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Site Update

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Chef Hiring Pulse: 20–26 May 2025


Featured Campaign

Project: All-Services Blog Hub Launch
Why It Stood Out: Every service we offer is now live as its own SEO blog, complete with pricing, use cases, and direct links.
Impact: Site structure is now centralised and skimmable, making it easier for chefs, agencies, and employers to engage.

Customer Shoutout
Client: Relief Chef Agency, Midlands
Success: 12 inbound leads in 4 days after posting a chef role through our Facebook Group Boost and Job Ad Writing Service
How We Helped: Delivered a rewritten AI-optimised job ad and posted it across 30+ chef groups within 24 hours

Platform Updates

  • New Socials Page created with links to all chef-facing accounts and a full list of Facebook groups
  • Founder Blog launched to invite credible industry support without outside capital
  • Four stakeholder blogs now live:
    • For Chefs: Share Your Story. Shape the Industry.
    • For Employers: Fixing Hiring by Listening First
    • For Agencies: Better Data, Better Placements
    • For Brands: Collaborating with the Industry’s Frontline

Market Insights

  • Chef wage tables now live, breaking down pay by role and region—already informing quote requests and salary negotiations
  • CDP and sous roles remain in high demand, especially when live-in is offered
  • Instagram Bio Optimizer uptake is climbing—visibility is becoming a must-have, not a bonus

Hiring Tip
If your ad says “accommodation included,” show it.
Even one photo or a line like “flat above the pub with garden view” helps convert more views to interest. Visuals = trust.

Mara’s Note
We wrote and published the entire blog catalogue in under 30 days.
It’s not about ticking boxes—it’s about building weapons.
If you’re not using them, someone else is.

Michael’s Note
The pricing structure is now fully public. That’s intentional.
Transparency earns trust. If you’re hiding pricing, you’re already behind.

Wesley’s Note
This platform is a blueprint for disruption.
We’re not building The Chef Network to compete with agencies—we’re building it to power them better, faster, and fairer.
If you don’t see the angle yet, call me. I’ll walk you through it.

Renee’s Note
Chefs need real visibility. The website tools, the Instagram kits, the bio optimizer—it’s all designed to make them findable.
That’s where the confidence starts.
We’re building not just software—but belief.

Need your role written, posted, and seen by the right chefs?
Send it in—we’ll handle everything from copy to clicks.

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Become a Founder of The Chef Network

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TLDR: Chef hiring is broken. We’re fixing it—with AI, access, and a platform built for the real people in hospitality. Founders help us stay independent while shaping what comes next.

Introduction

Chef hiring is broken. We’re fixing it—with AI, access, and a platform built for the real people in hospitality. Founders help us stay independent while shaping what comes next.

Table of Contents

1. What Is the Founder Program?

This isn’t a donation. It’s a partnership.

Founders help us grow without outside investors—and in return, they influence how the platform evolves.

It’s for chefs, employers, agencies, and anyone who believes the hiring process should be simpler, smarter, and built from experience.

2. Why Become a Founder?

  • Shape What Comes Next: You’ll have direct access to the team, influence new features, and help shape hiring policy across the platform.
  • Visible Industry Credibility: Your name or business will appear on our digital Founder Wall—recognised across the network and respected in the trade.
  • Access That Moves You Forward: From early feature previews to custom hiring insights, Founders get tools and data that make a difference.

3. Founder Tiers

Head Chef (Individual Tier)

  • Name listed on the Founder Wall
  • Founder badge for your chef profile
  • Early access to new tools and platform features
  • Downloadable assets to show your status online

Best for chefs, consultants, and professionals who want a voice in the future of the trade.

Group or Agency (Business Tier)

  • All individual perks
  • Spotlight feature in our monthly newsletter (2.2M+ reach)
  • Custom hiring insights and platform usage data

Best for chef agencies, hospitality groups, or industry leaders who want to help set the standard.

4. Where Your Support Goes

  • Building tools that reduce friction in the hiring process
  • Expanding across the UK and key regions abroad
  • Maintaining platform independence, speed, and affordability

We’re building the infrastructure that chefs and employers actually need. You help us stay aligned with the real world.

5. This Is Participation, Not Ownership

You won’t own shares.

You’ll shape decisions.

You’ll help set the direction.

And you’ll be credited for backing something better.

Conclusion

Become a Founder today. Support the next era of chef hiring.

