility services, and hospitality-related careers? Our P3 Integrity Recruiting team specializes in recruitment for these industries, and has some interesting insight to share about exciting careers you can apply for in each of these fields. Our goal is to leave you feeling empowered in the career of your choosing.

Read this list and contact our recruiting team to learn about the many opportunities that await you.

Facilities Services

What is facility services and management?

As long as there will be plants, office buildings and infrastructure there will be a need for facilities services and management professionals. Sometimes referred to as physical plant or plant operations and management, the demand for these positions is growing faster than average.

Because the service area of facilities management is very broad and covers a wide range of industries, organizations, and duties, it’s an attractive field for job seekers who would like to wear a lot of different hats over the course of their career but maintain and build a career.

A facility is a building or amenity that has been designed and built for a specific purpose. Facilities management manages the property’s supplies, systems, trades, services, and equipment to increase efficiency. It’s the overarching coordination of the people, technology, and place to create a balanced, pleasant, and healthy working environment.

There are two categories of facility management: Hard FM and Soft FM. Hard FM takes care of the “essential” parts of the building that are required by law to protect the welfare of employees, such as HVAC, Plumbing Codes, Electrical Codes, Fire Safety, and System Preventative Maintenance are examples but by no means all encompassing. Soft FM are services used by employees or that building “occupants” benefit from having. Security, Landscaping, Cleaning, Pest control, and Office Moves all fall under the Soft FM umbrella.

Within the two categories of facility management are generally two tiers of facilities management roles.

  1. Strategic roles work with other departments to help them make decisions that involve the entire building’s well-being and function and understand their implications.
  2. Operational roles carry out tasks that require a high skill level and depth of knowledge in a specific discipline. Technical training from formal degree program or trade school or apprenticeship programs can also be a plus.   

Facility Services Roles

So, you want to work in facilities management, but in what vertical? There are several different types of facility management career areas:
Building Trades – electrical, plumbing as examples
Building and related engineering roles

Hardware Inspection & Maintenance
EHS (Environment, Health, and Safety)
Space Management and Migration
Transportation Services
Security Services – some entities security may be a totally separate department
Fire Safety
Operational Management
Business Continuity and Sustainability
Systems and Preventative Maintenance 
Strategic and Long Range Planning
Custodial, Housekeeping and Environmental Services

Here are three roles that could be considered:

Custodial, Housekeeping and Environmental Services Management

Custodial, housekeeping and environmental services management leads teams that have the responsibility for the cleanliness of building so that employees have a healthy place to work and thrive and one that visitors take away a good first appearance impression. Employees should feel a sense of pride in where they work and feel they’re supported in accomplishing their goals – grounds, landscaping, and custodial staff work to make sure this is realized.  Making that first positive impression can be a key contributor to the university, school, healthcare facility and or business.  

Management in these roles would oversee the cleanliness and first impressions that the setting exhibits, confirm the staff is maximizing their time effectively, negotiate with suppliers, schedule specialized services (like window washing) and conduct training sessions. Working with the facility’s occupants is also necessary to maintain order and discuss ways to improve the overall flow of the building.

Custodial and Housekeeping Management Average Salary:

Between $64,928 and $88,440 annually (

Construction Management

Construction management involves the planning, design, and construction of facilities to make the most of the utilized space and tailor it to the purpose it has for the employees who will work in it. The design and infrastructure of a building can affect employee productivity; construction managers anticipate tenants’ unique needs so the building can be set up properly and thrive long-term.

Construction managers are involved from conceptualization to project completion, working within budget and time constraints while managing a large crew and contractors.

Construction Manager Average Salary:

Between $90,000 – $150,000 annually (Bureau of Labor Statistics)

Facilities and Plant Engineer

Facilities or Plant Engineers are, in many cases, the leadership of a facility management team. Facility engineers are highly data-driven and detail-oriented, designing and executing new processes to better the facility’s overall operations. Facility engineers must master the art of production schedules, inventory management, process flows, quality control, and more, the understanding of how they’re all integrated.

Plant managers must also possess in-depth knowledge of the chemicals and materials their facility is handling to mitigate risk and ensure safety procedures are followed explicitly.

