Onboarding Essentials
A quick guide to smoothly welcome and train new restaurant staff from day one.
If your front-of-house team is the face of your restaurant, then your back-of-house team is its backbone, and without a strong backbone, everything collapses.
From chaotic dinner rushes to last-minute menu changes, the kitchen/back-of-house staff keeps your kitchen running, your dishes consistent, and your reputation intact.
But here’s the problem: most restaurant owners spend more time decorating the dining area than hiring kitchen staff who make the food.
This article isn’t about vague kitchen staff hiring tips, it’s a practical, step-by-step guide to help you find, interview, and hire kitchen staff who show up, work hard, and stay loyal. Whether you’re opening your first place or rebuilding your team after turnover, this is the behind-the-scenes blueprint you’ve been looking for.
Understanding Back-of-House Roles & Responsibilities
Before kitchen staff hiring, you need to understand who you’re hiring — and why they matter. The back-of-house isn’t just “the kitchen staff.” It’s a full-on system of chefs, cooks, and support staff.
Here's a breakdown of the key players:
Executive Chef / Head Chef
The boss of the kitchen. This person leads the BOH team, creates the menu, manages food costs, orders inventory, and ensures consistency across dishes. In smaller restaurants, this role might be combined with Sous Chef duties.
Pro Tip: You need someone with leadership skills, not just cooking talent.
Sous Chef
The right-hand of the Executive Chef. They handle day-to-day operations, make sure orders go out on time, and step in wherever needed. Think of them as the kitchen’s operations manager.
Pro Tip: Look for someone who thrives under pressure and knows how to motivate others.
Line Cook
These are your workhorses. Line cooks prepare dishes during service — grilling, sautéing, plating — depending on their station (grill, fryer, salad, etc.).
Pro Tip: A strong line cook can make or break your kitchen’s flow during peak hours.
Prep Cook
They come in early, stay behind the scenes, and make sure everything is ready before the line gets busy. Prepping veggies, marinating meats, making sauces — this role builds the foundation for smooth service.
Pro Tip: A good prep cook keeps your kitchen one step ahead — every single day.
Dishwasher / Steward
The unsung hero. Clean plates, pans, and equipment are essential to keeping things running. A reliable dishwasher reduces stress on your cooks and keeps the kitchen safe and sanitary.
Pro Tip: This role might seem basic, but without it, everything slows down.
Expeditor (Expo)
They’re the communication bridge between the kitchen and front-of-house. They manage the ticket flow, check plates before they go out, and ensure special requests are followed.
Pro Tip: An experienced expo prevents chaos when orders start piling up.
Kitchen Porter / Utility Staff
They support the entire kitchen by doing odd jobs: taking out trash, refilling stations, basic cleaning, and stocking deliveries. In small kitchens, this role can make everyone else’s job easier.
If you’re looking for a complete guide on hiring restaurant staff across all roles — front and back of house — check out our detailed post: Recruiting for Restaurants – How to Hire the Right Restaurant Staff?
How to Create the Right Job Posting?
Most BOH job ads sound like a grocery list of responsibilities and unrealistic expectations. That’s why they get ignored.
If you want to attract serious, reliable, hard-working kitchen staff, your job post needs to speak their language, respect their skills, and be brutally clear about what the job involves.
Here’s how to craft a killer job post that gets attention — and applications from the right people.
Job Description Writing
A simple checklist to write clear, effective job roles that attract the right talent.
Start With a Straightforward Job Title
Skip the fluff. No one’s searching for a “Culinary Ninja” or “Dish Wizard.” Use clear titles like:
- Line Cook – Full Time / Dinner Shifts
- Prep Cook Needed – Weekday Mornings
- Sous Chef – Fast-Paced Kitchen Experience Required
Your headline should be searchable, specific, and honest about the role.
Write a No-Nonsense Intro Paragraph
This is where you make your first impression. Keep it short but compelling:
“We’re a fast-growing neighborhood restaurant known for scratch-made food and a tight-knit kitchen team. We’re hiring a Line Cook who can handle the heat, take pride in their work, and show up ready to hustle.”
Make it feel human. Let them know what kind of team they’d be joining.
List Responsibilities (But Keep It Real)
Mention only the actual tasks they’ll do daily. Avoid corporate buzzwords. For example:
Responsibilities:
- Cook and plate dishes during dinner service
- Maintain cleanliness and food safety at your station
- Prep ingredients as assigned
- Communicate clearly with the team under pressure
Don’t overload the list. Focus on the top 4–6 duties that truly matter.
Define What You’re Looking For
Be direct about the qualities and experience you expect. This saves time on both sides.
You’re a good fit if:
- You’ve worked at least 1 year in a busy kitchen
- You’re dependable — you show up on time and ready to go
- You don’t crack under pressure
- You care about clean work and quality food
Avoid vague lines like “must be a team player” — everyone says that.
Mention Pay and Perks (If You Can)
Transparency builds trust. Mention hourly rates, tip sharing, meals, and benefits if applicable.
