Tech layoffs have dominated headlines over the past few years, leaving many skilled professionals exploring new career paths. At the same time, the restaurant industry continues to grapple with persistent labor shortages, even as restaurant staffing trends show hiring has improved from its post-pandemic peak.
According to the National Restaurant Association's State of the Restaurant Industry report, 47% of restaurant operators still have job openings that are difficult to fill, particularly for managers, chefs, cooks, and kitchen support staff.
While these hospitality hiring trends point to ongoing demand, they also raise an interesting question. Could displaced tech workers help fill the gap?
Of course, the move from tech to hospitality is not a simple one. While restaurant jobs can offer purpose, flexibility, and the opportunity to work directly with people, they usually have very different pay structures and career paths than most tech roles.
For some workers, the transition is driven less by financial opportunity and more by a desire for hands-on work, creativity, community, or a long-standing passion for hospitality.
We spoke with hospitality expert Marylise Trépanier about the intersection of tech workers in hospitality, transferable skills, and the evolving hospitality workforce trends shaping the industry.
With ongoing tech layoffs and continued restaurant hiring challenges, could hospitality become a realistic career destination for unemployed tech workers?
Marylise Trépanier: I think hospitality can be a career destination for anyone. Whether you're an introvert or an extrovert, the restaurant industry offers a wide variety of roles that match different personalities and skill sets.
For someone coming from the tech industry, that background can be a real advantage.
Tech professionals tend to learn new systems quickly, understand how technology can improve day-to-day operations, and are naturally inclined to identify inefficiencies and optimize processes.
They also have experience in understanding users' needs and solving problems, which translates well to both customer service and operational roles.
As restaurants continue to adopt more technology, people who can bridge the gap between operations and technology will become increasingly valuable.
Are there specific hospitality roles where workers with a tech background could bring immediate value?
Marylise: It really depends on the person's background in tech.
For someone coming from software development, product management, or engineering, roles focused on operations, process improvement, inventory management, or analytics can be an excellent fit. These individuals are used to evaluating workflows, identifying inefficiencies, using data to make decisions, and implementing solutions that improve performance.
For people with a background in tech sales or customer success, front-of-house roles such as hosting, serving, or bartending can be a natural transition. They already know how to build relationships, understand customer needs, communicate effectively, and recommend products in a way that feels genuine, which often translates into higher guest satisfaction and increased average checks.
For those who are more introverted, the kitchen can also be a great fit. It offers an environment where you can focus on developing technical skills, creativity, and craftsmanship. While teamwork is still essential, the role is generally less customer-facing, making it appealing for folks who enjoy working behind the scenes.
Nearly half of restaurant operators still report difficult-to-fill positions. What opportunities does this create for workers coming from other industries?
Marylise: I think it creates a great opportunity for employers to look beyond traditional restaurant experience. Today, attitude, adaptability, and a willingness to learn are often more valuable than having the perfect CV.
Many skills are transferable. Someone who managed a retail store already knows how to lead a team, solve problems under pressure, and deliver excellent customer service. With the right training, they can become a very successful restaurant manager.
The same applies to kitchen roles. Someone who has worked in a grocery store may already have strong knowledge of food products, inventory, food handling, and quality standards. Those are valuable foundations that can be built upon.
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Restaurants should also broaden where they’re recruiting from. Platforms like GoodJob make it easy to reach candidates from a variety of industries who may never have considered a career in hospitality.
Giving someone from a different background a chance can often lead to hiring a highly motivated employee with a fresh perspective and valuable transferable skills.
As the traditional restaurant labor pool shrinks, how important will career changers become?
Marylise: More than ever.
The hospitality industry can no longer rely primarily on younger workers to fill open positions. Career changers and mid-career professionals will become an increasingly important part of the workforce.
People change careers for many reasons nowadays. Some are looking for a better work-life balance, others are navigating major life changes, and many simply want a part-time job to supplement their income or save for personal goals. Hospitality offers a level of flexibility that appeals to people at different stages of life.
I've experienced this myself. Whenever I need to reconnect with people and step away from a desk, I enjoy returning to the restaurant industry. It's a chance to be active, interact with others, and be part of a fast-paced environment. Every time I do, I gain an even greater appreciation for the people who work in hospitality daily.
My advice to restaurant operators is simple. Don't limit your recruiting to students. Reach out to your local community, engage with your regular customers, and offer flexible, part-time opportunities. You may discover experienced, reliable people who bring a level of maturity and professionalism that's difficult to teach.
What are the biggest barriers preventing tech workers from considering hospitality?
Marylise: I think the biggest barrier is simply having an open mind. Many people in tech don't naturally consider hospitality because they see it as a step backward rather than a different career path with its own opportunities.
I often hear the misconception that hospitality workers are always partying, which can be true in some establishments, but most of them are real professionals.
Change can also be intimidating. If you've spent years working remotely behind a computer, transitioning to a fast-paced, people-focused environment can feel like a big adjustment. Sometimes the biggest obstacle isn't the job itself, it's being willing to see it from a different perspective.
What would restaurants need to do to attract and retain tech professionals?
Marylise: I think flexibility is the key to attracting tech professionals.
Offering part-time opportunities allows people to explore the hospitality industry without making a total career commitment. It's a low-risk way for them to discover a new passion.
For management roles, restaurants should also embrace technology. Many administrative tasks, like scheduling, reporting, and inventory management, can be done remotely. Managers don't need to be on-site every day if they can be productive from home.
Hospitality may not match the tech industry's salaries, but it can compete by offering flexibility, trust, and improved work-life balance.
Are hybrid technology and hospitality roles becoming a reality?
Marylise: They already exist! Many restaurant groups now have tech departments focused on optimizing operations, finding the best tools, implementing new technology, and training employees.
What's the biggest misconception about careers in hospitality?
Marylise: Unfortunately, I think many people still don't take hospitality careers seriously. Some associate the industry with partying or see it as a temporary job rather than a long-term profession.
But the industry has evolved. Today's hospitality professionals build careers in leadership, operations, technology, marketing, and business management. It requires resilience, problem-solving, multitasking, and exceptional people skills.
I often hear people say it's “just restaurant work.” My response is always the same. If you've never worked in hospitality, you probably don't realize how demanding it is. Spending even a few weeks in a restaurant gives you a whole new level of respect for the people who make the guest experience possible every day.
If a laid-off tech worker asked whether they should consider hospitality, what would you tell them?
Marylise: Absolutely. You have nothing to lose by trying.
The skills you developed in tech — problem-solving, learning new systems, understanding processes, and adapting to change — are incredibly valuable in hospitality. You may be surprised by how much of your experience transfers.
You also don't have to make it a permanent career right away.
Start with a part-time role, experience the industry, meet new people, and see if you enjoy it. Many people discover they love the fast pace, the human connection, and the sense of accomplishment that comes from creating great guest experiences.
Sometimes the best career opportunities are the ones you never expected to consider.
More Than a Backup Plan
For laid-off tech professionals, hospitality may not be the obvious next step, but it could be an unexpectedly rewarding one. As Marylise points out, restaurants increasingly need people who can combine operational thinking with technological expertise — a combination many tech workers already possess.
And for employers, today's hospitality hiring trends present an opportunity to reconsider what makes a qualified candidate.
Rather than focusing solely on restaurant experience, operators who embrace transferable skills and invest in training may discover that tech workers bring valuable perspectives, problem-solving abilities, and operational expertise to the hospitality industry.
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