Hiring Guide - Executive/Head Chef

This element will not be visible on your live website - it works in the background to help protect your content.

Hiring an Executive Chef or Head Chef is one of the most consequential decisions a restaurant owner or operator will ever make. This person will define your food culture, lead your kitchen team, influence your costs, and ultimately shape the experience every guest has at your table.

Unlike other kitchen hires, the Executive Chef role sits at the intersection of culinary craft and business leadership. A technically brilliant chef who cannot manage people, control costs, or communicate with ownership will damage your operation just as surely as a poor one. This guide helps you hire the right person — not just a talented cook.

Who this guide is for: Restaurant owners, general managers, group food and beverage directors, and any operator responsible for hiring senior kitchen leadership.

International note: Job titles vary by market and restaurant type. "Executive Chef" typically oversees multiple outlets or a large single venue. "Head Chef" typically leads one kitchen. The responsibilities, assessment criteria, and hiring process in this guide apply to both, and the terms are used interchangeably throughout.

Understanding the Role Before You Hire
Full Position Profile and Requirements
Compensation and Package Benchmarking
Where and How to Source Candidates
Job Description Framework
Application Screening Criteria
Phone and Video Screening Protocol
Interview Framework (Multi-Stage)
Practical Assessment: Tasting and Kitchen Trial
Reference and Background Verification
Offer, Negotiation, and Onboarding
Performance Management and Retention
Templates and Checklists

1. Understanding the Role Before You Hire

Before writing a single job advert, clearly define what you actually need. Many restaurants hire an Executive Chef based on what the previous person did, rather than what the business needs next. These are often very different things.

Ask Yourself These Questions First

Question	Why It Matters
Are we opening, repositioning, or maintaining?	An opening chef needs concept creation skills; a maintaining chef needs consistency and people management
What is our food philosophy and cuisine direction?	Ensures candidate alignment before any interview
What is the realistic kitchen budget for this role?	Avoids wasting both parties' time
What authority will this chef have over menu, purchasing, and staffing?	Chefs who are hired without clear authority often leave quickly
What are the biggest current kitchen challenges?	Cost control, team morale, consistency, talent development — define this upfront
Do we need a chef who cooks, or a chef who leads?	In smaller venues, these overlap; in larger ones, they may not
What does success look like in 90 days, 6 months, and 1 year?	Gives both parties clear expectations from day one

2. Full Position Profile and Requirements

Role Overview

Element	Detail
Job Title	Executive Chef / Head Chef
Reports To	Restaurant Owner / General Manager / Food & Beverage Director
Direct Reports	Sous Chef, Kitchen Manager, Lead Line Cooks, Pastry Chef (where applicable)
Primary Function	Menu development, kitchen operations, team leadership, cost control, food safety compliance
Employment Type	Full-time, permanent (salaried in most markets)

Core Responsibilities

Culinary Leadership

Design, develop, and regularly review the full menu, including mains, starters, desserts, specials, and staff meals.
Maintain consistent food quality, presentation, and portioning standards across all services.
Stay current with food trends, seasonal ingredients, and evolving guest expectations.
Develop signature dishes that align with the restaurant's brand and concept.
Oversee dietary accommodation procedures, including allergen management

Kitchen Operations

Manage all back-of-house operations across every service period
Oversee kitchen opening and closing procedures
Ensure all equipment is maintained, serviced, and used safely
Manage supplier relationships, negotiate pricing, and approve purchasing decisions
Implement and maintain HACCP and all relevant food safety standards
Oversee stock management, including ordering, receiving, storage, and rotation

Financial Management

Own and manage the kitchen's food cost target (typically 28–35% depending on restaurant type)
Develop and manage the kitchen operating budget.
Monitor and reduce waste through portion control, prep planning, and menu engineering.
Analyse sales data and adjust menu and purchasing decisions accordingly
Contribute to pricing decisions in collaboration with ownership and management