“$18–$21/hour depending on experience + shift meals + employee discount + 2 days off per week guaranteed.”
If your kitchen treats staff well, say it proudly. That’s a huge selling point.
Include Schedule Expectations
Be upfront about hours, days, and flexibility.
“Shifts are Tuesday–Saturday, 2:00 PM to 10:30 PM. Sundays and Mondays off.”
Don’t surprise people later — clear expectations reduce early turnover.
Make It Easy to Apply
Keep the process simple. For example:
“To apply, text your name and experience to +1-xxxxxxxxx, or email your resume to xyz@email.com”.
Kitchen staff often apply from their phones. The easier you make it, the more responses you'll get.
Where to Post and Promote Your Job Openings?
You’ve written a solid job posting, but now the question is: where do you find reliable back-of-house staff who won’t ghost you mid-shift?
Here’s a breakdown of the best places (online and offline) to promote your BOH job listings and actually get responses from people who show up, work hard, and fit your kitchen culture.
- Online Job Boards (Targeted for Restaurants)
- Social Media (Fast + Free Exposure)
- Local Culinary Schools & Training Centers
- In-House Posters & Table Tents
- Referrals from Current Staff
- Local Restaurant Communities
- Craigslist (Yes, Still Useful)
Pro Tip: Don’t rely on just one place. Post your job in 3–4 locations at once, and share across your social media for extra reach. The goal isn’t just quantity, but quality.
How to Interview Kitchen/Back-of-House Candidates?
You’ve got a few solid applications in hand. Great. But now comes the hard part: figuring out who’s right for your kitchen — not just on paper, but on the line.
Interview Questionaire
A ready-to-use set of smart questions to find the best-fit candidates for your restaurant.
Here’s how to run a smart, simple, and revealing interview process:
Set the Tone
BOH candidates don’t want a corporate interrogation. Keep it professional, but grounded. Interview in the kitchen or at a quiet table during off-hours. Offer water or a coffee. Be human.
“Hey, thanks for coming in. Let’s talk about your experience and see if this could be a good fit for both of us.”
Ask Real-World, Kitchen-Focused Questions
Skip the HR jargon. Ask about situations that reflect what they’ll face:
- “Tell me about the busiest kitchen you’ve worked in. How did you handle the pressure?”
- “What’s your go-to strategy when you’re in the weeds during service?”
- “How do you make sure your station stays clean and organized during a rush?”
- “Have you ever disagreed with a chef or team member? How did you handle it?”
- “What dish or task do you feel strongest at? What do you want to get better at?”
Listen for confidence, humility, and real kitchen logic — not memorized answers.
Use a Working Interview or Trial Shift (If Possible)
The best way to know if someone can handle your kitchen? Watch them in your kitchen.
- Invite them for a 1–2 hour trial shift (paid, even if just a token amount)
- Assign basic prep tasks or shadowing — don’t throw them on the line right away
- See how they move, listen, communicate, and follow direction
Observe their work ethic, attitude, and hygiene. You’ll learn more in 30 minutes of prep than in 30 questions.
Watch for Red Flags
Pay attention to signs like:
- Talking trash about every past job
- Blaming others for mistakes
- Not asking any questions about your kitchen or team
- Dodging availability or commitment questions
- Lack of eye contact or inconsistent stories
It’s better to wait a week for the right hire than deal with two months of regret.
End with Clear Expectations
If they seem like a good fit, be upfront about the next steps:
- Schedule (days, hours, expectations)
- Pay, tip-out policies, uniform
- Team culture — how you run the kitchen, what matters most
- Trial period or probation, if any
3 Questions to Ask Yourself After the Interview
After they leave, take 5 minutes to check your gut:
- Would I trust this person during a Saturday night rush?
- Did they seem reliable, honest, and self-aware?
- Would my current team enjoy working alongside them?
If it’s a yes across the board — call them back fast. Good BOH candidates don’t stay available for long.
Final Tips for Hiring the Right BOH Staff
The truth is, you don’t just want to fill a spot — you want to build a strong kitchen crew that works hard, shows up, and stays loyal. Here are a few final strategies to not only make better hires… but to keep them longer, too.
- Hire for Attitude, Train for Skill
- Offer Fair Pay and Predictable Schedules
- Have a Smooth Onboarding Process
- Invest in Growth (Even for Prep Cooks)
- Create a Culture of Respect
Final Words
Hiring back-of-house staff isn’t just about filling roles, it’s about building a team that can handle pressure, trust each other, and keep your kitchen running smoothly. From writing the right job post to nailing the interview to creating a culture that makes people want to stay — it all matters.
Do it right, and you won’t just survive rush hour. You’ll thrive in it.
Want help choosing the right systems to manage staff schedules, track hours, and reduce no-shows? Butter POS has your back — from front to back of the house.
Frequently Asked Questions (FAQs)
Why is hiring the right back-of-house staff so important for a restaurant?