A few of the
basic goals of a facilities engineer are:

  • Maximize efficiency
  • Analyze material and labor costs
  • Implement control systems procedures
  • Collaborate with management on processes and contracts

Facility Engineer Average Salary:

Between $93,946 and $129,217 annually (

Food Services

What is food services?

In its simplest definition, the food services industry specializes in the preparing, serving, apportioning, and delivering of food. We engage with these services every day, as food is critical to our survival and health.

Providing businesses and individuals with the nutrition they need to succeed in their daily life is highly rewarding but requires a proactive attitude, strict adherence to performance standards, and an outgoing, commanding personality. From corporate positions at large-scale companies to on-site warriors, there’s never a dull moment in the food services industry.

Food Services Jobs

Food Service Managers 

Food service managers can be responsible for the daily operation of the total food service spectrum which includes budgeting, staff scheduling, ordering, inventory management, proper storage, food presentation/preparation, cleanliness and adherence to food safety codes and guidelines.   Careers in food service management are growing at a consistent rate, as trends towards more accessible, healthy options continue upwards. Food service managers work to uphold quality standards and meet customer expectations.

The primary duties of a food service manager are:

  • Hire and train new employees
  • Maintain inventory levels and order food, drinks, equipment, and supplies
  • Supervise food prep, portion sizes, and presentation
  • Manage payroll records and budgets
  • Ensure supplies
  • Schedule staff shifts and assign tasks
  • Talk to customers about their experience and address any complaints
  • Establish standards for personnel performance and customer service
  • Work with the culinary and related teams to continually improve quality and creativity

Food service manager average salary:

$52,030 (Bureau of Labor Statistics)


Unfortunately, binge-watching the Food Network does not qualify you as a world-class chef. But, that kind of exposure just goes to show how exciting the culinary world is and how it is truly brimming with potential. With emerging trends in locally-sourced, organic, and farm-to-table ingredients and natural preparation, more chefs seasoned (pardon the pun) in food sourcing are needed to guide restaurants towards higher quality products.

If you have a culinary arts degree, the world is your oyster. Whether you want to manage a kitchen manage a food service department or work for a major franchise, your career as a chef can be as diverse as you are.

Chef average salary:

Between $49,650 and $78,500 annually (

Dietary Food Director

A Certified Dietary Food Director oversees the menu planning, food ordering, and dietary needs of people in larger living, rehab, or learning communities. Hospitals, nursing homes, senior living communities, schools, and military facilities are common employers of dietary food directors and specialists.  This designation takes the role of a Food Service Manager to a specialized and higher level.  

Dietary Food Directors must have an extensive educational background in nutrition and previous experience in a related field as required by the Association of Nutrition and Foodservice Professionals (ANFP). Dietary Food Directors lead organizations with a compassionate understanding of the healing powers of food and its relevance to the longevity and enjoyment of life.

Dietary Food Director Average Salary:

$61,000 annually (Payscale)

Hospitality Management

What is hospitality management?

Hospitality management is the overall management of the tasks of a hotel, casino, sporting facility (stadiums, ball parks, event centers are some examples.  A passion for tourism, customer experience, being creative and knowledge of governmental regulations are essential elements to managing this department and its staff towards ultimate customer service.

Hospitality Management Jobs

Hotel Manager

Hotel Managers are responsible for the seamless operation and maintenance of a hotel and its staff. A highly customer-centric role, a hotel manager leads the entire building in delivering exceptional service. Resolving matters for staff and guests, budgeting, paperwork, and managing multiple departments comprise the “every day” of a hotel manager. Hotel managers tend to possess a natural charisma and positive disposition that is preferred in times of significant stress.

Hotel Managers are often considered the face of the hotel. They conduct themselves with the utmost professionalism. When with guests, Hotel Managers represent the hotel; when with fellow hotel staff, they represent the guests and their needs. Hotel Managers work with all departments to guarantee overall goals are met.