A partnership where chefs, employers, and agencies support growth without outside investors and gain influence over platform development.

Founders shape new features, gain early access to tools, and receive industry recognition via our digital Founder Wall.

Head Chef tier: Founder badge, profile listing, early feature access; Group/Agency tier adds newsletter spotlight and custom hiring insights.

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Where to Connect With Us Online – Explore The Chef Network’s Digital Community

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TLDR: Want to follow, post, or connect with the wider hospitality scene? Here’s where we’re active online—from job posts and memes to insights and direct hiring tools. Plus, a full list of Facebook groups you can join today.

Introduction

The Chef Network is more than just a job board—it’s a living, breathing online ecosystem. Across our main social channels and over 30 Facebook groups, we help chefs, agencies, and hospitality leaders find each other, share insights, post jobs, and grow stronger together. This page outlines where to follow us, what we post, and how to plug into our network directly.

Table of Contents

1. Main Social Platforms

Instagram (@thechef.network)

  • What we do here: Post reels, job ads, chef spotlights, industry memes, and chef life behind the scenes.
  • Use it for: Following job updates, sharing chef content, and getting featured in the community.

Facebook Page (The Chef Network)

  • What we do here: Share top job posts, client wins, and chef tips. Used heavily for daily interaction.
  • Use it for: Tagging chefs, sharing your jobs, or commenting on trends and updates.

LinkedIn (The Chef Network)

  • What we do here: Share industry insights, growth tips for chef agencies, and new service launches.
  • Use it for: Networking, B2B outreach, and following updates that help hospitality hiring.

TikTok (@thechef.network)

  • What we do here: Short chef reels, funny hospitality skits, behind-the-scenes kitchen energy.
  • Use it for: Visibility. Get your content reshared or featured.

YouTube (The Chef Network TV)

  • What we do here: Interviews, hiring explainers, and chef lifestyle stories.
  • Use it for: Long-form industry insights or sharing your own journey with us.

X/Twitter (@thechefnetwrk)

  • What we do here: Announce new tools, job openings, and link to blogs and updates.
  • Use it for: Keeping pace with the industry and fast-launch job roles.

2. Why We’re Sharing This

Because transparency builds trust. We want you to know where our content lives, how to engage with it, and how to get your work seen. Whether you’re a head chef, recruiter, freelancer, or GM—you’ve got access to this network. It belongs to the industry.

3. Our Active Facebook Groups (Selected List)

Group Name: Freelance Chefs UK
Audience: Freelancers, Agencies, Event Planners
Members: 22,000+
Summary: A group for posting and finding last-minute or freelance chef roles across the UK.
Use Case: Agencies posting urgent shifts, chefs promoting themselves, venues filling gaps fast.
CTA: [Click to join and start posting jobs.]

Group Name: Relief Chefs UK
Audience: Agencies, Hotels, Pubs
Members: 10,000+
Summary: UK-based group for relief chef placements, short contracts, and seasonal backup.
Use Case: Agency coverage, short-notice bookings, chefs sharing availability.
CTA: [Click to join Relief Chefs UK.]

Group Name: Chef Jobs London
Audience: Chefs, Employers, Recruiters
Members: 14,000+
Summary: London-specific hiring network for all types of chef jobs.
Use Case: Location-based recruiting, event catering leads, personal chef work.
CTA: [Join now and start connecting.]

Group Name: Michelin Star Chefs UK
Audience: High-calibre chefs, elite venues, agencies
Members: 5,000+
Summary: A niche space for elite placements and high-standard recruitment.
Use Case: Exclusive chef sourcing, portfolio sharing, brand building.
CTA: [Request access to Michelin Star Chefs UK.]

Conclusion

This isn’t just about where we post—it’s about where you connect, share, and grow. From memes to menus, jobs to jokes, The Chef Network’s online spaces are built to empower everyone in the industry.

Instagram (@thechef.network), Facebook (The Chef Network), LinkedIn (The Chef Network), TikTok (@thechef.network), YouTube (The Chef Network TV), and X/Twitter (@thechefnetwrk).

Freelance Chefs UK, Relief Chefs UK, Chef Jobs London, and Michelin Star Chefs UK.

Follow and interact on our social channels; join and post in our active Facebook groups; tag chefs or share job posts.

