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Placed Recruitment
Find Your Club’s Perfect CEO in 5 Weeks — Guaranteed for up to 9 Months
5.0 Stars | 216 Reviews
All CEOs Placed in the Last 2 Years Are Still in Venue (as of October 2025)
Free, no-obligation discussion about your needs
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Why Club Boards Choose Placed Recruitment
We don’t post ads and wait.
We actively headhunt over 300 senior leaders across Australia’s top clubs.
You meet 2–3 board-ready, lifestyle-motivated executives who genuinely fit your club’s culture and community.
Trusted by the Industry
Speaker at the CMAA IR & HR Summit as well as Hospitality Leaders Summit
Workshop leader on Leadership and Retention in Regional Clubs
Advisor to multiple NSW and regional club boards
Specialists in Senior and Executive Club Recruitment
Placed Recruitment are hospitality insiders, not career recruiters. We’ve run searches for CEOs, GMs, CFOs, and other senior executives across regional Australia. We’ve spoken on CMAA panels and led workshops on leadership and retention.
Your Board Has a Problem — And You Can’t Advertise It
- You don’t know who’s genuinely high-performing across other clubs
- Your network doesn’t reach beyond familiar names
- The last process felt reactive, not strategic
- No one challenged your brief or asked hard questions
- You’re unsure how to benchmark senior talent properly
- The last appointment looked fine on paper — but failed culturally
- Confidentiality limits your ability to test the market
- The club’s reputation can’t take another misstep
- You need a leader who can grow the business and the culture
Our Proven 11-Step Executive Search Process
On-Site Brief & Risk Map
- Walk-through, meet key stakeholders.
- Define success, constraints, and non-negotiables.
- Produce a Risk & Opportunity Map: culture, operations, finances, community, governance.
Role Definition & Two-Avatar Strategy
- Finalise mandate, outcomes, KPIs.
- Two avatars: Proven CEO/GM and Step-Up 2IC.
- Capability matrix: must-haves, trade-offs, red flags.
Search Plan & Governance Pack
- Target list by venue size, network, adversties on all channels.
- Messaging and confidentiality protocol.
- Board pack: process timeline,interview flow.
Market Sweep & Headhunt
- Discreet approach to industry leaders.
- Talent map by performance signals, tenure, mobility, regional ties.
First-Pass Screens
- Salary reality, relocation viability, visa/status.
- Mandate comprehension and values alignment.
- Knock-out criteria applied consistently.
Deep-Dive Interviews (90 mins+, recorded)
- Technical: gaming/compliance, finance, capex, F&B, people.
- Behavioural: crisis, board relations, change, community.
- Venue-specific scenarios. Full transcription for the board.
Shortlist Dossier & Board Alignment
- 2–3 finalists. For each: CV, interview transcript, strengths/risks, comp history, move drivers.
- Video brief from us highlighting watch-outs.
- Board alignment call to lock selection criteria before meetings
Assessment & Due Diligence
- DISC (or equivalent) with role-fit readout.
- Structured references using mirrored questions.
- Background/media checks.
Board Interviews With Controls
- Subcommittee first. Structured question set and scoring grid.
- Recordings shared with full board to reduce bias.
- Compare to capability matrix. Document decisions.
Site Visit & Community Fit
- 1–2 day program: stakeholder meetings, floor time, area tour.
- Candidate 30/60/90 presented and challenged.
- Board debrief against KPIs, culture, and risk map.
Offer, Onboarding & Warranty
- Offer construction, negotiation, notice period plan.
- Replacement guarantee up to 9 months.
On-Site Brief & Risk Map
- Walk-through, meet key stakeholders.
- Define success, constraints, and non-negotiables.
- Produce a Risk & Opportunity Map: culture, operations, finances, community, governance.
Role Definition & Two-Avatar Strategy
- Finalise mandate, outcomes, KPIs.
- Two avatars: Proven CEO/GM and Step-Up 2IC.
- Capability matrix: must-haves, trade-offs, red flags.
Search Plan & Governance Pack
- Target list by venue size, network, adversties on all channels.
- Messaging and confidentiality protocol.
- Board pack: process timeline,interview flow.
Market Sweep & Headhunt
- Discreet approach to industry leaders.
- Talent map by performance signals, tenure, mobility, regional ties.
First-Pass Screens
- Salary reality, relocation viability, visa/status.
- Mandate comprehension and values alignment.
- Knock-out criteria applied consistently.
Deep-Dive Interviews (90 mins+, recorded)
- Technical: gaming/compliance, finance, capex, F&B, people.
