u/DullCandidate4060

Hey all, some exciting (and scary) news!
I have started my own movie theatre, and I'm trying to get the right insurance set up.

We have multiple screens running daily, a concession area, and special event nights with bigger crowds.

I know I need general liability for slip and fall in the lobby, popcorn machine fires, and the usual stuff. I've also been told accident with participant coverage is something I should have on top of GL but I don't fully understand how the two fit together for a theatre, or if they even do?

Anyone running a movie theatre that can share what their actual insurance setup looks like?

Thinking about how to position myself for recruiting roles over the next couple years. I have a generalist HR background and trying to figure out where to invest time on the AI side. There's a lot of noise about what matters and what's just hype.

Hi all, I hope this is the right sub, I don't know where to search anymore!

I'm taking over an amusement and water park, and I'm trying to figure out the right insurance setup.

We've got rides, water slides, wave pool(s), and food vendors all running at once. I know the basics like general liability, property, and accident medical with participant coverage, but I'm not clear on how they fit together or what else I might be missing for a place this size.

Has anyone here insured a bigger amusement or water park before? Would really appreciate a nudge in the right direction.

My biggest bottleneck: the gap between interview and hiring manager feedback. I send notes, they sit unread for 2-3 days, and then the candidate i was excited about has moved on.

Also irritates me that I spend so much time making detailed notes and scoring on criteria. I'll try flagging urgency when someone has revealed they're in the late stages elsewhere.

The main problem I believe is that our hiring managers treat feedback review as async and they'll get to it eventually. I appreciate they're overloaded.

Please let me know how you can speed this up?