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Run Smoother Shifts: Free Time Management Training for Hospitality Teams

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TLDR: Our free time management courses for hospitality staff teach your team how to prioritise, prep efficiently, and stay calm under pressure—so every shift runs smoother. No boring theory—just real tools for the real pace of hospitality.

Introduction

Chaos is optional. Time management is trainable.

Table of Contents

1. Why Time Management Is a Skill (Not a Trait)

Many staff think being “bad with time” is just who they are. But when time is broken into tasks, flow improves. With the right structure, even busy kitchens find space. Time management leads to:

  • Better prep flow
  • Fewer service delays
  • Less burnout

2. What’s Included in the Course Pack

  • 3 micro-lessons (under 10 minutes each)
  • Video + PDF format
  • Key modules:
  • Pre-shift planning
  • Task stacking & sequencing
  • Handling time pressure on the pass or floor
  • Printable prep planning sheet
  • Reflection checklist to track progress

3. How to Use This With Your Team

  • Share one module per week in team WhatsApp or meetings
  • Print and post the checklist in BOH or FOH spaces
  • Include in onboarding for new chefs and servers
  • Use pre-shift as a 5-minute discussion prompt

Quick wins that build long-term habits.

4. Who This Training Is For

  • Chefs who always feel behind on prep
  • FOH teams that lose track during service
  • Managers wanting smoother shift handovers
  • Any venue where “rush” feels like the norm

You don’t need new staff—you need better rhythm.

5. Measurable Benefits in the Kitchen and on the Floor

  • A Birmingham kitchen shaved 45 minutes off prep using the sequencing tool
  • A pub group rolled this out across 5 sites—shift chaos dropped, reviews improved
  • A hotel bar team trained new hires faster with fewer mistakes

Less panic. More control.

6. How to Access the Courses Today

  • Step 1: Click the link
  • Step 2: Download the video and PDF modules
  • Step 3: Start with one idea this week—and build from there

Simple tools. Big shift.

Conclusion

Our free time management courses for hospitality teams help your staff stay focused, move faster, and work smarter—without burnout. No fluff. No overwhelm. Just better service through better structure.

Click to access free time management courses for your team—and start running smoother shifts this week.

It’s a free, practical course teaching hospitality teams how to prioritise, plan, and stay calm under pressure. Designed for real kitchens—not classrooms.

Chefs, servers, and managers in busy venues who want smoother prep, better service flow, and less shift chaos.

Click the link, download the modules (videos + PDFs), and share them with your team via WhatsApp or briefings. It’s free and ready to use now.

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Free In-House Health & Safety Audit Tracker

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TLDR: Our In-House Health & Safety Audit Tracker is a free digital toolkit that helps hospitality teams self-audit cleaning, fridge temps, allergens, equipment, and compliance—keeping kitchens inspection-ready year-round.

Introduction

Health & safety isn’t just about ticking boxes—it’s about protecting your people, your guests, and your reputation. This toolkit gives you everything needed to run clear, trackable internal audits before the EHO shows up.

Table of Contents

1. Why Internal Audits Matter

Surprise inspections happen
Staff forget systems without reminders
One missed log = serious risk (or fine)
Regular in-house audits keep you proactive—not panicked.

2. What’s Inside the Audit Toolkit

Google Sheet/Excel audit tracker
Weekly and monthly audit templates

  • Cleaning logs
  • Fridge & freezer temp checks
  • Allergen controls
  • First aid & equipment logs
  • Staff training + signage reviews

Summary dashboard to track completion rates
Designed to be used on mobile, tablet, or desktop.

3. How to Use It Day-to-Day

  • Assign audit days (weekly or bi-weekly)
  • Let section heads log checks for their area
  • Use the dashboard to monitor missed items or trends
  • Review monthly to spot weak spots and update SOPs

Simple to use. Powerful in preventing problems.

4. Who Should Use This

  • Restaurant and pub managers
  • Head chefs with compliance responsibility
  • Ops teams auditing multiple venues
  • Anyone preparing for an EHO visit or third-party inspection

If your compliance is based on memory—it’s time to upgrade.

5. Results From Real Kitchens

  • A 2-site pub group went from ad-hoc paper logs to weekly digital checks—zero issues at inspection
  • A café chain used it to retrain staff after spotting allergen control gaps
  • A boutique hotel improved audit pass rate by 35% using the tracker weekly

Accountability turns checklists into culture.