People Management

Lead, coach, and develop the entire kitchen brigade
Manage recruitment, onboarding, and performance reviews for all BOH staff
Create and manage staff rotas and shift schedules within the labour budget
Foster a professional, respectful, and high-performance kitchen culture
Address performance issues promptly and fairly, following local employment law
Mentor junior staff and create clear growth pathways within the kitchen

Compliance and Safety

Ensure full compliance with all local food safety, hygiene, and health regulations.
Lead the kitchen team in maintaining hygiene standards to an inspection-ready level at all times.
Keep all food safety documentation current and accurate
Manage allergen information across the menu and ensure the team is trained accordingly
Ensure kitchen equipment complies with local safety regulations

Requirements Matrix

Category	Requirement	Level
Experience	Minimum 5 years in professional kitchen environments	Essential
Experience	Minimum 2 years in a senior leadership role (Head Chef, Sous Chef, or Kitchen Manager)	Essential
Experience	Experience in a similar cuisine style or service format	Strongly preferred
Experience	Experience managing a kitchen brigade of at least 4–6 people	Essential
Financial	Demonstrated experience managing food cost and kitchen budgets	Essential
Technical	Advanced culinary skills across relevant techniques and cuisine types	Essential
Technical	Menu development and costing experience	Essential
Compliance	Food safety certification (e.g., ServSafe, Food Safety Level 3, or local equivalent)	Essential
Compliance	HACCP knowledge and implementation experience	Essential
Leadership	Staff scheduling, performance management, and training experience	Essential
Education	Culinary school qualification	Preferred, not essential
Language	Proficiency in the primary language of the kitchen and operation	Essential
Language	Additional language skills	Advantageous in multilingual teams

International note: Food safety certifications vary by country. In the UK, the Level 3 Award in Food Safety is standard for senior kitchen roles. In South Africa, the Certificate of Acceptability and food handler training are key. In the UAE, a Food Safety Manager certification from an approved body is often required. Always verify what is legally required in your specific market.

3. Compensation and Package Benchmarking

Compensation for an Executive Chef varies significantly by market, restaurant type, and size of operation. The following is a framework for building a competitive package, not a fixed salary guide.

Factors That Influence Compensation

Factor	Impact on Package
City and country	Major cities command higher salaries; the cost of living affects expectations
Restaurant type	Fine dining commands the highest; quick service the lowest
Number of covers per service	Higher volume = higher complexity = higher value
Number of kitchen staff managed	Larger brigades warrant a higher leadership premium
Ownership structure (independent vs. group)	Groups may offer more structured packages; independents may offer equity or profit share
Candidate's reputation and profile	A chef with a public profile or awards commands a premium

Total Compensation Package Components

Component	Notes
Base salary	Primary compensation: paid monthly or fortnightly in most markets
Performance bonus	Typically tied to food cost targets, revenue, or guest satisfaction scores — 10–20% of base is common
Accommodation allowance	Relevant in markets with high relocation costs or for international hires
Relocation support	For candidates moving to a city or country, it covers moving costs and temporary housing
Staff meals	Standard in most restaurants; worth noting explicitly
Professional development budget	Courses, travel to food events, supplier visits — a strong retention tool for ambitious chefs
Annual leave	Varies significantly by country; ensure compliance with local labour law
Health and medical	More common in markets without public healthcare (USA, UAE, parts of Africa)
Profit share or equity	Used in independent restaurants to attract and retain strong culinary talent
Equipment and uniform allowance	Knives, chef whites, clogs — often expected at the senior level

Tip: In markets where formal benefits are less common, non-financial benefits carry significant weight: creative freedom over the menu, a supportive ownership team, a well-equipped kitchen, and genuine work-life balance are powerful attraction and retention tools for senior chefs.

