Call Us · Text Us* · Submit your resume

Pacific Coast Hospitality

hiring chefs

Job: Restaurant Kitchen Manager

by

We’re Pacific Coast Hospitality…we recruit the best, most qualified leadership talent for top hospitality organizations across the western U.S. and British Columbia.

photo: Seattle, WA — Pacific Coast Hospitality hospitality recruitmentMarket Seattle, WA

Job Description 

Industry leading, well established, west coast based operator of casual family-style Italian cuisine is searching for passionate Restaurant Kitchen Managers who are dedicated to providing the best possible experiences for their guests and team members. To deliver a superior dining experience to all guests, the Kitchen Manager leads the preparation of fresh, simple, delicious Italian recipes in a fast-paced, high volume kitchen. They ensure the prompt delivery of great tasting food to guests through consistent use and execution of company systems and tools that have been developed and tested over time. Planning, production, and preparation are the keys to their success. In addition, the Kitchen Manager is responsible for creating an environment that builds energy and fun, resulting in an excellent guest and team member experience.

Requirements Ideal candidate will have the following:

  • Minimum 2 years high volume BOH management experience in a full service restaurant
  • Ability to motivate staff to excel in high-volume, time sensitive environment
  • Ability to consistently deliver high quality food
  • Understanding of budgeting and BOH operations
  • Passion for developing and mentoring a team
  • Ability to transfer to other units a plus (but not required)

Salary Range & Benefits

  • $43,000 – $48,000/yr. based on experience
  • Comprehensive benefits package including medical, dental, vision, and life insurance
  • 401K Plan
  • Annual Performance Reviews
  • Paid Vacation and sick time benefits
  • Typically a five day work week with two consecutive days off
  • Quarterly bonus potential

Job Category Restaurant Kitchen Manager

Job Type Full Time

If this position seems like you – please click on this link to submit your resume and cover letter. https://www.pacificcoasthospitality.com/careers-in-hospitality/  We will contact you via telephone or email for an initial interview.

Firing for Cultural Fit

by

©istock.com/rtmstock
©istock.com/rtmstock

 

It is tough to admit, but in reality, team members hired day one are not always the right people to grow your business to the next level.  Sometimes these people are not ideal fits for “fast growth culture” writes Ilan Mochari for Inc.com.  Other times the vision of a company is redefined or the needs shift.  Hiring for cultural fit is common practice, firing is necessary as well.  Mochari offers 3 great tips for firing an employee who is not a cultural fit:

 

Tip 1: Systemize the culture throughout your organization.

Mochari points out in the beginning of his article that if cultural mismatch is the main reason for firing, you must have quantifiable reasons for the mismatch.  Vague answers such as ‘This isn’t a good fit’ or ‘This is not going to work out” are not strong.  If you “codify cultural fit into your human resources processes” you will have something tangible; you will have clarified what it means to be a fit for the company.  In the long run, this will give you firm ground to stand on if you have to let someone go.

 

Tip 2: Draw attention to the long-term success of the employee.

Firing a hard working employee is not ideal.  But, if you emphasize that they will be happier elsewhere, it will make the blow more bearable.  Often times the employee will be grateful for their termination as they will realize they can be more successful, and ultimately happy in a different environment.

 

Tip 3: Help the employee search for a better job.

After dismissing and employee, ignite an enthusiasm to search for a better job by helping them find a better position.  Though it may sound odd, it is a common practice.  Mochari quotes a recent poll by SmartBlog which found, “a whopping 67.5 percent of business leaders help by making introductions or offering guidance”.  In return, you may see long-term effects of improved retention practices as current and former employees may be less hesitant to speak out about dissatisfactions.

 

Hiring the Right Chef for Your Restaurant

by

A chef might be called the heart of the kitchen.  They are the lead creative force of a business, no matter how casual or upscale the place may be.  This important role brings with it the responsibility of overseeing all kitchen operations.  When you are interviewing a candidate for a chef position, make sure to ask these questions:

1.) What is your philosophy on _____________?

You could be broad in filling in the blank asking about the candidates philosophy on food.  Or you could be specific and inquire about their thoughts on customer service.  It is important that you and your new chef agree on philosophy in order to create the most enjoyable and tasty experience for your employees and patrons.

2.) How would cook this dish?

John Stableforth, the director of a successful catering consultancy firm, encourages employers to share a part of their menu with a candidate.  Ask them to describe how they would prepare and serve one of the dishes.  This will show you their creative side as well as introduce their cooking methods.  Always ask if you don’t understand an answer about the cooking.  If you are not a chef, it is ok to ask them to explain.  Remember to ask about speed.  If you restaurant prepares large quantities of food, be sure your chef has experience and comfort in this area.

Check out Stableforth’s thoughts on hiring the right chef here.

3.) What experience do you have as a leader?

Bruce Buschel, an avid blogger featured on the NYTimes website in 2010, calls chefs “creative people who create in stressful situations and are given a wide berth by most colleagues.”  Your chef candidate may be able to cook and serve amazing dishes, but that is only one side of the job which you seeking to hire them.  Ask your potential employee about their experience leading a team.  You will want someone who you trust to supervise and train others; confident and commanding.

Check out Buschel’s article here.

 

Finding the right chef for your business is a time consuming task.  Take the time to ask the important questions to ensure your new chef can deliver quality plates and smoothly run your kitchen.