6. How to Download and Start Auditing

Step 1: Click the link
Step 2: Download the tracker (Excel or Google Sheets)
Step 3: Assign audit days and start logging

Conclusion

Our In-House Health & Safety Audit Tracker gives you structure, visibility, and peace of mind. Run your kitchen like you’re being inspected—even when you’re not.

Click to download the free audit tracker and take control of your kitchen compliance.

It’s a free digital toolkit that helps hospitality teams self-audit cleaning, fridge temps, allergens, and more—keeping you EHO-ready all year.

Start each shift by reviewing goals or practicing mindfulness—this sets a calm, focused tone and prepares you to handle pressure constructively.

Restaurant managers, head chefs, and ops teams preparing for inspections or wanting consistent health & safety standards across venues.

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How Big Is Hospitality in the UK? A Look at Jobs, Trends & What’s Next

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TLDR: The UK hospitality industry remains a massive economic force. In 2022, it employed around 3.5 million people—making it the third-largest employment sector in the country. But by June 2024, that number dropped to 2.8 million. This blog explores why, and what’s next.

Introduction

More than just plates and pillows—it’s one of the UK’s biggest employers. The sector spans food service, hotels, events, and related fields—and it’s deeply woven into the UK’s culture and economy. But it’s also in flux. Seasonal shifts, economic headwinds, and evolving workforce demands are changing the landscape.

Table of Contents

1. Why Hospitality Still Matters

Even at 2.8 million jobs, hospitality is:

  • Bigger than transport and logistics
  • A primary employer of young workers
  • One of the most diverse, people-driven industries in the UK

It’s more than an industry—it’s an ecosystem.

2. How Many People Work in Hospitality?

2022: ~3.5 million people (UKHospitality)

June 2024: ~2.8 million people (~7.5% of UK jobs, per ResearchBriefings.Parliament.uk)

This covers roles in:

  • Restaurants and cafés
  • Hotels and accommodation
  • Pubs, clubs, events
  • Catering, institutional kitchens, and more

3. What’s Behind the Drop in Jobs?

  • Post-pandemic closures and reduced venue capacities
  • Seasonal reductions and Brexit-linked labour shifts
  • Increased automation and leaner staffing models
  • Higher cost of living causing career pivots

It’s not one issue—it’s a stack of compounding pressures.

4. Where Are the Jobs Going?

  • Larger chains are centralising operations and reducing local hiring
  • Independents are struggling to match wages and hours
  • Some roles are shifting to gig/freelance contracts
  • Others are lost to attrition—people leaving hospitality altogether

This reshaping affects how, where, and who gets hired.

5. What This Means for Employers & Chefs

For Employers:

  • Fewer applicants = need to stand out with pay, culture, and clarity
  • More reliance on short-term staff, agencies, and freelance models

For Chefs:

  • More flexibility—but also more competition for premium roles
  • Bigger focus on upskilling, branding, and networks

The old playbook won’t cut it.

6. What Happens Next?

  • Continued shift toward flexible, freelance, or live-in staffing
  • More digital recruitment (job boards, WhatsApp, referrals)
  • Pressure on wages and retention to balance cost vs quality
  • Role of policy and training programs to fill future gaps

Adaptability, not size, will define success.

Conclusion

Hospitality still stands as one of the UK’s largest sectors—but its shape is changing. Whether you’re a chef or employer, understanding these trends is key to navigating what’s next.

Click to read the full blog and explore how employment trends are shaping the UK’s hospitality landscape.

As of June 2024, it employs around 2.8 million people—making it the UK’s third-largest employment sector despite recent job drops.

A mix of post-COVID closures, Brexit labour shifts, automation, and rising living costs is reducing workforce size across the sector.

Expect more freelance roles, digital recruitment, and competition for top jobs. Upskilling and strong work culture will matter more than ever.

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How to Stay Current with Technology Trends in the Hospitality Industry

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TLDR: Staying current with technology in hospitality boosts efficiency, strengthens your career, and enhances guest experiences. From AI-powered hiring to restaurant management software, staying ahead matters. Explore new tools, learn from your network, and adapt early. This site offers expert-led insights tailored to the fast-paced world of hospitality technology.

Introduction

Technology is reshaping every corner of the hospitality industry—from how chefs run their kitchens to how managers recruit talent or streamline bookings. For hospitality professionals, staying ahead of these trends isn’t just helpful—it’s critical. Whether you’re a head chef, restaurant owner, or team lead, understanding new tech keeps you competitive, efficient, and future-ready. This guide offers expert-backed strategies to help you keep up with hospitality technology and turn innovation into opportunity.