4. Where and How to Source Candidates

Sourcing Channels by Candidate Type

Channel	Best For	Notes
Culinary Agents	Experienced chefs at all levels	Industry-specific platform with strong BOH focus
LinkedIn	Senior and management-level chefs	Good for chefs with public profiles and career history
Indeed / local job boards	Broad reach; all levels	High volume; requires a strong screening process
Poached Jobs	North American markets	Hospitality-specific; quality candidates
Caterer.com / Caterer Global	UK and international markets	Strong reach for professional chef roles
Hosco	International hospitality professionals	Strong for hotel and high-end restaurant talent
Instagram and TikTok	Chefs with public culinary profiles	Direct outreach to chefs active on social platforms
Industry networks and chef associations	Senior and specialist roles	Often, the best source for high-calibre candidates
Culinary school career offices	Emerging talent	Less relevant for Executive Chef; useful for pipeline building
Hospitality recruitment agencies	Senior, time-sensitive, or confidential hires	Higher cost; faster access to pre-vetted candidates
Internal promotion	Sous Chef or Kitchen Manager ready to step up	Most cost-effective; strongest cultural fit
Competitor restaurants	Targeted outreach to known performers	Handle with discretion and professionalism
Staff referrals	Trusted candidates with a known work ethic	Referral bonus programmes increase participation

International and Expat Hiring Considerations

In many markets, particularly across Africa, the Middle East, and Southeast Asia, restaurants hire internationally for senior culinary roles. If hiring internationally, consider the following:

Consideration	Detail
Work permit and visa requirements	Verify requirements early; timelines can be 4–12 weeks or longer
Culinary qualification recognition	Some countries require a local equivalency assessment
Food safety certification transfer	Local certification may be required even with an overseas equivalent
Accommodation and relocation support	Often expected for international hires; factor into total package cost
Notice period in the current country	International candidates often have longer notice periods
Trial visit	Where possible, invite shortlisted international candidates for a paid kitchen trial before confirming the offer.

5. Job Description Framework

A strong job description for an Executive Chef role does two things simultaneously: it attracts the right candidates and filters out the wrong ones. Avoid generic descriptions. Be specific about your restaurant, your concept, and your expectations.

Sample Job Description: Executive Chef

EXECUTIVE CHEF — [RESTAURANT NAME] [City, Country] | Full-Time, Permanent | Starting [Month/Year]

About Us [2–3 sentences describing your restaurant: cuisine style, concept, seat count, service type, and what makes your operation worth joining. Be honest and specific — top chefs do their homework.]

The Opportunity: We are looking for an experienced Executive Chef to lead our kitchen operation. This is a hands-on leadership role suited to a chef who is as comfortable on the pass during a full service as they are developing a new seasonal menu or coaching a junior team member. You will have genuine creative input, a well-equipped kitchen, and the support of an ownership team that values your expertise.

What You Will Be Responsible For

Full ownership of the menu: development, costing, and regular review
Day-to-day management of a kitchen team of [X] people across [X] stations
Food cost management against a target of [X%]
All food safety, hygiene, and compliance standards
Supplier relationships, ordering, and stock management
Recruitment, onboarding, and performance management of kitchen staff
Creating a kitchen culture that is professional, respectful, and high-performing

What We Are Looking For

Minimum [X] years of professional kitchen experience, with at least [X] years in a senior leadership role
Strong background in [cuisine type or cooking style]
Proven track record of managing food costs and kitchen budgets
Current food safety certification or willingness to obtain on appointment
A leader who develops people, not just someone who manages a section
Calm under pressure, consistent in standards, and clear in communication

What We Offer

Competitive salary of [range] based on experience
[Performance bonus/profit share] tied to agreed targets
[X] days annual leave
Staff meals on shift
Professional development budget of [amount] annually
[Any other benefits relevant to your market]
Genuine creative freedom within an agreed concept framework

To Apply: Send your CV and a brief note on why this role interests you to [contact details]. We will acknowledge all applications and aim to respond within [X] days.