Hotel Manager Average Salary:

$34,235-$105,117 (Payscale,

Meeting/Event Manager

Meeting and event managers create experiences centered around a particular goal or occasion. Whether it’s celebrating holidays, weddings, product launches, or hosting seminars, conferences, or job fairs, an event manager and their staff takes care of all the finer details necessary to pull off a seamless event that delights guests and leaves them feeling excited about its purpose.

A meeting and event manager takes the lead on the creative and operational execution of events. Planning for these events involves coordinating many activities at once, such as sourcing materials from supplies, setting up the space, testing technology involved, and potentially managing the catering of the event.

Event managers are incredibly organized, proactive, and have an impeccable eye for details that make a difference. What many would say is “going the extra mile” is expected in event management in order to anticipate guests’ unique needs (such as health-related issues, like food allergies) or unpredictable occurrences. Although they may pull off star-studded events, they are comfortable working behind the scenes to ensure the client remains the star of the show.

Meeting/Event Manager Average Salary:

$69,400 – $139,071 (

Housekeeping Director

Think of a really pleasant or luxurious experience you’ve had at a hotel recently. From the moment you arrived to the second you left, you didn’t spend a second worrying about the cleanliness of your room. You were able to sleep soundly and blissfully go about your business knowing everything was taken care of, which is the essence of luxury.  You have the good people of the housekeeping department to thank for your experience, namely the Housekeeping Director.

A Housekeeping Director is an integral part of a productive facility staff. In hotel and residential settings, the Housekeeping Director works to increase the overall cleanliness, appeal, and stature of the building. Their primary focus is to increase budget productivity and reduce labor costs by making the right hires.

Housekeeping Directors implement programs aimed at increasing cleaning efficiency, coordinating supplies sourcing, delegating cleaning duties amongst staff, ensuring each area is cleaned to health code and cleanliness standards and completing monthly audits and paperwork. The Housekeeping Director role is very mobile, with direct upward opportunity at the establishment’s regional or corporate headquarters to train new directors in the practice of providing a specific experience.

Housekeeping Director Average Salary:

$43,000 – $90,000 (Glassdoor)

Start your career >>


For Companies

Congrats! You got the employee you wanted. Now the real challenge: How do you keep them? Here are 3 tips to retaining top talent in 2019.

Employee turnover is highly nuanced. WillisTowersWatson reports that as much as hiring has increased, so has employee turnover and attrition. Furthermore, only 42 percent of employees say their employer does a good job of retaining talented employees.

The hiring process doesn’t end on your new charge’s first day. It continues for the entire duration of his or her employment. Similar to a romantic relationship, you need to keep courting this person through the years to show your appreciation and your devotion to making their experience with you worthwhile.

With employee retention, complacency will be your undoing. It won’t always be as easy to keep employees satisfied as it was at the beginning of their employment when the hype and excitement were the highest. Resting on your laurels is like a virus to company morale, leading to lack of motivation, inspiration, and work ethic. It’s a two-way street.

Now that you know what job seekers are looking for in a company, here are some ways to put into practice what will make them stay.

Establish Your Digital Brand

In case you missed it, everyone is online. There’s really no required need to talk to a human about anything, think about it you could do this every day should you choose to do so. The endless trove of information that is the Internet is also why job seekers feel more empowered in their job search and career trajectories than ever before.

Appealing to employees through means that are ubiquitous to their daily lives is key to grabbing and sustaining their attention. Creating a community that values the sharing of ideas and content through social media and your website will help you appear more accessible, thoughtful, and inventive.

Educational, training, and branded videos are always highly effective at showing people what your company is about. Providing your employees the tools to succeed and explore how they fit into the bigger picture instills confidence, contentment, and autonomy. Micromanaging and trying to dictate exactly how one thinks of your brand never gets anyone anywhere. You hired these people for a reason – to do a job you can’t. Let your employees cherish the learning opportunities that come with interacting, experimenting, and learning from your brand.

Provide Career Development Opportunities

If there’s one thing that cannot be overstated, it’s the importance of providing career development opportunities for your employees. LinkedIn found that the same reason people joined companies is the same reason they leave – career development, or the lack thereof along with how they feel about their manager (another itme for another time).

A staggering stat from the report states that employees who don’t think they can reach their career goals with their current employer are 30 percent more likely to consider leaving. And quite frankly, if they’ve considered leaving, the battle is already lost.