Table of Contents

1. Why It Pays to Stay Ahead of Hospitality Tech

The pace of change in hospitality is accelerating—and those who stay informed thrive. Here’s why staying current with technology trends in the hospitality industry directly impacts your success:

  • Faster, Smarter Hiring: AI-powered recruitment platforms now screen candidates faster and more accurately, connecting the right chefs to the right kitchens. Knowing how to use these tools can shorten your job search and elevate your team.
  • Career Resilience & Growth: When you understand emerging technologies, you stay relevant. Tech-savvy professionals are more likely to land leadership roles, adapt quickly, and avoid being left behind in an evolving market.
  • Improved Operations & Team Communication: Digital tools—from scheduling software to cloud-based inventory systems—help kitchens and front-of-house teams work smarter. Mastering these platforms improves productivity and reduces daily stress.
  • Better Guest Experiences: Today’s diners expect more—personalization, speed, and seamless service. Whether it’s a smart reservation system or QR menu integration, technology can elevate your guests’ experience and your venue’s reputation.

2. 13 Smart Ways to Stay Current with Industry Technology

Keeping up doesn’t mean being glued to a screen. These 13 practical strategies will help you stay updated, informed, and ahead of the game:

  • Join a Professional Network: Connect with fellow chefs, managers, and operators through this platform to stay on top of what’s changing—and what actually works.
  • Learn from a Mentor: Find someone in your niche who’s already adopting new tech. Their real-world insights are often more useful than any blog post.
  • Attend Industry Events & Expos: Whether virtual or in-person, events like restaurant tech expos offer hands-on demos and introduce you to tools you haven’t yet considered.
  • Prioritize Industry News: Block out time weekly to check in on trusted sources. Subscribing to newsletters from leaders in hospitality tech can keep you one step ahead without overwhelming your inbox.
  • Follow Innovators on Social Media: Track chefs, restaurateurs, and software developers who are pushing boundaries. LinkedIn, Instagram, and even TikTok are full of first-look insights.
  • Invest in Courses or Certifications: Short online courses on AI, POS systems, or digital marketing for restaurants can sharpen your edge—and give your CV a boost.
  • Talk Shop with Peers: Sometimes the best insight comes from a casual kitchen chat. Ask your team what tools they’ve used, what works, and what doesn’t.
  • Watch Hospitality-Focused Talks & Webinars: TED Talks and industry webinars offer deep dives into how technology is transforming service, staffing, and culinary innovation.
  • Tune into Podcasts: Listen while commuting or prepping. Look for shows focused on food-tech, sustainability, or restaurant entrepreneurship for quick, practical takeaways.
  • Keep Tabs on Start-ups: Many breakthroughs come from hospitality tech start-ups. Follow their launches and pilot programs—you might spot a game-changer early.
  • Try Before You Buy: Experiment with new tech on a trial basis—inventory apps, kitchen automation tools, or even AI-based menu generators. Experience will teach you more than a review ever could.
  • Look Beyond Your Segment: Hotels, catering companies, and event venues often adopt tools before restaurants do. See what’s working for them—and consider cross-applying.
  • Be Selective About What You Adopt: Not all tech is worth your time. Evaluate new tools based on practicality, return on investment, and whether they solve an actual pain point in your day-to-day.

Conclusion

Technology in hospitality isn’t slowing down—and that’s a good thing. Whether you’re looking to streamline your kitchen, upgrade your career, or wow your guests, staying current with technology trends in the hospitality industry gives you an undeniable edge. From AI hiring tools to smarter kitchen systems, the future is already here. Stay curious. Stay informed. And most importantly—stay adaptable.

Explore emerging roles, post open positions, and discover practical tech insights tailored to hospitality professionals on The Chef Network. Your next move starts now.

Why should hospitality professionals keep up with technology?

Staying updated improves hiring, boosts career growth, enhances guest experiences, and streamlines daily operations in kitchens and front-of-house environments.

Join professional networks, follow industry leaders on social media, attend expos, take short courses, and test new tools that solve real operational problems.

Prioritize AI hiring tools, scheduling software, inventory systems, and guest experience platforms like POS or smart reservations—anything that boosts efficiency and service.

