Hospitality Careers at CORE:
Hospitality Careers at CORE: Partners, Not Staff, and What It's Really Like to Work at a Private Members Club
Most nurses searching “pediatric nurse jobs in Miami” aren’t just comparing pay. They’re trying to answer a harder question: is there a children’s hospital where the care standards are high, the colleagues hold each other up, and nurses actually stay? Nicklaus Children’s is worth a close look because it has a track record on both sides. It’s a Magnet-designated hospital, and in 2025 it ranked #34 on America’s Top 100 Most Loved Workplaces®, its fourth consecutive year on the list.
What a Hospitality Career at CORE: Actually Looks Like Day to Day
CORE: is a private members club, built for a global community of members who expect a lot. Its home on Fifth Avenue in New York combines dining, events and cultural programming under one roof, and the people who run it span the full range of hospitality: culinary teams, front-of-house and service partners, events producers, membership and programming staff, and the operations teams behind them.
That shapes the work. A private club’s standard isn’t set by a health inspection or a review site. It’s set by members who come back every week and notice everything. The environment is demanding and high-performance, and partners are expected to anticipate rather than react.
That context matters before judging any claim about culture. In luxury hospitality, the honest question isn’t whether the work is hard. It’s whether the people doing it are trusted to use their judgment, and whether they’re still there five years later.
The CORE: Model
Nicklaus Children’s Health System is anchored by Nicklaus Children’s Hospital in Miami, a nonprofit, freestanding specialty hospital exclusively for children, with outpatient and urgent care locations across South Florida. Its mission is to inspire hope and promote lifelong health for the children and families it serves, and its recruiting line puts that in a nurse’s terms: be a child’s champion.
Three things define nursing there.
Magnet standards. Nicklaus Children’s Hospital has earned Magnet® recognition from the American Nurses Credentialing Center five consecutive times. Magnet designation recognizes nursing excellence and the conditions that support it, including nurses’ voice in decisions about their own practice.
Nursing leadership with a national profile. Chief Nursing Officer Shannon Odell was named to the Top 50 Women Chief Nursing Officers list in 2025, her second consecutive year.
Clinical quality nurses can point to. Nicklaus is ranked among the nation’s top 50 children’s hospitals by U.S. News & World Report for 2025–26, with seven ranked specialty programs, the most of any children’s hospital in South Florida. It has also been named a Top Children’s Hospital by The Leapfrog Group for quality and safety four years running.
Growth Through Every Chapter
CORE:’s clearest growth story is in its people. Partners who joined as back servers have risen into management over the course of a decade, and senior partners have built tenures of more than 20 years. In an industry where long tenures are the exception, those paths are the most direct evidence a candidate can get.
Growth also comes from the business itself. As CORE: expands into new markets, it creates room for partners to take on larger roles and help carry the culture to new locations. That expansion is also the club’s main challenge: BPI’s own reporting flags keeping CORE:’s identity and collaborative spirit intact across new locations as the thing to watch.
The Culture Partners Describe
In their own words, partners describe a place where trust comes first.
"From day one, the message was clear: you have a canvas. Freedom and creativity are not perks here. They are the expectation." — a leader on the culinary team, less than one year at CORE:
That trust shows up in the work. One events partner produced a full immersive anniversary event because the culture trusted her to make the call.
Newer partners say the community makes them feel at home quickly.
"I have worked in hospitality for over two decades and this is genuinely different. Within a year, these colleagues feel like people I have known my whole life." — a member of the partner community, about one year at CORE:
Public employee reviews tell the same story, with “strong sense of community” and “supportive management” coming up again and again. Partners describe working as each other’s tailwind, with a team mindset rather than a hierarchy.
Worth being direct here: CORE: is a demanding place. Members expect a high standard every visit, and the freedom partners describe comes with real accountability for results. For people who want to be told exactly what to do, it may not be the right fit. For people who want ownership, it’s the point.
Benefits and Total Rewards, Told Straight
CORE: doesn’t publish an itemized benefits list, and we won’t invent one. [QA: add CORE:-confirmed benefits, such as health coverage, paid time off, meals and any partner perks, if CORE: wants them published.] Its Most Loved Workplace® certification is based on partners’ own survey responses, including how they rate their pay, benefits and future at the club. Candidates should ask for the full total rewards summary during the interview process.
How to Start a Hospitality Career at CORE:
For anyone weighing CORE: against other hospitality employers, three questions are worth asking directly: how much ownership will I have over my own work in the first six months, how do partners move from one role to the next, and what does a typical week look like during the club’s busiest season? A place where back servers have become managers should have specific answers to all three.
CORE: hires selectively, and its interview process looks for people who fit its culture of authenticity and collaboration as much as for experience. Apply through CORE:’s careers page or its CertCheck profile, or see the full certified employer profile for more on CORE:’s Most Loved Workplace® recognition.
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