Our expertise

Starred and fine-dining chef recruitment

Hiring a chef shapes the identity of a business. The role affects the kitchen, brigade, purchasing, margin, dining room and the restaurant’s image.

See our approach

The fee scale is confirmed before we start
Approaching chefs already in post remains discreet
Call +33 6 70 24 78 13

Brigade in a fine-dining kitchen during service

Chef plating dishes at the pass of a fine-dining kitchen — Kitchen

The ability to succeed in your operation

A chef is recruited for their reputation, previous experience and, above all, their ability to succeed in your operation. We assess their cooking style, leadership of the brigade, stability, relationship with the owner or management, cost control and salary expectations.

The right chef can run the kitchen, lead the team, control food costs, work closely with the dining room and shape a clear vision for the property.

A role that shapes the whole property

A chef search quickly touches sensitive subjects: the menu, suppliers, the team already in place, the relationship with the owner, the degree of freedom, hours, housing and seasonality. A candidate can be excellent and still be a poor fit if these points are not agreed before the approach.

Autonomy over the menu, state of the brigade, expected level of pressure, ability to pass on knowledge, food-cost management, kitchen–dining-room relationship and compatibility between culinary ambition and the resources available.

Our commitment

Clear fees. A defined guarantee.

Employees and supervisors: One month of gross salary, excluding VAT
Executive: 15% of annual gross fixed and variable pay
Fixed-term contracts: 25% to 50% reduction in fees, depending on contract length
Guarantee: Guarantee included during the initial probation period, subject to the contractual terms, whether the departure is initiated by you or by the candidate

Direct approach and discretion

The chefs who may interest you are often already in post. The approach must be precise, discreet and credible. We present the opportunity without revealing your name until we have agreed the brief.

You then receive assessed candidates, with their strengths and points of concern.

Approach, preparation, brief

Approach, fees, contact

Start with our approach to see how the brief is set. Check our fees to confirm the applicable scale. Then send the vacancy through contact.

What to prepare

Cooking style, size of the brigade, the chef’s degree of freedom, remuneration budget, desired start date, and sensitive points not to expose too early.

A brief candidates can understand

We turn your needs into a brief candidates can understand: the culinary project, brigade, pace, available resources and degree of autonomy. If the role requires a rare combination of experience and skills, we will tell you what must be adjusted before the search.

The chef’s fit with your property

A chef search should show whether the chef fits your property. Can they deliver your culinary vision? Can they bring the existing brigade with them? Do they accept your management constraints? Does their ambition match the resources available?

We document these questions in the assessment. One chef may have a strong signature and still reject your constraints. Another may be less well known but have stronger operational foundations. The right choice depends on your project, brigade and available resources.

We also check the conditions of transition. A chef rarely arrives in a neutral team. They take over habits, tensions, suppliers, sometimes a culinary identity already in place. These elements must be said before the meeting.

Agree the role and room for manoeuvre

Before contacting anyone, we agree the role, type of property and room for manoeuvre.