A few ways you can prioritize career advancement opportunities are through the following:

Career Services

There’s a delineation between career counseling and advising that’s hard to grasp but important to acknowledge. Career counseling is typically for individuals who don’t know what they want to do for a career. Career advising is for wmployees who have chosen a path but require guidance as to how to navigate that path to achieve their career goals.

Advising your employees on how they can grow in their roles will help them set goals and show them just how much you’re dedicated to their professional and personal development.

Seminars (Continuing Education)

Seminars, either led by your leadership team led by invited speakers on a given topic or external opportunities can offer employees a chance to learn something they would not have elsewhere and to directly engage with your company as a valued partner in the organization’s growth. The idea is to give employees inspiring examples and tools for them to take and run within their work for you. The more employees have at their disposal, the more creative freedom they feel.

These seminars are also advertising for your company. Encourage employees to share these events on social media for their networks – and the professional community at large – to see the value in working for you.


High-retention-risk employees are less engaged at work. A way to spark engagement is collaboration. Collaborating with employees is vital to cultivating an environment that uplifts and celebrates people’s unique perspectives and passions. Employee-directed workshops, brainstorming sessions, special projects and presentations show your interest in growing their leadership skills. Think of it this way: These are the people that could be assuming your position one day – what do they need to know to be successful in that capacity?


Thirty years ago, Monty Python’s The Life of Brian gave us a perfect satirical interpretation of human individualism.

Brian Cohen is an average Jewish man living in harsh Biblical times who, for one reason or another, has gained the widespread reputation that he’s the Messiah. He tries to refute it time and time again, but his desperate attempts to convey the truth about himself only grow his followers’ faith in him.

One day, a massive crowd assembles outside Brian’s quarters. He’s clearly had enough – nothing he does can shake their presence. As the crowd eggs him on to speak from his window on high, he implores them to think for themselves instead of blindly following him.

“You’re all individual!” he proclaims.

The crowd chants back “We’re all individual!”

Brian shouts again “You’re all different!”

“We’re all different!” the crowd predictably answers, with a single voice clarifying “I’m not!”

The desire to be respected and accepted for who we are is universal. No matter our job, education, or background, respond positively when we are publicly recognized for our individuality, special capabilities, and unique value we bring to a larger collective.

In a business setting, it’s not the grand gestures that matter. It’s often simple reminders that help bring out an individual’s confidence in who they are and why they’re valuable to you. Recognition can be shown in many ways:
Recognition in a team setting

Employee-of-the-month awards and goal achievement awards
Incentive programs 
Team outings and workshops 
Birthday, engagement, or work anniversary celebrations/acknowledgments 
Peer and management recognition 
Customer testimonials and feedback

The more important an individual feels in furthering your company’s mission, the more likely he or she will remain with your company in the long-term. 

Is it time for you to embrace change? Speak to a recruiter about finding an employee that’s right for your business >>


Job Search

The hiring process isn’t throwing jello against the wall and hoping something sticks. No – you want the bullseye, that person with an ideal balance of technical skills and a great personality. How do you give yourself the best chance of finding this diamond in the rough?

To paraphrase John F Kennedy, “Ask not what job seekers can do for you, but what you can do for job seekers.” Putting job seekers’ needs and desires at the center of your recruiting process will give you unique insight as to what they value most in a company. Approaching it from this perspective uses your time and resources effectively and gives you a broader pool of qualified candidates to evaluate.

Here’s what today’s job seekers are looking for the most in a company, from the first encounter to the first day on the job.

What Job Seekers Want According to the Data

  • A recent LinkedIn survey polled 14,000 professionals across the globe about their job-searching behaviors and attitudes. Ninety-percent of them said they were open to new opportunities. However, to find the right opportunity, they need access to the correct information.