Back-of-house staff directly impact food quality, speed of service, and overall consistency. Even if your front-of-house team is excellent, a weak kitchen team can lead to delayed orders, inconsistent dishes, and poor reviews. Hiring the right BOH staff builds a strong operational backbone that keeps the entire restaurant running smoothly, especially during high-pressure rush hours.
What roles are considered part of the back-of-house team?
The back-of-house team typically includes the executive or head chef, sous chef, line cooks, prep cooks, dishwashers, expeditors, and utility or kitchen porters. Each role supports the kitchen in a different way, and together they form a system that ensures food is prepared, plated, and delivered efficiently.
How do I determine which BOH roles my restaurant actually needs?
This depends on your menu size, service volume, and kitchen layout. Smaller restaurants may combine roles, such as a head chef who also handles sous chef duties, while larger operations need clearly defined positions. Start by mapping your daily kitchen workflow and identifying where support is needed to avoid bottlenecks.
What qualities matter most when hiring kitchen staff?
Reliability, attitude, and the ability to handle pressure matter more than flashy resumes. A candidate who shows up on time, communicates well, and stays calm during busy shifts often performs better long-term than someone with strong skills but a poor work ethic.
Should I prioritize experience or attitude when hiring BOH staff?
Attitude should come first. Skills can be taught, but discipline, teamwork, and accountability are harder to change. Hiring someone who respects the kitchen culture and is willing to learn usually leads to better retention and smoother operations.
How can I write a job posting that attracts serious kitchen staff?
A strong job post should be clear, honest, and practical. Use straightforward job titles, describe real daily responsibilities, mention pay and schedules upfront, and avoid exaggerated expectations. Kitchen staff value transparency and are more likely to apply when they know exactly what they’re signing up for.
Is it important to mention pay and schedule in BOH job ads?
Yes, transparency builds trust from the start. Mentioning hourly pay ranges, shift timings, days off, and perks like staff meals reduces mismatched expectations and helps attract candidates who are genuinely available and committed.
Where should I post job openings for back-of-house roles?
The best results come from using multiple channels. Online restaurant-focused job boards, social media, staff referrals, local culinary schools, and even in-house posters can all be effective. Relying on several sources increases your chances of finding dependable candidates.
Are employee referrals effective for hiring kitchen staff?
Employee referrals are often one of the most reliable hiring methods. Current staff usually recommend people they trust and can work with, which improves cultural fit and reduces the risk of no-shows or early turnover.
How should I prepare for a kitchen staff interview?
Focus on real kitchen scenarios instead of generic interview questions. Review the candidate’s experience, understand your expectations clearly, and be ready to explain your kitchen’s pace, standards, and culture so both sides can assess fit.
What type of interview questions work best for BOH candidates?
Questions that reflect real service situations work best. Ask about handling pressure, staying organized during rushes, resolving conflicts in the kitchen, and maintaining cleanliness. These questions reveal how candidates actually perform under stress.
Is a trial shift necessary when hiring kitchen staff?
A paid trial shift is one of the best ways to evaluate a BOH candidate. It shows how they move in the kitchen, follow instructions, manage hygiene, and interact with the team. Even a short trial can reveal more than a long interview.
What red flags should I watch for during BOH interviews?
Common red flags include blaming past employers, avoiding responsibility, showing poor communication, or being unclear about availability. Lack of curiosity about your kitchen or role is also a sign the candidate may not be genuinely interested.
How can I tell if a candidate will fit my kitchen culture?
Look at how they communicate, listen, and respond to feedback. Candidates who ask thoughtful questions, respect the team, and show humility tend to adapt better and contribute positively to kitchen morale.
How do I set clear expectations after hiring BOH staff?
Clearly explain schedules, pay structure, kitchen rules, food safety standards, and performance expectations from day one. Transparency during onboarding reduces confusion and sets the tone for accountability and professionalism.
Why is onboarding important for kitchen staff retention?
A smooth onboarding process helps new hires feel confident and supported. Clear training, defined roles, and early guidance reduce mistakes, stress, and early resignations, which are common issues in BOH turnover.
How can predictable schedules improve BOH staff loyalty?
Consistent schedules help kitchen staff plan their lives outside work. Predictability reduces burnout, improves attendance, and builds trust, making employees more likely to stay long-term.
What role does kitchen culture play in staff retention?
A respectful, supportive kitchen culture encourages teamwork and loyalty. When staff feel valued, heard, and treated fairly, they are more motivated to perform well and less likely to leave during busy or stressful periods.
How can restaurant owners reduce BOH staff turnover?
Fair pay, clear communication, growth opportunities, and respectful leadership all contribute to lower turnover. Investing in training and recognizing effort also makes staff feel appreciated and committed.
How can systems and tools support better BOH staff management?
Tools that help manage schedules, track hours, and streamline communication reduce confusion and no-shows. When systems support daily operations, managers spend less time fixing problems and more time supporting their kitchen team.
Region: United States