Job Posting Optimisation Tips

Element	Best Practice
Posting timing	Tuesday to Thursday for the highest visibility
Title clarity	Use both "Executive Chef" and "Head Chef" in the listing where relevant to capture both search terms
Mobile formatting	Over 70% of candidates apply via mobile; keep formatting clean and scannable
Response commitment	State a response timeline and honour it — chefs talk to each other
Refresh cadence	Repost every 7–10 days if the role remains open
Salary transparency	Posting a salary range increases application quality and reduces wasted screening time
Social sharing	Share via your restaurant's Instagram and LinkedIn — strong candidates follow restaurant brands

6. Application Screening Criteria

Immediate Disqualifiers

Red Flag	Why It Matters
No demonstrable leadership experience	An Executive Chef who has never managed a team will struggle immediately
No evidence of food cost or budget management	Financial accountability is non-negotiable at this level
Unexplained gaps longer than 6 months without context	Not disqualifying alone, but warrants direct clarification
Pattern of very short tenures (under 6 months in multiple roles)	Signals poor cultural fit, conflict, or reliability concerns
No food safety certification and unwillingness to obtain one	A compliance and liability risk
Cuisine style is entirely misaligned with your concept	Technical retraining at the senior level is rarely successful

Strong Positive Indicators

Indicator	Why It Matters
Progression from junior to senior roles at the same venue	Shows loyalty, growth, and the ability to develop within a culture
Evidence of menu development and ownership	Indicates genuine creative and commercial capability
Consistent tenures of 2+ years at the senior level	Reliability and commitment signal
References from owners or F&B directors, not just peers	Indicates the candidate is respected across levels, not just by kitchen staff
Documented financial results (food cost achieved, team size managed)	Demonstrates real accountability, not just claimed experience
Any evidence of mentoring junior staff	A strong indicator of long-term value to your team
Relevant cuisine background combined with openness to evolve	The best senior chefs are both rooted in craft and open to growth

7. Phone and Video Screening Protocol

For Executive Chef candidates, a 20–30 minute phone or video screening call is appropriate before committing to a full interview. This call should give you enough to decide whether to invest in a face-to-face meeting.

Screening Call Structure

Opening (2 minutes) "Thank you for your interest in the Executive Chef role at [Restaurant Name]. I'd like to take about 20–25 minutes to learn a little more about your background and share more about what we're looking for. Does that work for you?"

Core Screening Questions

Category	Question	What You Are Listening For
Motivation	What attracted you to apply for this specific role?	Genuine interest in your concept vs. broad job-seeking
Current situation	Can you tell me briefly about your current or most recent role — kitchen size, covers, team?	Verifies CV claims; assesses communication clarity
Leadership	How large was the kitchen team you most recently managed, and how did you approach developing them?	Evidence of real people management, not just supervision
Financial	What food cost percentage were you responsible for, and how did you manage it week to week?	Financial literacy and accountability
Culinary direction	How would you describe your cooking philosophy, and how does it apply to our type of restaurant?	Alignment with your concept
Availability	What is your notice period, and when could you realistically start?	Logistics and urgency alignment
Compensation	What salary range are you looking for in your next role?	Budget alignment before going further
Reason for moving	What is driving your decision to make a change?	Motivation, self-awareness, and any potential concerns

Screening Red Flags to Listen For

Red Flag	Possible Meaning
Cannot clearly describe their team or operation	May be overstating their role or seniority
Speaks negatively about current or previous employers	Cultural risk may create conflict in your kitchen
Vague or evasive answers about food cost or financial responsibility	May not have had genuine financial accountability
No questions about your restaurant or concept	Low engagement or generic job-seeking
Unrealistic salary expectations significantly above the market	May create resentment or a short tenure if expectations are not met
Inconsistencies with their written CV	Requires direct clarification before proceeding

8. Interview Framework (Multi-Stage)

For an Executive Chef role, a minimum of two interviews is recommended. A single interview is rarely sufficient to assess someone who will have this much influence on your operation.

Recommended Interview Process

Stage	Format	Duration	Who Conducts
Stage 1	Phone/video screening	20–30 mins	GM or HR Manager
Stage 2	Structured in-person interview	60–90 mins	Owner + GM
Stage 3	Kitchen trial/tasting	3–4 hours	Kitchen team + Owner
Stage 4 (optional)	Final conversation	30 mins	Owner only

Stage 2: Structured In-Person Interview

Phase 1 — Rapport and Context (10 minutes)

Begin with a genuine introduction to your restaurant: its history, its guest profile, what you are proud of, and what you are trying to build. Candidates assess employers as much as employers assess candidates. This phase also sets a professional, respectful tone.