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Turn up, Log in, Switch off: The Right to Disconnect

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TLDR: Hospitality professionals in the UK face pressure to be “always on.” The right to disconnect protects mental health and work-life balance. Here’s how understanding and enforcing it benefits your team and business.

Introduction

In the hospitality industry, the lines between work and personal time often blur. Whether you’re a chef answering texts after service or a manager checking emails late into the night, this “always-on” culture is exhausting. Yet, the UK’s evolving “right to disconnect” offers a way to reclaim your downtime without sacrificing professionalism. Knowing your rights — and fostering this respect within your team — improves wellbeing and productivity alike.

Table of Contents

1. What Is the Right to Disconnect?

The right to disconnect means employees are not obliged to engage in work-related communications outside working hours. It protects mental health by setting clear boundaries between work and personal life. While this principle is becoming law in parts of Europe, in the UK it remains more of a growing best practice — especially in demanding sectors like hospitality.

2. Why Does It Matter for Hospitality Professionals?

Hospitality is fast-paced and people-driven. Long shifts, split schedules, and emergency calls are common. But being constantly reachable—even off the clock—leads to burnout and turnover. Chefs and managers who can fully switch off return refreshed, more creative, and better able to handle the pressures of the job.

  • Mental health impact: Persistent work stress harms focus and wellbeing.
  • Team morale: Respecting downtime builds trust and loyalty.
  • Business benefits: Reduced burnout means fewer absences and higher retention.

3. Common Challenges in Hospitality Work Culture

Why is disconnecting hard here? Because hospitality traditionally prizes flexibility and availability:

  • Last-minute shift changes often communicated via phone or WhatsApp.
  • Managers answering emails during off-hours to prepare for busy periods.
  • Staff expected to be reachable for emergencies.
  • Fear that ignoring messages signals lack of commitment.

These habits create a cycle of overwork that’s tough to break.

4. Legal Landscape: What UK Hospitality Employers Should Know

The UK currently has no statutory right to disconnect, but government and employment bodies encourage best practices. Employers must:

  • Comply with working time regulations limiting hours worked.
  • Ensure reasonable breaks and rest periods.
  • Consider formal policies on after-hours communication.

Proactive hospitality businesses treat the right to disconnect as essential to staff welfare and compliance.

5. How to Implement the Right to Disconnect in Your Team

Adopting this right is easier than it seems and can start with small steps:

StepActionBenefit
Set clear communication hoursDefine when work calls and emails should be answeredPrevents after-hours interruptions
Use scheduling toolsAutomate shift updates to reduce last-minute messagingImproves planning, reduces stress
Encourage manager leadershipTrain managers to respect boundaries and model behaviourBuilds team culture of trust
Provide offline alternativesUse notice boards or scheduled briefings for important updatesLimits digital dependence
Support mental healthOffer wellbeing resources and open discussions on workloadShows care, reduces burnout

6. Real-World Examples: Hospitality Success Stories

Some UK hospitality venues have embraced the right to disconnect with remarkable results:

  • A boutique hotel reduced after-hours messaging by 70% by enforcing “no contact after 8pm.” Staff reported better sleep and energy.
  • A restaurant group introduced mandatory offline days and saw a drop in absenteeism. Managers noted improved team morale and creativity.

These changes reinforce that respecting personal time strengthens the whole business.

7. How Our Platform Supports Healthy Work Boundaries

This site champions fair work practices in hospitality recruitment. We:

  • Promote employers with clear policies supporting staff wellbeing.
  • Provide advice on building respectful work cultures.
  • Connect chefs and managers who value balance and professional growth.

Finding roles or candidates that respect your right to disconnect starts here.

Conclusion

The right to disconnect for hospitality professionals UK is no longer optional—it’s essential. In an industry built on passion and long hours, setting boundaries protects your team’s health and your business’s future. Employers and chefs alike must lead the change toward respectful, balanced work lives. Our platform is here to help you find roles and talent aligned with these values.

Ready to join a hospitality community that values your wellbeing? Start building a team that respects the right to disconnect—and thrive together.

What is the ‘right to disconnect’ in hospitality?

It’s the principle that staff shouldn’t be expected to respond to work messages outside their scheduled hours. While not yet law in the UK, it’s a growing best practice that protects mental health and prevents burnout.

The culture prizes constant availability—last-minute shift changes, off-hour messages, and unspoken pressure to stay responsive. Without boundaries, this leads to exhaustion and high staff turnover.

