What is an Executive Chef (Head Chef)?

Behind every smooth service and high-performing team is a strong leader. The same is true for your kitchen. You need a great executive chef to manage BOH operations effectively. If you’re unsure if you need an executive chef, let’s explore how they can help your business, how much you can expect to pay them, and how to find the best one for your restaurant.

What is an executive chef?

An executive chef, also known as a head chef, is the one in-charge of a restaurant’s kitchen. More than cooking, this type of chef role involves managing the entire kitchen operation so that everything runs smoothly. They plan menus and oversee kitchen staff, playing a crucial part in a restaurant’s success.

Having an executive chef ensures that your kitchen operates efficiently and consistently. They bring leadership and structure, which helps in maintaining high-quality food and service. Their expertise in menu planning and cost control can lead to increased customer satisfaction and profitability.

What are the key responsibilities of an executive chef?

The main responsibility of an executive chef is managing the entire kitchen team, including sous chefs, line cooks, and other kitchen staff. They make sure that everyone knows their duties and that the kitchen operates efficiently.

Menu planning is another significant part of the executive chef’s job. They design dishes that support the restaurant’s concept while appealing to customers. It involves choosing ingredients, determining portion sizes, and setting prices.

They also set the standard for food preparation and presentation, making sure that meals are both delicious and visually appealing. They also conduct regular taste tests and inspections to maintain consistency.

Aside from food quality, they also implement policies for hygiene and food safety to prevent foodborne illnesses and maintain the restaurant’s reputation. They set regular inspections and provide training to staff on proper sanitation practices.

For vendor management, they make the decision on which suppliers to work with and negotiate master contracts and pricing agreements. When it comes to inventory, they design management and cost-control protocols for the team to follow.

Lastly, they gather customer feedback from servers and managers to find ways to improve dishes. They also help with training FOH staff on pairing food with beverages to enhance the dining experience.

A typical day in the life of an executive chef

An executive chef’s day may start with a meeting to discuss the day’s menu, special events, and any issues from the previous service. This ensures that everyone is aligned and prepared.

Then, they review inventory levels, check for any shortages, and assign someone to order more stock. Before and during service, the executive chef conducts line checks to make sure stations are set up correctly and staff are ready.

Executive chefs might step in to help during peak hours and demonstrate techniques to junior staff. When they’re not cooking directly, they’re often troubleshooting any issues that arise during service.

Additionally, they spend time developing new dishes. After service, the executive chef may hold debriefings to discuss what went well and what could be improved. They provide feedback, address any issues, and offer coaching to help staff grow and perform better.

What’s the difference between a head chef and a sous chef?

The head and sous chef are two important positions in a restaurant kitchen. The executive chef is the top authority and is responsible for overall kitchen management.

The sous chef, on the other hand, is the second-in-command and supports the head chef. They mainly make sure that the head chef’s directives are implemented effectively.

The executive chef has a more strategic role, focusing on overall kitchen vision, while the sous chef handles day-to-day operational tasks like scheduling, overseeing stations, and training junior staff. In the head chef’s absence, the sous chef can step in to maintain continuity.

How much do executive chefs make?

The average executive chef salary ranges between $65,000 and $100,812. The figure largely depends on multiple factors, such as restaurant type, location, experience, education, and additional benefits like ownership stakes.

Fine dining establishments typically offer higher salaries compared to quick-service restaurants. This is because fine dining requires more specialized culinary skills and complex menu development.

Location also plays a significant role. For example, executive chefs in tourist destinations like Nevada earn an average of $97,600 annually, while those in West Virginia average $68,369.

Of course, experience and education affect how much you will need to pay your executive chef. Chefs with over 10 years of experience and who have many credentials can negotiate higher salaries.

Sometimes, executive chefs are also co-owners, as in the case of Elbow Room in Calgary, Alberta, by Ryan Blackwell. This ties their earnings directly to the establishment’s profitability.

What to look for when hiring or promoting for the role

If you’re looking to hire a restaurant chef to lead your kitchen, you need to consider their experience and the skills they have. Again, the executive chef’s role is more on strategic oversight, so you want someone with strong leadership and culinary expertise. 

Experience

An executive chef should have a solid background in culinary arts and kitchen management. Typically, candidates have progressed through roles such as line cook, sous chef, and head chef, so you know they’ve gained hands-on experience at each level of working in a restaurant.

Look for candidates with at least five to 10 years of experience in professional kitchens. This duration allows them to develop the necessary skills to manage kitchen staff, plan menus, and maintain food quality.

Experience in different kitchen settings, such as fine dining, casual dining, or catering, can be beneficial since it demonstrates adaptability and a broad skill set.

Additionally, consider whether the candidate has experience with inventory management, budgeting, and maintaining food safety standards. These are critical responsibilities of an executive chef and require practical knowledge gained through experience.

When considering internal candidates for promotion, check their performance in current roles and readiness to take on increased responsibilities. Providing opportunities for professional development and mentorship can help prepare promising staff members for advancement to executive chef positions.

Hard and soft skills

Executive chefs must have a mix of hard and soft skills, like culinary expertise, leadership, and organization. That way, they can lead the kitchen effectively and contribute to your restaurant’s success.

First, an executive chef must have advanced culinary skills. This means expertise on different cooking techniques, knowledge of various cuisines, strong knife skills, and creativity.

Managing a diverse kitchen staff requires strong leadership abilities. An executive chef must be able to delegate tasks effectively, motivate the team, and maintain a positive work environment, especially since pressure runs high in restaurant kitchens.

Speaking of high pressure, the fast-paced nature of kitchens demands composure. An executive chef must remain calm during busy service hours, making quick decisions without compromising quality.