    Respect applicants’ time and give it to them straight: What’s in it for them? Include all possible details of the position:

    Job details
    Salary range
    and Employee Reviews 

    so job seekers can feel more confident in making the proper judgment call.
  • Your company culture is essential, but whether or not you can fulfill their baseline needs as a working individual is what qualifies you as a potential employer to job seekers. Nowadays, people have unprecedented levels of access to information; even if you didn’t tell them, they’d likely find out anyway through job boards, review sites, industry guesstimates, or word of mouth. Wouldn’t you prefer they hear it from you personally?
  • Remember, a candidate wouldn’t go through the marathon that is applying for a position if they didn’t believe the opportunity was worth it. A company that’s transparent about what it needs from prospective employees from the start will receive more qualified, enthusiastic, and motivated applicants.

“Don’t recruit me, court me.”

At one point in time, we’ve all been job seekers running the marathon that is applying for jobs. Ergo, we can appreciate when a company takes the time to express genuine interest in you and your qualifications.

The same LinkedIn survey revealed 63 percent of the professionals said they felt flattered when a recruiter reached out to them. Another 56 percent stated they are more likely to respond if a hiring manager reaches out directly. A personal outreach feels less like recruiting and more like a friend with your best interests at heart and a sincere appreciation of your skill set.

Because job-seeking has moved mainly to online, that’s where you should be, too. Communicating with job seekers online allows you to answer inquiries and deliver information at lightning speed. Consider either being more aggressive on job sites or hiring a recruiter to be able to contact and track multiple candidates at one time.

The company that has the attitude “everyone wants to work for us” or “why would they not want to come to work here” or the ones that feel they are doing an individual a favor by hiring them is lost, they believe their own hype, not realistic, old fashioned and are in need of a wake up call.

Work-Life Balance

  • A work-life balance is a challenge to achieve personally and a challenge to help foster as a company. The need to achieve and surpass expectations often compels employees to prioritize work over family, friends, community groups, self-care, personal growth, and other activities that keep them healthy and happy.

    Prospective employees want to see your commitment to providing a work-life balance that is respectful of individuals’ time and prevents employee burnout. Among the many things employers institute to promote a healthier work-life balance are:

    Flexible work schedules
    On-site childcare
    Subsidized gym memberships
    Generous PTO
    Company-sponsored events and activities

    A proper work-life balance leads to a less stressed, more productive workforce.

    Your employees help define who you are as a company – keeping them healthy and happy is paramount not only to employee retention but securing top talent in the first place.


Everyone wants to be happy. But, the traditional “American dream” of a white picket fence and a pension plan no longer satisfies today’s workers. Current job seekers prioritize finding opportunities where they can make a difference and feel a sense of purpose.

Younger generations are adopting a minimalist lifestyle and valuing experiences over things to be happier and more stress-free. This translates to their work. The emphasis is very much on the impact an individual can have on a company and the greater community. Along with achieving a work-life balance, an employee feels true happiness when he or she feels like their work matters in making life better for others.

Key takeaway:

Companies that have a vested interest in employees’ professional development and helping them be their best selves will attract top talent.

In addition to purpose-driven work, an inspiring work environment is beneficial to the modern employee. Since the office is where your employees spend the majority of their time every day, making it feel like a home away from home will add to its value. The typical image of a Millennial startup with common areas, coffee bar, comfortable seating, and work remote options have spearheaded this mentality. While not all of this applies to every company or industry, it goes to show that it’s the little things that matter to the big picture.

At your job, you wear a lot of different hats, including the Hiring Manager. We can wear that one — it looks good on us.

Start hiring for my company >>


Job Search

You don’t just want a job – you want the right job.

To get that job, you’ve been tirelessly shooting off resumes, email inquiries, cover letters, thank you notes, and even sliding into people’s social media at the chance of hopefully landing the opportunity you’ve been waiting for.

And yet, crickets (chirp chirp chirp) or the unsweet song of silence.

Is it something you said? Or didn’t say? You have all the right credentials – what’s missing?

The job-seeking process can be fickle and yet it is your job while you are looking for a job. You invest hours, sometimes days, perfecting your application to standard only to get ghosted or turned down in the most impersonal fashion.

The grueling saga continues. If only there was a way to get inside the hiring manager’s head to know exactly what the company is looking for in a candidate.

Is there a way to cut through the red tape and use your time more productively? Yes there is – use a recruiter.

