How to hire a kitchen manager/cook

How to hire a kitchen manager/cook, step by step

Here's a step-by-step kitchen manager/cook hiring guide:

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

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1. Identify your hiring needs

   The kitchen manager/cook hiring process starts by determining what type of worker you actually need. Certain roles might require a full-time employee, whereas part-time workers or contractors can do others.

   Determine employee vs contractor status

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

   Yes

   No

   A kitchen manager/cook's background is also an important factor in determining whether they'll be a good fit for the position. For example, kitchen managers/cook from different industries or fields will have radically different experiences and will bring different viewpoints to the role. You also need to consider the candidate's previous level of experience to make sure they'll be comfortable with the job's level of seniority.

   This list presents kitchen manager/cook salaries for various positions.

   Type of Kitchen Manager/Cook	Description	Hourly rate
   Kitchen Manager/Cook		$12-21
   Banquet Captain	Banquet captains are responsible for directing each banquet staff in the entire meal service and assign tasks to them as required. Their duties include teaching new staff members how to execute their designated tasks in the banquet... Show more	$13-19
   Caterer	A caterer is responsible for monitoring food preparation and presentation, ensuring the adequacy and accuracy of food stock based on the clients' specifications and guest count. Caterers often work with clients for special occasions and events, identify their needs, including the menu and nutritional requirements... Show more	$10-17

   Show more

2. Create an ideal candidate profile

   Common skills:

   • Food Preparation
   • Food Service
   • Food Orders
   • Kitchen Equipment
   • POS
   • Quality Food
   • Food Products
   • Kitchen Operations
   • Labor Costs
   • Inventory Control
   • Quality Standards
   • Safety Standards
   • Menu Planning
   • ServSafe

   Check all skills

   Responsibilities:

   • Manage kitchen, cashier, prepare sandwiches, clean up, stock merchandise and change fryers.
   • Manage kitchen with experience on a flat top and char broiler, running fryers and using other instruments.
   • Train and manage kitchen personnel and supervise/coordinate all relate culinary activities; estimate food consumption and requisition of food.
   • Cleaned/Sanitize kitchen, dishes and dining area to ServSafe standards.
   • Train and manage kitchen personnel and supervise/coordinate all relate culinary activities; estimate food consumption and requisition of food.
   • Maintain kitchen in all aspects; operate grill, fryer, steam table and dishwasher.

3. Make a budget

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

   • Location. For example, kitchen managers/cook' average salary in louisiana is 40% less than in colorado.
   • Seniority. Entry-level kitchen managers/cook earn 42% less than senior-level kitchen managers/cook.
   • Certifications. A kitchen manager/cook 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 kitchen manager/cook's salary.

   Average kitchen manager/cook salary

   $16.67hourly

   $34,683 yearly

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   Entry-level kitchen manager/cook salary

   $26,000 yearly salary

   Updated December 12, 2025

4. Writing a kitchen manager/cook job description

   A kitchen manager/cook job description should include a summary of the role, required skills, and a list of responsibilities. It's also good to include a salary range and the first name of the hiring manager. Below, you can find an example of a kitchen manager/cook job description:

   Kitchen manager/cook job description example

   Kitchen Director/Back of House Manager (Culinary Leader), Chick-fil-A C470 & Kipling in Littleton, Colorado
   
   At Chick-fil-A Littleton, we know that our kitchen is the heart of our restaurant. We are looking for an industry professional to lead our kitchen team. As our Culinary Leader, you will be responsible for ensuring quick and accurate delivery of the craveable food that Chick-fil-A is known for in the quick service industry.
   
   You will lead our kitchen team in holding the highest food safety standards. As the Kitchen Director, you will also have the opportunity to lead a growing business through new innovations and operational excellence.
   
   You will have the opportunity to work alongside local level ownership and have direct influence in the business.
   
   Full-time, 45 to 50 hours weekly
   Wage depending on experience Benefits Include Subsidized Health/Dental/Vision insurance Full Uniforms provided 401k contribution (match up to 4%) Paid Leadership Development days and opportunities Paid Time Off (up to 3 weeks depending on tenure) Free food while working, 50% off discount when not working Caring work culture and environment Closed on Sunday!
   
   REQUIREMENTS
   3-5 years of previous kitchen management experience ServSafe Ceritifed Available to work a variety of shifts depending on the needs of the restaurant Able to effectively coach and give direction to team members A Able to engage in immediate problem resolution and create plans to correct critical issues Good multi-tasking abilities and communication skills Enthusiastic and passionately present with the restaurant team Sets a good example for the team, is professional and mature Confident humility and growth mindset Drives continuous improvement for the back of house operations Actively participates in weekly leadership team meetings English/Spanish bilingual recommended
   
   ABOUT THE COMPANY
   In our kitchens, we focus on fresh and simple ingredients. And we always have. Since the beginning, we've served chicken that is whole breast meat, with no added fillers or hormones, and we bread it by hand in our restaurants. Produce is delivered fresh to our kitchens several times a week. Salads are chopped and prepared fresh throughout the day. Whole lemons are freshly squeezed in our restaurants and combined with pure cane sugar and water (yep, that’s all) to make Chick-fil-A Lemonade®. It may not be the easy way, but it's the only way we know.

   Copy this example

   

5. Post your job

   To find the right kitchen manager/cook for your business, consider trying out a few different recruiting strategies:

   • Consider internal talent. One of the most important sources of talent for any company is its existing workforce.
   • Ask for referrals. Reach out to friends, family members, and current employees and ask if they know or have worked with kitchen managers/cook they would recommend.
   • Recruit at local colleges. Attend job fairs at local colleges to recruit kitchen managers/cook who meet your education requirements.
   • Social media platforms. LinkedIn, Facebook and Twitter now have more than 3.5 billion users, and you can use social media to reach potential job candidates.

   Post your job online:

   • Post your kitchen manager/cook job on Zippia to find and recruit kitchen manager/cook candidates who meet your exact specifications.
   • Use field-specific websites.
   • Post a job on free websites.

6. Interview candidates

   Your first interview with kitchen manager/cook candidates should focus on their interest in the role and background experience. As the hiring process goes on, you can learn more about how they'd fit into the company culture in later rounds of interviews.

   Remember to include a few questions that allow candidates to expand on their strengths in their own words. Asking about their unique skills might reveal things you'd miss otherwise. At this point, good candidates 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 kitchen manager/cook

   Once you have selected a candidate for the kitchen manager/cook 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 equally important to follow up with applicants who don't get the job with an email letting them know that the position has been filled.

   To prepare for the new employee's start date, you can create an onboarding schedule and complete any necessary paperwork, such as employee action forms and onboarding documents like I-9 forms, benefits enrollment, and federal and state tax forms. Human Resources should also ensure that a new employee file is created.

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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