Introduce all the people in the room and their roles
Give an honest overview of the kitchen: size, team, current challenges, and future vision
Explain the interview process and timeline

Phase 2 — Culinary Leadership and Experience (25 minutes)

Question	What You Are Assessing
Walk me through the most recent menu you developed from concept to execution. What was your process?	Creative process, commercial thinking, and ownership
Tell me about a dish or menu change that did not work as intended. What happened, and what did you learn?	Self-awareness, adaptability, and intellectual honesty
How do you approach seasonal menu changes? How far in advance do you plan, and who is involved?	Planning discipline and team inclusion
How do you ensure consistency across services when you are not personally on the pass?	Systems thinking and trust in team processes
Describe the cuisine style you are most confident in. Now describe a cuisine or technique you have worked to develop in recent years.	Depth of craft and growth mindset
How do you handle a key ingredient that becomes unavailable at short notice during service?	Adaptability and calm under operational pressure

Phase 3 — People Management and Leadership (20 minutes)

Question	What You Are Assessing
Describe the kitchen culture you have built or inherited in your most recent role. What did you do to shape it?	Leadership philosophy and intentionality
Tell me about a time you had to manage a serious performance issue with a senior member of your kitchen team. How did you handle it?	Conflict resolution, fairness, and professionalism
How do you develop junior team members who show potential? Give me a specific example.	Mentoring capability and investment in people
What is your approach to communication during a high-pressure service when things go wrong?	Leadership under stress
How do you handle disagreements with ownership or management over menu direction or kitchen decisions?	Professional maturity and communication style
What does a good pre-shift briefing look like in your kitchen?	Operational discipline and communication habits

Phase 4 — Financial and Operational Responsibility (20 minutes)

Question	What You Are Assessing
What food cost percentage were you running in your last role, and what systems did you have in place to manage it?	Financial accountability and process ownership
Walk me through how you approach weekly stock takes and waste management.	Operational discipline and cost awareness
How do you approach menu pricing? Walk me through how you would cost and price a new dish.	Commercial literacy
Have you ever had to make significant cost reductions in a kitchen without reducing quality? How did you approach it?	Problem-solving under financial pressure
How did you manage your kitchen labour budget and staffing levels across different service periods?	Labour cost awareness
What is your approach to supplier relationships and negotiating on price?	Commercial confidence and professionalism

Phase 5 — Scenario-Based Questions (15 minutes)

Present real situations your kitchen has faced or is likely to face. These questions reveal how a candidate thinks, not just what they know.

Scenario	What You Are Assessing
It is 45 minutes before service. Your sous chef has called in sick, two line cooks are struggling with prep, and a VIP booking for 12 is arriving at 7 pm. Walk me through how you handle this.	Leadership under pressure, prioritisation, and calm
A food safety inspector arrives during your Saturday lunch rush. What happens in the next 10 minutes?	Compliance awareness and kitchen readiness
You inherit a kitchen with a 42% food cost, low team morale, and inconsistent quality. Where do you start, and what does your first 30 days look like?	Strategic thinking and change management
A long-standing member of your kitchen team is technically strong but creates a toxic atmosphere that is affecting others. How do you manage this?	Difficult people management
Ownership wants to reduce your menu by 30% for cost reasons, but you believe this will damage the guest experience. How do you approach this conversation?	Advocacy, professionalism, and commercial awareness
A guest sends back a dish claiming it contains an allergen they declared at booking, but the dish does not contain that allergen. What do you do?	Allergen protocol, guest management, and composure

Phase 6 — Candidate Questions (10 minutes)

The questions a senior chef asks you reveal a great deal about their priorities, maturity, and genuine interest in the role. Strong candidates typically ask about team structure and current challenges, creative autonomy, ownership's expectations, the financial health and direction of the restaurant, and growth opportunities for both the role and the team.