- Behavioural: crisis, board relations, change, community.
- Venue-specific scenarios. Full transcription for the board.
Shortlist Dossier & Board Alignment
- 2–3 finalists. For each: CV, interview transcript, strengths/risks, comp history, move drivers.
- Video brief from us highlighting watch-outs.
- Board alignment call to lock selection criteria before meetings
Assessment & Due Diligence
- DISC (or equivalent) with role-fit readout.
- Structured references using mirrored questions.
- Background/media checks.
Board Interviews With Controls
- Subcommittee first. Structured question set and scoring grid.
- Recordings shared with full board to reduce bias.
- Compare to capability matrix. Document decisions.
Site Visit & Community Fit
- 1–2 day program: stakeholder meetings, floor time, area tour.
- Candidate 30/60/90 presented and challenged.
- Board debrief against KPIs, culture, and risk map.
Offer, Onboarding & Warranty
- Offer construction, negotiation, notice period plan.
- Replacement guarantee up to 9 months.
Regional Clubs Are Our Specialty
For Boards That Have Been Burnt Before
Many boards come to us after processes that were little more than posting an ad and managing responses.
There was no rigour in headhunting specific leaders for specific reasons aligned to culture, performance, and strategy.
Common gaps we see:
- No deep dive into what’s working and what’s not in current leadership.
- No analysis of why previous hires failed or what traits fit the board and community.
- No mapping of where future leaders should come from or why.
These insights are critical for attracting the right people and filtering out the wrong ones.
It takes time, structure, and expertise — and most firms don’t do it.
FAQ
Regional Club CEO Recruitment - The Real Questions Boards Are Asking
What's your success rate with regional clubs?
As of November 2025, we maintain 100% fill rate and 100% retention for regional CEO placements over the past two years. Every CEO we’ve placed is still in role. That’s not luck – it’s process. Ring any of our previous clients – without exception, they’ll tell you the rigour was worth it.
How do you handle our internal candidate who's been waiting for this opportunity?
We treat them with absolute respect while giving your board the evidence-based decision you need. They get genuine interview practice, confidential market feedback, and professional development regardless of outcome. We position it as benchmarking – they’ll either win the role on merit or understand exactly what they need for next time. Most importantly, we help them feel valued throughout the process so you don’t lose a good 2IC if they don’t get the top job.
What if they take the job then their partner hates living here?
We’ve seen this kill regional placements. That’s why from day one, we’re having the hard conversations about family, schools, and lifestyle. We provide detailed relocation packs covering everything from local schools to real estate markets. We watch for commitment signals – are they researching properties? Visiting on weekends? Having honest conversations with their partner? If someone’s not doing this homework early, they’re not serious. We’d rather lose a candidate at week 2 than have them leave your club at month 6.
How do we compete with metro salaries?
You don’t – and you don’t need to. Money-motivated candidates rarely succeed in regional roles. We’re looking for connection to community, lifestyle priorities, and genuine interest in your club’s vision. We discuss remuneration expectations from the first call and soft-test offers throughout the process. The right candidate sees the value exchange: maybe 15% less salary but 50% less mortgage, no commute, and actual work-life balance. We ensure expectations align before anyone wastes time.
What if the new CEO clashes with our long-serving department heads?
Culture fit is priority one. We assess this through targeted behavioural questions, reference checking specifically around stakeholder management, and personality profiling for all shortlisted candidates. We gather intel from multiple sources – no single point of failure.
But let’s be real: integration into long-standing teams is always delicate. We coach both sides on this. The board needs transparent communication with their new CEO, especially in months 1-6. The right CEO knows how to honour the past while building the future.
How do we explain a recruitment fee when we just raised member prices?
Ask our previous clients – every single one says the same thing: “Worth every cent.” A bad CEO hire costs you 2-3x their annual salary. Our fee? It pays for itself within a month of the right person starting.
Think about it: one good strategic decision, one key retention of a department head who was ready to leave, one gaming floor innovation – any of these covers our entire fee. You’re not paying for job ads and interviews. You’re investing in the rigorous process that ensures you get it right first time.
Placed Recruitment
Placed is a specialist hospitality recruitment agency based in Sydney and Brisbane and servicing clients Australia wide.
We’re hospitality insiders.
Every member of our senior team has worked in clubs, hotels, or venues. We speak your language, understand your pressures, and know what great leadership looks like on the floor — not just on paper.
Placed Recruitment is Sydney’s and Queensland’s preferred hospitality recruitment agency for hotels, restaurants, clubs, resorts, restaurant groups and cafes.
