How to hire a meal cook

How to hire a meal cook, step by step

Here's a step-by-step meal 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 meal cook job description
• Step 5: Post your job
• Step 6: Interview candidates
• Step 7: Send a job offer and onboard your new meal cook
• Step 8: Go through the hiring process checklist

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1. Identify your hiring needs

   Before you post your meal cook 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 meal cook 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 meal cook 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 meal cook that fits the bill.

   This list shows salaries for various types of meal cooks.

   Type of Meal Cook	Description	Hourly rate
   Meal Cook	Cooks prepare, season, and cook a wide range of foods, which may include soups, salads, entrees, and desserts.	$12-19
   Prep Cook/Dishwasher	A prep cook and dishwasher is responsible for cleaning and sanitizing kitchen items and utensils, and performing basic cooking tasks under the supervision of chefs or cooks. It is also their responsibility to prepare ingredients by washing, chopping, weighing, and ensuring that they are the correct quantity and quality... Show more	$12-18
   Line Cook, Prep Cook	A line cook/prep cook is responsible for assisting with food preparations, ensuring that all ingredients are readily available and stored safely. Line cook/prep cook tasks also include reviewing and updating menus to keep the customers' patronization... Show more	$12-19

   Show more

2. Create an ideal candidate profile

   Common skills:

   • Food Safety
   • Food Preparation
   • Companionship
   • Doctor Appointments
   • Food Orders
   • Administer Medications
   • Vital Signs
   • Direct Support
   • CPR
   • Medical Appointments
   • Blood Pressure
   • Food Products
   • Transport Clients

   Responsibilities:

   • Develop ability to manage multiple stations simultaneously while maintaining high levels of culinary excellence.
   • Assist with heavy lifting and drive car to help with groceries and other supplies.
   • Verify patient information, new medications and allergies educate patients by providing medication and diet information.
   • Create pizzas for customers as listed or request and run a large pizza oven.

3. Make a budget

   Including a salary range in your meal cook job description is one of the best ways to attract top talent. A meal cook can vary based on:

   • Location. For example, meal cooks' average salary in mississippi is 47% less than in hawaii.
   • Seniority. Entry-level meal cooks 37% less than senior-level meal cooks.
   • Certifications. A meal cook with certifications usually earns a higher salary.
   • Company. Working for an established firm or a new start-up company can make a big difference in a meal cook's salary.

   Average meal cook salary

   $15.91hourly

   $33,089 yearly

   ---

   Entry-level meal cook salary

   $26,000 yearly salary

   Updated January 18, 2026

4. Writing a meal cook job description

   A meal 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 meal cook job description:

   Meal cook job description example

   The Evening Meal Production Cook prepares; cooks, and packages for delivery hot and/or cold meal items and 5-day breakfast boxes by following specified recipes in approved menus and daily productions sheets in accordance with Volunteers of America standards and procedures for Nutrition and/or Residential Programs; under the direction of the Food Service Supervisor or ANS Associate Director.
   ESSENTIAL DUTIES AND RESPONSIBILITIES
   
   + Prepares quantity and quality soups and casserole dishes, assembles sauces and gravies; roasts, bakes, braises, or steams meats, starches and vegetables or other food items for daily program meal production.
   
   + Uses acquired culinary skills to produce high quality products, ensuring excellent taste, appearance, texture, and client acceptability.
   
   + Portions and packages foods according to number of meals ordered, minimizing waste and leftover items.
   
   + Using menu plans, requisitions product and supplies in advance to ensure accuracy and efficient workflow.
   
   + Maintains a safe, clean work area and strictly follows proper sanitation policies.
   
   + Ensures product safety employing proper temperature controls at all times.
   
   + Uses and maintains kitchen equipment in a clean, safe, and appropriate manner.
   
   + Chills, labels, and properly stores any unused product or leftovers.
   
   + Prepares special event meals and requested items as directed by Food Service Project Manager.
   
   + Attends all meetings and Agency trainings as required.
   
   + Direct, train, or assist other kitchen employees, temporary workers, or volunteers as assigned.
   
   + Assists with daily kitchen cleanup from evening meal services to prepare kitchen for morning services.
   
   + Predictable, consistent attendance.
   
   + Performs all other duties as assigned.
   
   Requirements
   
   MINIMUM QUALIFICATIONS
   
   + One-year related experience in cooking or similar production facility.
   
   + Ability to read and write, following standardized recipes and production sheets.
   
   + Ability to perform basic kitchen mathematical calculations.
   
   + Ability to lift, push or pull up to 50 lbs. repeatedly during a daily shift.
   
   + Serv-safe certified or ability to acquire food safety certification within 3 months of hire.
   
   WORKING CONDITIONS AND PHYSICAL REQUIREMENTS
   
   + Frequent exposure to heat, cold, steam and fumes, including walk-in refrigeration and freezers.
   
   + Uses knives, utensils, and commercial cooking equipment throughout shift.
   
   + Stand, pivot, and walk on hard surface majority of shift.
   
   + Lift, push, or pull up to 50 lbs.
   
   + Occasional exposure to chemicals and cleaning solvents.
   
   SUPERVISOR RESPONSIBILITIES
   
   + Occasional program volunteers
   
   + Occasional temporary laborers in the absence of a Food Service Manager or Associate Director
   
   POSITION TYPE AND EXPECTED HOURS
   
   + Full time, Monday-Friday, 11am to 7:30pm unless otherwise specified
   
   + Designated holidays and special events
   
   PAY
   
   $18.00 - $19.50
   
   LOCATION
   
   Michael Kern Central Kitchen, 2620 Larimer St. Denver, 80205

   Copy this example

   

5. Post your job

   To find the right meal 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 meal cooks they would recommend.
   • Recruit at local colleges. Attend job fairs at local colleges to recruit meal cooks 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 meal cook job on Zippia to find and recruit meal cook candidates who meet your exact specifications.
   • Use field-specific websites.
   • Post a job on free websites.

6. Interview candidates

   To successfully recruit meal cooks, your first interview needs to engage with candidates to learn about their interest in the role and experience in the field. You can go into more detail about the company, the role, and the responsibilities during follow-up interviews.

   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 meal cook

   Once you've selected the best meal cook candidate for the job, it's time to write an offer letter. In addition to salary, this letter should include details about the benefits and perks you offer the candidate. Ensuring that your offer is competitive is essential, as qualified candidates may be considering other job opportunities. The candidate may wish to negotiate the terms of the offer, and you should be open to discussion. After you reach an agreement, the final step is formalizing 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.

   After that, you can create an onboarding schedule for a new meal cook. Human Resources and the hiring manager should complete Employee Action Forms. Human Resources should also ensure that onboarding paperwork is completed, including I-9s, benefits enrollment, federal and state tax forms, etc., and that new employee files are 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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