How to hire a head server

How to hire a head server, step by step

Here's a step-by-step head server hiring guide:

• Step 1: Identify your hiring needs
• Step 2: Create an ideal candidate profile
• Step 3: Make a budget
• Step 4: Write a head server job description
• Step 5: Post your job
• Step 6: Interview candidates
• Step 7: Send a job offer and onboard your new head server
• Step 8: Go through the hiring process checklist

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1. Identify your hiring needs

   Before you post your head server job, you should take the time to determine what type of worker your business needs. While certain jobs definitely require a full-time employee, it's sometimes better to find a head server for hire on a part-time basis or as a contractor.

   Determine employee vs contractor status

   Is the person you're thinking of hiring a US citizen or green card holder?

   Yes

   No

   You should also consider the ideal background you'd like them a head server to have before you start to hire. For example, what industry or field would you like them to have experience in, what level of seniority or education does the job require, and how much it'll cost to hire a head server that fits the bill.

   Here's a comparison of head server salaries for various roles:

   Type of Head Server	Description	Hourly rate
   Head Server	Waiters and waitresses take orders and serve food and beverages to customers in dining establishments.	$24-114
   Cocktail Waitress	A cocktail waitress, or often called a cocktail server, is a female server who serves alcoholic beverages and food to patrons in nightclubs and bars. Cocktail waitresses are required to interact with customers by taking their food orders, serving them food and drinks, and then processing payments... Show more	$9-17
   Waitress	Waitresses are responsible for ensuring that guests are given proper attention during their visit to the restaurant. They guide guests to their table, provide menu boards, answer any questions the guests may have, take the guests' order, and communicate the order to the kitchen... Show more	$8-16

   Show more

2. Create an ideal candidate profile

   Common skills:

   • Customer Service
   • New Servers
   • POS
   • Fine Dining
   • Bartending
   • Safety Procedures
   • Food Preparation
   • Customer Complaints
   • Food Orders
   • Guest Satisfaction
   • Food Service
   • Drink Orders
   • Computer System
   • Allergies

   Check all skills

   Responsibilities:

   • Train and manage all BOH employees.
   • Manage all servers' end of night cash out and prepare host and bartending tip out.
   • Manage opening and closing duties, including restocking items and insuring the FOH are clean and shut down correctly.
   • Manage technical support, business analysis, project management, application development and support, training, and facilitation.
   • Help drive and increase restaurant sales by upselling and highlighting off menu items.
   • Train new employees on operating the micros system and on self-presentation and customer service.

3. Make a budget

   Including a salary range in your head server job description is a great way to entice the best and brightest candidates. A head server salary can vary based on several factors:

   • Location. For example, head servers' average salary in tennessee is 56% less than in new york.
   • Seniority. Entry-level head servers earn 79% less than senior-level head servers.
   • Certifications. A head server with a few certifications under their belt will likely demand a higher salary.
   • Company. Working for a prestigious company or an exciting start-up can make a huge difference in a head server's salary.

   Average head server salary

   $111,194yearly

   $53.46 hourly rate

   ---

   Entry-level head server salary

   $51,000 yearly salary

   Updated December 14, 2025

4. Writing a head server job description

   A job description for a head server role includes a summary of the job's main responsibilities, required skills, and preferred background experience. Including a salary range can also go a long way in attracting more candidates to apply, and showing the first name of the hiring manager can also make applicants more comfortable. As an example, here's a head server job description:

   Head server job description example

   Introduction
   
   iRobot is seeking a highly motivated, experienced patent attorney to serve as Head of IP. Reporting to the SVP & Deputy General counsel, this person will combine his or her deep understanding of intellectual property law and iRobot's corporate vision to drive strategies that advance our intellectual property portfolio and protect the company's business interests.
   
   iRobot highly values and invests in innovation. The Head of IP, guiding our team of internal and outside counsel, will help to expand and utilize our existing patent portfolio of over 1500 patents. The ideal candidate will have experience developing a strategic patent portfolio and leveraging the portfolio to protect our innovations through litigation - including managing the currently pending ITC investigation and associated IPRs. The Head of IP will also manage our trademark portfolio and provide strategic advice to our teams on how to protect and enhance our brand worldwide.
   