Set clear communication hours, use scheduling tools, avoid after-hours contact, and train managers to model respectful boundaries. Supporting downtime builds trust, retention, and better performance.

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What Gen Z Wants in Hospitality Jobs—and How to Hire Them

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TLDR: Gen Z is transforming the hospitality recruitment landscape. They’re looking for flexibility, purpose-driven roles, technology-forward employers, and sustainability. To attract them, businesses must rethink how they recruit, communicate, and retain talent. This guide offers practical ways to align your hiring strategy with Gen Z’s values to stand out in a competitive market.

Introduction

Gen Z is entering the hospitality industry with unique expectations that challenge the traditional approach to work. Born between the mid-1990s and early 2010s, this generation doesn’t view their jobs the way previous generations did. They seek more than a paycheck; they want flexibility, purpose, and workplaces that champion sustainability and technology. For hospitality employers, attracting Gen Z is no longer optional—it’s a must. Whether you’re recruiting chefs, kitchen assistants, or front-of-house staff, your ability to align with Gen Z’s expectations will shape your business’s success in the coming years. Our platform is built with the future of hospitality hiring in mind—offering modern insights and solutions that meet these shifting demands.

Table of Contents

1. The Image Problem: Reframing Hospitality for a New Generation

The hospitality industry has been plagued by an image problem—especially in the wake of the COVID-19 pandemic. Stories of job insecurity, long hours, and burnout have shaped public perception, leading many young job seekers to overlook hospitality as a career choice. However, industry leaders are working to change this narrative. According to David Cochrane MBE, Chief Executive of HIT Scotland, the sector is now more agile, supportive, and tech-enabled than ever. To attract Gen Z, employers must market hospitality as not just a job but a dynamic, rewarding career path with room for growth. This shift in narrative is crucial to securing top-tier Gen Z talent.

2. Where Gen Z Spends Their Time: Social Media & Digital Recruiting

If you’re not showing up online, you’re invisible to Gen Z. Platforms like TikTok, Instagram, and LinkedIn aren’t just for socializing—they are now powerful job discovery engines. To capture Gen Z’s attention, authenticity is key. They want to see the real, unfiltered side of your business. Behind-the-scenes footage, employee stories, and content that aligns with your values will resonate the most.

  • Share day-in-the-life videos: from your kitchen or front-of-house team
  • Highlight career progression stories: to show growth opportunities
  • Use Instagram Stories or TikTok sounds: to promote job openings
  • Collaborate with influencers and chef communities: to build trust

3. What Gen Z Looks for in Hospitality Jobs

Gen Z was raised on technology, transparency, and social responsibility. They are less interested in rigid schedules and outdated hierarchies, and more drawn to workplaces offering flexibility, innovation, and a clear sense of purpose.

  • Flexible scheduling tools: (apps for easy shift swaps)
  • Genuine sustainability commitments: (not just buzzwords)
  • Digital-first communication: (think apps, not bulletin boards)
  • Clear opportunities for career growth: (with visible, achievable milestones)

Gen Z has a finely tuned BS detector when it comes to greenwashing. They expect businesses to back up their sustainability claims with action—and they’ll reward authenticity with loyalty.

4. Closing the Skills Gap with Training & Trust

The UK hospitality industry faces a looming talent shortage. By 2043, Scotland alone is projected to lose 7,000 young workers in the sector. Rather than relying solely on experience, forward-thinking employers are hiring for potential and offering on-the-job training. For example, HIT Scotland’s Talent Development Programme has empowered over 4,000 individuals to upskill through a mix of digital learning and hands-on training. The takeaway? Build skills internally. Instead of waiting for the “perfect” candidate, invest in growing your team’s abilities.

5. Smart Tech in Lean Teams

As teams shrink and demand increases, technology becomes essential. From AI-powered scheduling tools to self-service kiosks, smart tech helps hospitality businesses operate efficiently without sacrificing the guest experience.

  • Automates repetitive tasks: allowing staff to focus on service
  • Streamlines scheduling and shift management
  • Enhances communication between teams
  • Improves customer satisfaction: through speed and accuracy

Tech doesn’t replace people—it empowers them. When used intentionally, digital tools improve workflows, reduce stress, and make jobs more manageable.

