By Tara Osborne
After spending 20 years in club operations and managing everything from large-scale events to delicate board dynamics, I now sit on the other side of the table as an executive recruiter. I’ve interviewed hundreds of candidates and helped place countless professionals in roles where they thrive.
In doing so, I have watched as interviews were won or lost in the first few minutes.
Here’s the truth: the first five minutes of your interview matter more than anything else. That opening moment sets the tone, defines your presence and gives your interviewer their first insight into how you carry yourself as a leader. I’ve seen brilliant candidates stumble right out of the gate, not because they weren’t qualified, but because they didn’t prepare to tell their story.
So, let’s talk about how to open strong and sell your value right from the start.
Before you walk into that room or log onto that Zoom, take a breath and shift your mindset. This isn’t just an interview: it’s a conversation between professionals. You're not begging for a job. You're evaluating whether this is the right next step for both sides.
Confidence doesn’t mean arrogance. It means being grounded in what you bring to the table. After two decades in this industry, I can spot someone who knows their worth without overselling it. They sit a little taller. They speak with intention. They look the part. And they know that the way they start the conversation matters.
You will always be asked some version of “Tell me about yourself,” or “Walk me through your background.” This is not the time to list your resume line by line. This is your elevator pitch, a concise, polished summary connecting your experience to what they’re looking for.
Let’s put it in action:
1. Start where you are today.
“Currently, I’m the Assistant General Manager at XYZ Club, where I oversee all day-to-day operations including F&B, member engagement and staff leadership…”
2. Take a step back.
“Before that, I spent nearly a decade leading food and beverage teams at several high-end clubs across Texas. I’ve worked through major renovations, launched new service models, and built teams that were known for culture and consistency.”
3. Tie it to their opportunity.
“What drew me to this role is the chance to take that operational depth and apply it at a club that’s investing in its future, from amenities to member experience.”
Practice, Practice, Practice. Practice it out loud. This should sound like you’re telling a story, not reading from a script.
One of the most common mistakes candidates make is reciting their job descriptions. Here’s the thing: every candidate has managed staff, created budgets and overseen events. What makes you stand out is how well you did those things and what results you achieved.
Instead of saying, “I was responsible for overseeing the food and beverage department,” try:
“When I took over the F&B operation, we were running at a 12% loss. Within 18 months, we turned that into an 8% margin by revamping scheduling, retraining staff and aligning our pricing with member expectations.”
Be specific. Be results-oriented. This shows that you’re not just a doer but a leader who drives performance.
Great candidates don’t just show off their skills; they show that they understand the club they are applying for. Do your research. Know their amenities, read about recent projects, and if possible, talk to people who know the culture.
Then, in your opening, connect your background to their journey:
“I saw that the club recently completed a clubhouse renovation and is focusing on growing younger member engagement. At my last club, we faced a similar challenge, and I led a team that created new programming and dining options that increased usage by members under 40 by 30% over two years.”
This signals that you’ve done your homework, and you are already thinking like a part of their team.
In club management, technical skills are essential, but your personality wins trust. Your authenticity matters — especially in private clubs, where cultural fit is everything.
The best openings I’ve seen weren’t just polished—they were human. They brought energy, humor and heart. Whether it’s a brief story about your leadership journey, a shared connection to the community, or your passion for creating “wow” moments for members, don’t be afraid to show the person behind the résumé.
The perfect opening isn’t about memorization. It’s about preparation, clarity and confidence. It’s your moment to say, “Here’s who I am, what I’ve done, and why it matters to you.”
As someone who has sat on both sides of the hiring table, I can tell you that interviews are not about perfection. They’re about connection. And that starts with how you open.
So, when you step into that room, own your story, highlight your impact, and show them that you’re not just there to get the job… you’re there to make the club better! Remember, you got this!