   This position will be require the individual to be in our Bedford, MA office 1-2 days a week.
   Core Job Duties:
   Develop in-depth understanding of iRobot's IP portfolio and R&D activities and use this information to define and execute our intellectual property strategy as the primary legal advisor for all IP matters including patents, trademarks, copyrights, and trade secrets world-wide.Work cross-functionally with research, product, and development to advise and guide intellectual property development and strategy to build strong patent portfolios to ensure long-term competitive advantage Direct IP litigation strategy and manage IP disputes and litigation including ongoing ITC investigation and IPRs.Assist in IP due diligence for M&A activities.Respond to patent office challenges instituted by third parties, including U.S. inter-parties reviews and European oppositions.Assist marketing and communications groups with clearance and protection of new trademarks and manage worldwide trademark portfolio.Manage an extensive bench of outside counsel, ensuring efficient execution of iRobot's patent strategy Advise engineering and product teams re competitive analyses and user testing Manage team of in-house and outside counsel
   
   Here's What You'll Bring to the Table:
   Registered to practice as a lawyer in a major legal jurisdiction.10+ years of legal experience at a leading law-firm and/or technology company.Extensive intellectual property experience in both patent portfolio development and IP litigation, both in the U.S. and abroad.Proven track record developing and implementing patent strategies with demonstrated success securing meaningful patent protection and enforcing/defending IP.Understanding of foreign patent laws in major countries including Europe and China
   
   #LI-Hybrid

   Copy this example

   

5. Post your job

   There are a few common ways to find head servers for your business:

   • Promoting internally or recruiting from your existing workforce.
   • Ask for referrals from friends, family members, and current employees.
   • Attend job fairs at local colleges to meet candidates with the right educational background.
   • Use social media platforms like LinkedIn, Facebook, and Twitter to recruit passive job-seekers.

   Post your job online:

   • Post your head server job on Zippia to find and recruit head server candidates who meet your exact specifications.
   • Use field-specific websites.
   • Post a job on free websites.

6. Interview candidates

   Recruiting head servers requires you to bring your A-game to the interview process. The first interview should introduce the company and the role to the candidate as much as they present their background experience and reasons for applying for the job. During later interviews, you can go into more detail about the technical details of the job and ask behavioral questions to gauge how they'd fit into your current company culture.

   It's also good to ask about candidates' unique skills and talents to see if they match your ideal candidate profile. If you think a candidate is good enough for the next step, you can move on to the technical interview.

   The right interview questions can help you assess a candidate's hard skills, behavioral intelligence, and soft skills.

7. Send a job offer and onboard your new head server

   Once you have selected a candidate for the head server position, it is time to create an offer letter. In addition to salary, the offer letter should include details about benefits and perks that are available to the employee. Ensuring your offer is competitive is vital, as qualified candidates may be considering other job opportunities. The candidate may wish to negotiate the terms of the offer, and it is important to be open to discussion and reach a mutually beneficial agreement. After the offer has been accepted, it is a good idea to formalize the agreement with a contract.

   It's also important to follow up with applicants who do not get the job with an email letting them know that the position is filled.

   Once that's done, you can draft an onboarding schedule for the new head server. Human Resources should complete Employee Action Forms and ensure that onboarding paperwork is completed, including I-9s, benefits enrollment, federal and state tax forms, etc. They should also ensure that new employee files are created for internal recordkeeping.

8. Go through the hiring process checklist

   • Determine employee type (full-time, part-time, contractor, etc.)
   • Submit a job requisition form to the HR department
   • Define job responsibilities and requirements
   • Establish budget and timeline
   • Determine hiring decision makers for the role
   • Write job description
   • Post job on job boards, company website, etc.
   • Promote the job internally
   • Process applications through applicant tracking system
   • Review resumes and cover letters
   • Shortlist candidates for screening
   • Hold phone/virtual interview screening with first round of candidates
   • Conduct in-person interviews with top candidates from first round
   • Score candidates based on weighted criteria (e.g., experience, education, background, cultural fit, skill set, etc.)
   • Conduct background checks on top candidates
   • Check references of top candidates
   • Consult with HR and hiring decision makers on job offer specifics
   • Extend offer to top candidate(s)
   • Receive formal job offer acceptance and signed employment contract
   • Inform other candidates that the position has been filled
   • Set and communicate onboarding schedule to new hire(s)
   • Complete new hire paperwork (i9, benefits enrollment, tax forms, etc.)

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