6. 6 Actionable Tips to Attract Gen Z Hospitality Talent

If you’re serious about hiring Gen Z chefs or hospitality staff, your approach needs to reflect their values. These six strategies will help you remain competitive and attract top talent:

  • Be Active on Social Media: Showcase your company culture with authentic content—let your team’s energy shine.
  • Offer Flexible Shifts: Gen Z values flexibility. Offer part-time, split shifts, or flexible rotas to accommodate their lifestyle.
  • Highlight Growth Paths: Show examples of career development and demonstrate how entry-level roles lead to leadership.
  • Focus on Values, Not Just Perks: Sustainability, fairness, and inclusivity matter. Make these values a core part of your messaging.
  • Listen and Adapt: Regular feedback sessions, surveys, or informal check-ins can help keep your team engaged and heard.
  • Make Onboarding Seamless: Use apps or digital platforms to streamline onboarding, scheduling, and communication, ensuring smooth transitions for new hires.

Conclusion

Gen Z is reshaping the hospitality workforce. Their demand for flexibility, purpose, and innovation is not just a trend—it’s the future of the industry. If you want to hire the best emerging talent, your business must evolve alongside their expectations. The good news? Employers who adapt quickly won’t just survive—they’ll thrive in this new era of hospitality.

Ready to connect with purpose-driven, Gen Z chefs and hospitality professionals? Post your job listing today and become part of the future of hospitality recruitment.

What does Gen Z want in a hospitality job?

Gen Z looks for flexibility, purpose, sustainability, and tech-savvy employers. They value transparency, growth opportunities, and meaningful work over rigid schedules or outdated hierarchies.

Be active on social media, offer flexible shifts, highlight real career growth, and back up your values—especially around sustainability and inclusion—with real action.

Use digital platforms for onboarding, shift scheduling, and communication. Leverage Instagram, TikTok, and behind-the-scenes content to show off your culture authentically.

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What Hospitality Candidates Want in a Job: Key Insights for Hiring Managers

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TLDR: Hiring managers often struggle to attract and retain quality hospitality staff due to outdated recruitment approaches. This blog reveals what hospitality candidates want in a job today and how aligning with these priorities improves recruitment outcomes and staff retention.

Introduction

Hospitality recruitment faces unique challenges as candidates’ expectations evolve rapidly. Understanding what hospitality candidates want in a job isn’t just beneficial—it’s essential for hiring managers aiming to build a motivated, stable workforce. This insight lets you tailor your hiring approach to real priorities, improving both attraction and retention.

Table of Contents

1. Why Understanding What Hospitality Candidates Want Matters

Knowing candidate priorities reduces costly hiring mistakes. Traditional recruitment often overlooks what truly motivates hospitality professionals, leading to high turnover and wasted resources. By understanding their core needs, businesses can improve job appeal and retention.

2. Skills-First Hiring: The New Standard

Candidates value skills recognition over formal qualifications. Many hospitality workers prioritise practical skills and experience, wanting employers to focus on what they can do rather than just certificates.

3. Wellbeing as a Recruitment Priority

Workplace wellbeing is no longer optional. Hospitality staff seek employers who prioritise mental and physical health through supportive policies, reasonable hours, and resources.

4. Flexibility: Non-Negotiable for Many Candidates

Flexible scheduling ranks high on candidate wish lists. The ability to balance work with life commitments is crucial, especially post-pandemic. Offering adaptable shifts attracts wider talent and retains staff longer.

5. Pay Clarity Builds Trust and Retention

Transparent pay structures are essential. Candidates want clear, straightforward pay information upfront, avoiding surprises that erode trust.

6. How Aligning with Candidate Priorities Benefits Your Business

Meeting candidate expectations creates a competitive edge. Businesses that adapt hiring to reflect these priorities see faster recruitment cycles, better employee engagement, and improved guest experiences.

Conclusion

Understanding what hospitality candidates want in a job is no longer optional—it’s a strategic imperative. Aligning your recruitment and workplace practices with these priorities leads to stronger teams and better business outcomes. Our platform helps you connect with candidates on their terms, ensuring your hiring stands out in a competitive market.

Join The Chef Network today to attract the hospitality candidates your business deserves.

They prioritise skills recognition, workplace wellbeing, flexible scheduling, and transparent pay structures.

It focuses on practical experience over formal qualifications, widening the talent pool and speeding up hiring.

Clear, upfront pay information builds trust, prevents misunderstandings, and reduces turnover.

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