Be cautious of candidates who ask only about salary, days off, and benefits at this stage — it is not a disqualifier, but it suggests a transactional rather than invested mindset.

Interview Evaluation Scorecard

Score each candidate across the following dimensions using a 1–5 scale (1 = well below standard; 5 = exceptional).

Dimension	Weight	Score (1–5)	Weighted Score
Culinary skill and knowledge	20%
Menu development and creativity	15%
People, leadership, and management	20%
Financial and cost management	20%
Communication and professionalism	10%
Cultural fit and values alignment	15%
Total	100%

Minimum threshold to proceed: 3.5 weighted average with no individual dimension below 3.0.

9. Practical Assessment: Tasting and Kitchen Trial

For an Executive Chef hire, a paid kitchen trial and tasting session is essential. No interview, however thorough, replaces watching a chef work.

Tasting Session Structure

Element	Detail
Duration	3–4 hours
Compensation	Always pay at the agreed day rate or hourly equivalent — this is non-negotiable
Brief provided in advance	Give the candidate a brief 48–72 hours before: cuisine direction, available ingredients, service format, and number of dishes expected
Number of dishes	Typically 3–5 dishes covering starters, mains, and at least one dessert concept
Who observes	Owner, GM, and ideally one trusted senior kitchen team member
Ingredients provided	Supply a defined larder; note how the chef uses what is available vs. requesting additional items.

What to Observe During the Tasting

Observation Area	What to Look For
Kitchen organisation	How they set up their workspace before starting, mise en place discipline
Time management	Whether they pace themselves appropriately, the ability to plan and execute multiple dishes
Communication	How they interact with your existing kitchen team, if any are present
Cleanliness and hygiene	Standards maintained throughout, not just at the start
Adaptability	How they handle an unavailable ingredient or unexpected challenge
Plating and presentation	Consistency across multiple plates of the same dish
Tasting and seasoning	Do they taste at every stage? Do they season with confidence and precision?
Composure	Body language, stress response, and attitude when things do not go to plan

Tasting Evaluation Sheet

Dish	Flavour (1–5)	Presentation (1–5)	Technique (1–5)	Concept Fit (1–5)	Notes
Dish 1
Dish 2
Dish 3
Dish 4
Dish 5

Post-tasting debrief questions (ask the candidate directly):

Which dish are you most satisfied with, and which would you change?
What would you do differently with more time or a fuller larder?
How does this tasting represent your broader cooking style?
Is there a dish you wanted to cook that you did not get to today?

10. Reference and Background Verification

For an Executive Chef role, conduct a minimum of two professional references before making a formal offer. Always speak directly with referees rather than accepting written references only.

Who to Contact

Reference	Priority	Why
Most recent direct employer (owner or GM)	Primary	Most relevant and current; confirms stated responsibilities
Previous employer (owner or GM)	Secondary	Consistency check across different environments
Former sous chef or senior kitchen team member	Optional	Gives a different perspective on leadership style and kitchen culture

Do not rely solely on the references the candidate provides. Where possible and appropriate in your market, consider reaching out to industry contacts who may have direct knowledge of the candidate's reputation.

Reference Call Questions

Opening: "[Candidate name] has applied for an Executive Chef role with us and has listed you as a reference. I would value your honest perspective on working with them. Do you have 10–15 minutes?"

Category	Questions
Role verification	Can you confirm their title, the size of the kitchen they managed, and the period they worked with you?
Technical ability	How would you describe their culinary skill level and menu development capability?
Financial	Did they manage food cost and kitchen budgets? What were the results?
Leadership	How effective were they at leading, developing, and retaining kitchen staff?
Reliability	How was their attendance, punctuality, and follow-through on commitments?
Culture	How would you describe the kitchen culture they created or contributed to?
Challenges	What were their main areas for development or improvement?
Rehire	Would you rehire them if the opportunity arose? Why or why not?
Overall	On a scale of 1–10, how would you rate them as a senior kitchen leader?