Recruiters get a bad rap. Annoying, aggressive, brutally honest – we’ve heard it all. While these characteristics often have negative connotations, we see them as essential to a qualified recruiter.

Recruiters have to be relentless, aggressive, and honest to get the coveted attention of top decision makers in today’s fast-paced, easily distracted world. There’s more to it than meets the eye, and plenty of reasons we think you should strongly consider engaging a recruiter to help you through the job-seeking process.

#1: Save time

It’s easy to spend hours pouring over page after page of search results on Google or job board sites. And likely, these are hours you don’t have.

Recruiters know what jobs are available and take the time to know you. No more getting lost in an overabundance of information; recruiters do the legwork for you to identify the absolute best opportunities for success. Looking for a job is a job itself – and the sole job of a recruiter. Making connections and looking for your job is their job, and they have an eight-hour workday to devote to it that you may not due to other responsibilities, such as another job, family, or school.

If you’re an unemployed job seeker, the time off is costing you in more ways than one. Working with a recruiter who advocates for you and has a direct line of communication to employers ensures this time is productive and that you’re setting yourself up for the best result.

#2: Network better

Candidates today have far more control over their job searches, but that doesn’t mean everything always lines up.
Recruiting and career experts estimate that 70 to 80 percent of jobs aren’t advertised. Even with all the work you’re putting in to find a job on your own, that’s a lot to be missing out on.

Recruiters have an enormous network to tap into to find that hidden gem. When you gain access to a recruiter, you also gain access to their network. From phone calls to database searches, AI machine learning, referrals, and LinkedIn stalking, they hustle to follow every lead to the nth degree. A recruiter’s network is ever-growing; everyone stays in the database, so former clients turn into future employers and past employers turn into future clients. And when the connection is finally made, you have someone on your side fighting for you.  It is a proven fact that the best qualified employee does not always get the job nut the one that is the most connected may get the offer first.  

#3: Motivated job placement

There’s nothing more rewarding than helping a deserving individual achieve independence in a new job. But, money does come in handy. As we’ve said before, it’s the recruiter’s job to find you a job because their job depends on it. Recruiters aren’t only driven by your success, but by filling a role and the reward that goes with that accomplishment. They are determined to find you the right fit and are extremely competitive about it.

#4: Assistance from start to finish

Recruiters aim to get the best candidates for their clients. Coaching and application and interview preparation is part of the job. With the amount of data and innovations available to recruiters, it’s now possible to
predict the outcome of interviews.

Your recruiter will help you leverage this intel to give you useful feedback and help you assess your strengths, weaknesses, and opportunities for improvement so you represent yourself in the best way possible and are ready to accept the position when it comes.

A recruiter also provides advice on how to improve your resume, portfolio, and interview etiquette. He or she may have inside information on how an employer prefers to interview, questions they like to ask, or even cues in body language to pay attention to when talking to your potential future boss.

#5: You have a specific role in mind

If your skills are best suited for a specific role – like what you’d find in
food services, facility services, and hospitality – a recruiter would be your greatest resource. Not only can recruiters cast a wider net, but there are niche recruiters who have contacts in certain industries.

For example, if you were looking for work in environmental engineering, you’d probably want to work with a recruiter who specializes in engineering or environmental engineering. Oftentimes there are more open positions in these fields than there are qualified candidates; a recruiter can ensure you’re exposed to companies that are having a hard time finding candidates with your unique skill set.

#6: You won’t settle for less

Good recruiters will not let their clients settle for a salary that is less than their worth. Not only will it leave them dissatisfied, but it reflects poorly on their abilities.

What if you’ve got a salary in mind, but you’re not sure it’s the right number?

Your recruiter will work with you to determine an acceptable salary range for your experience and manage your expectations to avoid awkward guesswork between you and the employer.

What you want in a job may evolve over your search, and you might find yourself willing to compromise on certain areas, and that’s perfectly okay. Your recruiter will be able to adapt and help you get closer to your dream job, whatever that may be.  So if you want and advocate, advisor, partner and someone that has your best interest at heart engage with a recruiter.  

Aside from you, we’re the hardest-working people we know at finding you a job. 

Contact a recruiter >>