Executive Chef Recruitment: A Hiring Manager's Guide to Getting It Right
Recruiting an Executive Chef is one of the highest-risk hiring decisions a hospitality business makes. The vacancy creates a P&L gap from day one. The candidate pool at this level is thin. And the UK hospitality sector’s 52% annual staff turnover rate (CIPD, 2022-23) means counter-offers are routine by the time your preferred candidate hands in notice. This guide covers the hard skills, soft skills, competency interview framework, alternative titles and recruitment process you need to get the hire right first time in Birmingham, Coventry and Worcester.
KSB Recruitment provides specialist chef recruitment across the West Midlands with active candidate relationships that deliver shortlists in 7-10 working days – not months.
Key Takeaways
- The UK national average Executive Chef salary is £48,610 (Indeed, 591 salaries, September 2025), with West Midlands hotel and multi-outlet roles typically ranging £45,000-£62,000.
- An estimated 120,000 EU workers left UK hospitality post-Brexit and have not been replaced at any level of the kitchen brigade, compressing the domestic candidate pool at every seniority.
- The Skilled Worker Visa minimum salary threshold rose to £38,700 in April 2024, making international recruitment legally and financially impractical for most Midlands operators.
- The UK hospitality sector runs a 52% annual staff turnover rate – the highest of any sector in the country (CIPD, 2022-23 Annual Population Survey) – making counter-offer management a critical part of any Executive Chef search.
- Executive Chef candidates at this level are not actively applying on general job boards. The strongest hires come through specialist recruiters with live candidate relationships, not reactive advertising.
What an Executive Chef Does in a Professional Kitchen
An Executive Chef is the most senior culinary leader in a hotel, multi-outlet restaurant group or contract catering operation. The role sits above Head Chef in the kitchen hierarchy and carries multi-outlet or multi-site operational scope alongside full P&L accountability for food cost, labour and kitchen compliance.
In establishments that employ both an Executive Chef and a Head Chef, the distinction is clear: the Head Chef runs a single kitchen during service; the Executive Chef manages multiple kitchens, directs multiple Head Chefs and takes overall responsibility for the culinary output of the entire operation. In smaller venues where both titles merge into one position, the Executive Chef functions as the sole senior kitchen leader with management authority across all food outlets on site.
The day-to-day scope of an Executive Chef role typically includes conducting pre-service briefings with sous chefs to review cover targets, allergen flags and specials pricing; monitoring live food cost against GP target using BOH procurement platforms; walking kitchen sections during service to check plating consistency and temperature compliance; and signing off daily delivery records and supplier invoices. At the strategic level, the role owns monthly kitchen P&L reporting, HACCP documentation, allergen matrix reviews and seasonal menu development from commercial brief to launch.
In a hotel context, the Executive Chef’s remit extends to breakfast operations, à la carte restaurant service, room service and banqueting – all running simultaneously and all demanding consistent standards. This multi-service, multi-outlet scope is the defining commercial distinction between an Executive Chef brief and a Head Chef role, and it’s the primary qualifier KSB Recruitment tests for when screening candidates on your behalf.
The Hard Skills Every Executive Chef Candidate Must Demonstrate
HACCP Level 3 or 4: Food Safety System Ownership
HACCP Level 3 or 4 is mandatory in any senior kitchen leadership role in the UK. At Executive Chef level, holding the qualification is not enough – candidates must demonstrate they have designed, implemented and audited a Hazard Analysis Critical Control Point system across a multi-section kitchen and led a team through a third-party food safety inspection.
The UK Food Safety Act 1990 places legal responsibility on the most senior chef in an establishment for food safety compliance. A failure at Environmental Health Officer visit is a direct consequence of gaps in the Executive Chef’s compliance programme, not a team member’s error. At interview, ask candidates to walk through their current HACCP documentation structure: temperature log frequency, corrective action procedures and re-inspection outcomes. Strong candidates can name the specific audit they passed, the score achieved and the corrective action implemented after the most recent issue. Candidates who deflect food safety accountability to a Sous Chef are not ready for Executive Chef responsibility. (Source: uk.indeed.com/hire/job-description/executive-chef, November 2025)
Menu Costing and GP Control via BOH Procurement Platforms
Gross profit management is the single most commercially critical hard skill an Executive Chef must demonstrate. The UK food GP target for hotel and restaurant operations typically sits between 65% and 72% depending on sector and service style. Achieving and maintaining this target requires active competence in digital procurement and recipe costing platforms – specifically Fourth, Procure Wizard or ResDiary – not manual spreadsheet tracking that cannot flag variance in real time.
The difference between an Executive Chef who monitors costs and one who actively manages GP is measurable in tens of thousands of pounds annually. A candidate who cannot quote their previous food GP target, their actual achieved percentage and at least one specific intervention they made to close a variance is a significant commercial risk at this level. (Source: yourpilla.com/blog/executive-chef-job-description, September 2025)
Allergen Management under UK Food Information Regulations 2021
UK Food Information Regulations 2021 – commonly referred to as Natasha’s Law – require full ingredient disclosure and documented allergen management across all food offered to the public. At Executive Chef level, the candidate is personally accountable for the allergen matrix across every menu item in every outlet, including banqueting specials, seasonal menu additions and any dish modified at the pass during service.