Reference Red Flags

Flag	Appropriate Response
Referee unwilling to speak beyond confirming dates of employment	Treat as a caution signal; seek a second reference from the same period
Significant discrepancy between what the candidate described and what the referee confirms	Raise directly with the candidate before proceeding
Lukewarm or heavily qualified positive responses	Probe further; ask specifically what they would do differently if managing this person again
"Would not rehire" response	Treat as a serious concern; seek context before deciding

11. Offer, Onboarding, and First 90 Days

Making the Offer

Deliver the initial offer verbally before sending written documentation. A personal call signals respect and seriousness.

Offer call opening: "[Name], I am calling with good news. After the interview, tasting, and reference checks, we would very much like to offer you the Executive Chef position at [Restaurant Name]. I wanted to call you personally before sending anything in writing."

Cover in the offer call:

Starting salary and any performance-linked components
Start date and agreed notice period support if needed
Brief overview of the first week
Timeline for written offer (same day or next business day)
Decision timeline (48–72 hours is reasonable at this level)

Written Offer Letter Essentials

Section	What to Include
Position and reporting structure	Title, who they report to, who reports to them
Compensation	Salary, payment frequency, bonus structure, and triggers
Benefits	All components of the package with clear terms
Start date and probationary period	Standard is 3–6 months for senior roles
Notice period	Both parties' obligations
Key conditions	Food safety certification requirements, background checks where applicable
Creative and operational scope	A brief statement on menu authority and kitchen decision-making

International note: Employment law varies significantly across markets. Always have offer letters reviewed by a local HR professional or legal advisor, particularly regarding probationary periods, notice obligations, and termination provisions.

First 90 Days: Executive Chef Integration Plan

The first 90 days are critical. A strong Executive Chef still needs structured support to succeed in a new environment. Do not assume they will figure everything out alone.

Days 1–7: Orientation and Immersion

Activity	Detail
Full kitchen and venue walkthrough	Every area, every piece of equipment, every storage space
Meet every team member individually	Brief one-on-ones; names, roles, tenure, strengths
Review the existing menu with the GM and owner	Understand what stays, what may evolve, and why
Review the financial baseline	Current food cost, waste levels, supplier contracts, and budget
Shadow two full services	Observe before changing anything; understand current flow
Supplier introductions	Meet key suppliers and review current agreements
Review all compliance documentation	HACCP records, food safety certificates, allergen registers

Days 8–30: Assessment and Early Wins

Focus	Expected Output
Kitchen team assessment	Informal feedback to GM on team strengths, gaps, and morale
Initial menu review	Proposed changes with costings; shared for discussion before implementation
Waste and cost audit	Initial findings and recommendations on food cost quick wins
First staff scheduling review	Identify any inefficiencies in the current rota structure
Kitchen SOP review	Flag any process gaps and propose updates
First 1-on-1 with each direct report	Understand individual goals, concerns, and career interests

Days 31–60: Implementation and Standards Setting

Focus	Expected Output
Menu changes implemented	New dishes launched, costed, and communicated to the FOH team
Kitchen culture initiatives	Any changes to briefing structure, communication, or team habits
Supplier renegotiation (if applicable)	Early cost savings or supply improvements identified
Compliance improvements	Any outstanding food safety or hygiene issues have been resolved
Training plan for kitchen team	Structured development plan agreed with each key team member

Days 61–90: Performance and Ownership

Focus	Expected Output
Food cost performance	Measurable movement toward the agreed target
Menu consistency	Guest feedback and kitchen feedback on new dishes
Team morale	Observable change in kitchen culture and staff retention
Operational independence	Ability to lead service fully without owner or GM intervention
90-day review meeting	Formal review against agreed objectives; set goals for the next 6 months

12. Performance Management and Retention

Performance Review Schedule

Review	Timing	Focus
Check-in	Day 14	Settling in, any immediate concerns
Formal review	Day 30	Early performance against KPIs
Formal review	Day 60	Skill development and team feedback
Probationary review	Day 90	Comprehensive assessment; confirmation of employment
Quarterly review	Ongoing	KPIs, development goals, and team health
Annual review	Year 1	Full performance and compensation review