Executive chefs must also have great communication skills. They should be able to articulate expectations, provide constructive feedback, and keep everyone aligned with the restaurant’s goals.

Beyond cooking, an executive chef should understand cost control, budgeting, and vendor negotiations. These skills help in managing food costs and maximizing profitability.

Efficient kitchen operations rely on meticulous organization. An executive chef must be proficient in managing inventory and maintaining smooth kitchen workflows, especially if they have to manage multiple restaurants and locations.

Lastly, they must have a passion for mentoring. They should be able to spot potential in junior staff and actively provide opportunities for team members to grow professionally. 

Certifications

Certifications can be a strong indicator of a candidate’s commitment to excellence and professional growth. While not always mandatory, certifications validate a chef’s skills, knowledge, and leadership abilities, giving you assurance that you’re hiring someone who’s dedicated to their craft.

The Certified Executive Chef (CEC) certification by the American Culinary Federation (ACF) signifies a chef’s advanced level of culinary expertise and leadership. To qualify, candidates must have at least five years of experience as a chef de cuisine, executive sous chef, or in a similar supervisory role, overseeing a team of at least five full-time kitchen staff.

They must complete 30-hour courses in Nutrition, Food Safety and Sanitation, Supervisory Management, Beverage Management, and Cost Control Management. Candidates are also required to pass both written and practical exams to demonstrate their proficiency.

This certification is valid for five years and requires ongoing continuing education for renewal.

For restaurants aiming for international standards, the Worldchefs Global Culinary Certification offers a globally recognized benchmark. Their Certified Chef de Cuisine credential is designed for chefs who manage entire kitchen operations, making sure they meet international culinary and leadership standards.

Positive references

Positive references can give you insight that a resume or interview can’t. Talking to former employers, managers, or restaurant owners helps confirm whether a chef actually delivered on their responsibilities and how they handled challenges in real time.

Start by asking each reference about the candidate’s leadership style and how they managed their kitchen staff. A great executive chef should inspire and guide the whole team, especially during busy service. Ask if they built a culture of trust, ran a smooth kitchen operation, or had high turnover under their leadership.

You’ll also want to know how they handled menu planning, inventory, and vendor communication. These references can be shared if the chef helped cut costs, reduce food waste, or improve customer reviews.

Don’t forget to ask about their soft skills. Ask if the chef communicated clearly with FOH managers or worked well across departments. The ability to handle feedback, train new staff, and maintain food safety standards consistently are traits you want to hear mentioned.

Finally, ask: “Would you rehire them?” That question can tell you a lot in one sentence.

More tips for hiring the best head chef for your kitchen

Hiring an executive chef is a more nuanced process. You need to know what your restaurant needs in terms of hands-on leadership and culinary vision. 

Create a clear job description

Creating a clear job description is important to set expectations. It also helps attract candidates who can supplement your restaurant’s vision and operational needs.

Start by detailing the specific responsibilities of the role. This includes overseeing kitchen operations, managing kitchen staff, developing and updating menus, and maintaining food safety standards.

Your restaurant’s culture is a significant factor in attracting the right candidate. Describe the ambiance, culinary style, and values that define your establishment.

Different kinds of chefs have unique strengths and preferences. Some excel in fine dining, while others shine in casual bistros or high-volume restaurants.

Be specific about the type of cuisine, service style, and kitchen environment. Highlight any unique challenges or opportunities, such as seasonal menu changes, farm-to-table sourcing, or specialized dietary requirements.

Next, list the essential qualifications, such as a degree in culinary arts, certifications like ServSafe, and a minimum number of years in kitchen management. Emphasize your need for skills like leadership, creativity in menu planning, proficiency in various cooking techniques, and experience with budgeting and vendor negotiations.

Take note that the best candidates seek roles that offer professional development. Mention opportunities for growth, such as the chance to innovate menus or co-ownership of the restaurant. Highlighting these prospects can make your offer more attractive to ambitious chefs.

Know the best places to find executive chefs

You have to know where to look for the right executive chef. Reach out to culinary schools to find graduates from their institutions

Additionally, professional organizations such as the American Culinary Federation (ACF) offer certification programs and have job boards where you can connect with certified chefs.

Networking within the industry can also lead to valuable referrals. Peers, suppliers, and vendor representatives often know experienced chefs looking for new opportunities. Personal recommendations can provide insights into a candidate’s work ethic and culinary style.

Lastly, you can check your current sous chefs or line cooks within your restaurant. Sometimes the best talent is already working alongside you.

Internal candidates often understand your kitchen’s dynamics, culture, and operational nuances. They may have already demonstrated leadership potential and a commitment to your restaurant’s vision.

You can also ask them for recommendations. They may have extensive networks and know talented professionals seeking new roles. Your existing team can provide valuable insights into the qualities and skills needed for your specific kitchen environment. 

Use a trial period or stage

Using a trial period, or “stage,” when hiring an executive chef gives you a chance to see how a candidate leads, not just how they cook. A short, paid trial shift lets you observe how the chef manages the kitchen staff, handles pressure, and communicates with the front of house.

Trial shifts can also reveal how a chef adapts to your kitchen’s pace and style. Some chefs may excel in interviews but struggle in a real kitchen setting. A trial helps you spot these issues early.

Make sure to keep trial periods brief, clearly defined, and compensated. This shows respect for the candidate’s time and maintains your restaurant’s reputation.

Leading your restaurant to success

More than filling a position, hiring an executive chef is about finding a leader who can bring out the best in your kitchen staff and deliver the kind of food that keeps guests coming back. They can make a real difference in your restaurant’s long-term success.

Equip your executive chefs with the right tools to lead your team with ease. Restaurant employee engagement software can help them keep a pulse on team morale and build a better culture, even while they’re focused on big-picture strategy.