From seasonal hiring pressures and rising financial hurdles to the long-standing challenge of limited investment, hospitality businesses in the North face a unique set of barriers when it comes to attracting and retaining top talent. But according to Sam Seigler, Managing Director of specialist executive search firm Trinity Bridge, “the North doesn’t need to play catch up. It just needs to play to its strengths.” We sat down with Sam to explore how Northern operators can stay competitive and why the region’s lifestyle, values and leadership opportunities may hold the key to winning the battle for talent.
So, Sam. What unique hiring challenges do Northern hospitality companies face?
Although Northern cities like Manchester, Leeds and Liverpool are seeing a surge in job applications, most are for entry level, seasonal roles. Much of the region’s hospitality thrive in the summer months, forcing businesses to recruit constantly just to stay staffed.
Senior talent, however, remains scarce. This is largely due to limited investment and the outdated perception that there is less opportunity in the North. It is a vicious cycle. Without strong leadership, growth stalls, and without growth, companies struggle to attract top talent.
What about hiring? Are you seeing any emerging trends in the North of England? How do they differ from the national picture?
Yes. One standout trend is the increase in over 50s entering the workforce, particularly in Yorkshire and the Northwest. Many are leaving high pressure Southern roles, drawn by the North’s lower living costs and better quality of life.
For Northern operators, this is a real opportunity. This demographic brings experience, stability and leadership potential, all of which are in short supply right now.
To what extent are economic pressures, like rising operational costs, impacting Northern hiring decisions?
Rising costs affect everyone, but they often hit harder in parts of the North. Smaller margins, seasonal peaks and limited financial buffers mean even modest payroll increases can freeze hiring.
The answer is not to stop recruiting, but to recruit smarter. Bringing in talent at the top to drive better decisions, control costs and reduce the need for reactive, short term hiring.
How can Northern independents attract senior talent from London and overseas?
Sell the lifestyle, not just the job. The North offers real advantages, from lower house prices and shorter commutes to more space in a role to make meaningful impact. These things matter to candidates who are looking beyond just job scope.
Success here is about what you are offering beyond base salary. That is why profit sharing or equity schemes work so well. When you combine non standard economic rewards with clear progression paths, real autonomy and the chance to shape something meaningful, you open the door to exceptional talent across the UK.
How important is local knowledge and cultural awareness when making senior hires?
Cultural awareness is crucial in almost any hospitality role, and even more so in regional businesses. Leaders who understand local communities and their stories bring a competitive edge. They create more authentic guest experiences and foster better supplier and team relationships.
That does not mean someone needs direct experience in the region, but they should be able to adapt and show sensitivity to local nuances.
Finally, what advice would you give to Northern operators looking to strengthen their teams in 2025 and beyond?
Move fast. The best candidates do not wait. They are often choosing between multiple offers. That means streamlining interview processes, cutting delays and empowering hiring managers to make confident decisions.
Think long term. Do not just plug gaps. Invest in talent early and strategically. Partnering with specialist search firms can help you build and maintain a strong talent pipeline aligned with your culture.
Create a culture people want to join and stay in. Offer flexibility. Understand your people and their needs. Make career progression fair, transparent and achievable. Learn how to get the best out of Gen Z talent while blending their energy with the experience of senior hires and strong mentoring.
Done right, you will build a resilient, motivated team. One that is with you not just for the season, but through thick and thin.