Key Performance Indicators for Executive Chef

KPI	How to Measure	Target
Food cost percentage	Weekly GP/cost report	As agreed at hire (typically 28–35%)
Gross profit per cover	POS and financial reporting	Against the agreed benchmark
Menu consistency score	Manager observations + guest feedback	High and stable
Kitchen team retention	Headcount stability over rolling 6 months	Low involuntary turnover
Food safety compliance	Inspection records, internal audits	Zero critical violations
Guest satisfaction	Survey scores, review platforms	At or above the agreed benchmark
Waste percentage	Weekly waste log vs. purchasing	Trend toward reduction
Labour cost management	Wage cost vs. revenue	Within the agreed labour budget

Retention Strategies for Senior Chefs

Executive Chefs leave for predictable reasons. Address these proactively rather than reactively.

Reason for Leaving	Proactive Retention Response
Lack of creative freedom	Agree on a clear creative mandate at hire and honour it
Poor relationship with ownership	Regular, honest communication; respect for their professional expertise
No path for growth	Discuss career development goals at every review
Feeling undervalued or unseen	Public recognition, profit share, title progression, or expanded responsibility
Burnout from unsustainable hours	Adequate sous chef support; realistic service volume expectations
Better financial offer elsewhere	Annual market rate salary review; competitive package from the start
Kitchen not well-equipped	Reinvest in equipment; ask for input on kitchen upgrade priorities

13. Templates and Checklists

Executive Chef Hiring Checklist

Pre-Posting

[ ] Completed role needs assessment
[ ] Position profile and requirements defined
[ ] Compensation package and budget approved
[ ] Job description written and reviewed
[ ] Posting platforms identified and accounts active

Sourcing and Screening

[ ] Job posted across agreed channels
[ ] Application tracking spreadsheet created
[ ] Phone/video screening questions prepared
[ ] Screening calls completed and candidates scored

Interview Stage

[ ] Interview panel confirmed (owner + GM minimum)
[ ] Interview questions prepared by phase
[ ] Evaluation scorecards printed or prepared
[ ] Candidate informed of process and timeline
[ ] Interview conducted and scored

Kitchen Trial

[ ] Trial date and compensation confirmed with candidate
[ ] Brief sent to candidate 48–72 hours in advance
[ ] Larder and workspace prepared
[ ] Observer(s) briefed on evaluation criteria
[ ] Tasting evaluation completed
[ ] Post-trial debrief conducted with the candidate

References and Offer

[ ] Minimum two reference calls completed and documented
[ ] Any concerns from references addressed
[ ] Verbal offer made and received positively
[ ] Written offer letter prepared, reviewed, and sent
[ ] Signed offer letter received
[ ] Start date confirmed

Onboarding

[ ] All HR and payroll documentation prepared
[ ] Food safety certification status confirmed
[ ] Kitchen team informed of new hire and start date
[ ] 90-day integration plan prepared
[ ] Day 1 schedule prepared and shared with new hire

90-Day Review Template: Executive Chef

Employee: ________________

Position: Executive Chef / Head Chef

Start Date: ________________

Review Date: ________________

Reviewer: ________________

KPI	Target	Actual	Score (1–5)	Comments
Food cost %
Menu consistency
Kitchen team retention
Food safety compliance
Guest satisfaction score
Waste management
Labour cost management

Leadership Assessment

Dimension	Score (1–5)	Evidence / Comments
Team development and coaching
Communication with the FOH team
Communication with ownership and management
Kitchen culture and morale
Problem-solving under pressure
Financial accountability

Key Achievements in First 90 Days: 1. 2. 3.

Areas for Development: 1. 2. 3.

Goals for Next Review Period: 1. 2. 3.

Overall Assessment: [ ] Exceeding expectations — confirm employment with recognition [ ] Meeting expectations — confirm employment and set growth goals [ ] Progressing but needs support — agree specific improvement plan [ ] Below expectations — formal performance improvement plan required

Employee Comments:

Employee Signature: ________________

Date: ________

Reviewer Signature: ________________