This is not an administrative task that can be delegated to a junior CDP. Any allergen breach that reaches a guest is a compliance failure at the most senior kitchen level. Strong candidates describe their allergen training programme for brigade members, their process for updating the allergen matrix when a supplier ingredient changes, and their response protocol when a guest query cannot be answered from the current documentation. (Source: uk.indeed.com/hire/job-description/executive-chef, November 2025; Natasha’s Law, FIR 2021)
KSB Recruitment’s approach to chef compliance screening covers allergen accountability and HACCP competency at pre-screen stage for every Executive Chef candidate we submit.
Multi-Site Kitchen Operations Leadership
Multi-outlet operational scope is the defining skill distinction between an Executive Chef and a Head Chef. An Executive Chef in a 4 or 5-star hotel manages breakfast operations, à la carte service, room service and banqueting simultaneously – often with different brigade sections and Head Chefs responsible for each outlet. In contract catering or group restaurant contexts, the multi-site dimension extends to geographically separate kitchens with their own teams and service rhythms.
Candidates must demonstrate they have managed this scope directly – not in a deputy or advisory capacity. The qualifying questions are: how many outlets were in their direct operational remit, how many Head Chefs or Sous Chefs reported to them, and what was their process for maintaining food standard consistency across sections they couldn’t physically supervise at the same time. A chef who has managed only one kitchen – regardless of its prestige – has not held an Executive Chef brief in its full commercial sense. (Source: thehumancapitalhub.com/articles/executive-chef-job-description, May 2025)
Seasonal Menu Development with Cost-Per-Cover Analysis
Menu development at Executive Chef level is a commercial process before it’s a creative one. Seasonal menu changes must be grounded in live supplier pricing, seasonal sourcing calendars, cost-per-cover analysis and an allergen matrix update before any dish reaches service. In corporate and events catering contexts, menu development is also tied to sustainability targets written into the contract – a consideration that increasingly appears in Executive Chef performance reviews for 2025-26 appointments.
Strong candidates approach a new seasonal brief in a structured sequence: commercial brief from F&B leadership including GP target and cover profile; supplier sourcing and ingredient costing; recipe development and internal tasting; allergen documentation update signed off by the Executive Chef personally; brigade training; and a soft launch before full rollout. Candidates who move straight to dish ideas without demonstrating the commercial steps in this sequence are treating menu development as a hobby rather than a business function. (Source: webstaurantstore.com/article/1061/executive-chef-responsibilities.html; yourpilla.com, September 2025)
The Soft Skills That Separate a Kitchen Manager from a Culinary Leader
Multi-Brigade Leadership across Concurrent Service Periods
Managing a breakfast brigade, an à la carte kitchen team and a banqueting section simultaneously requires the Executive Chef to direct multiple sous chef-led sections without being physically present at every pass. This works only when the Executive Chef has built a clear command structure where each Head Chef or Sous Chef knows their authority boundary, their service targets and their escalation threshold. The business outcome is service consistency and zero pass failures regardless of cover volume. Venues with 200+ cover capacity cannot sustain profitability without this capability at the top of the kitchen hierarchy. (Source: yourpilla.com, September 2025; prospects.ac.uk/job-profiles/chef)
Counter-Pressure Decision-Making during High-Volume Service
Resolving mid-service issues – a CDP absence, an equipment failure, a substitution request from FOH, a temperature log problem caught at the wrong moment – without escalating brigade tension is one of the most commercially valuable soft skills an Executive Chef holds. Poor counter-pressure management is the primary cause of kitchen walk-outs at senior level. When an Executive Chef loses composure during service, the signal travels instantly to every brigade member and directly increases attrition risk in the following weeks – at a time when the UK hospitality sector is already running a 52% annual turnover rate. (Source: tribepeople.co.uk/the-chef-shortage-in-the-uk, December 2024)
Stakeholder Communication with FOH, F&B Management and Hotel GMs
Translating culinary performance into commercial language is a non-negotiable requirement at Executive Chef level. A General Manager or F&B Director measures kitchen performance through GP percentage, covers served, guest review scores and event profitability – not descriptions of dish quality. An Executive Chef who presents monthly performance in culinary terms rather than financial ones is not operating at the commercial level the role demands.
The business outcome of strong stakeholder communication is alignment: the F&B Director and General Manager understand what the kitchen is doing, why margins are moving in a particular direction, and what the Executive Chef needs in order to deliver. Without this, kitchen investment requests fail and kitchen performance is measured by blunt KPIs rather than nuanced operational data. (Source: webstaurantstore.com; thehumancapitalhub.com, May 2025)
Mentoring Junior Chefs through a Structured Progression Framework
Retention through development is the only viable long-term counter-strategy to the UK chef shortage. Businesses that implement structured mentoring frameworks retain 40% more kitchen staff than those that rely on reactive management (CIPD, 2023, via geckohospitality.co.uk, November 2025). An Executive Chef who cannot describe a specific career development framework they have personally built – CDP-to-Sous Chef progression criteria, regular one-to-one reviews with direct reports, skills training schedules – is not equipped for the 2025 retention environment.
The practical measure is simple: can the candidate name two team members they promoted from within a brigade they led, and describe what the development process looked like? Understanding what keeps experienced chefs in a role is as commercially important as knowing how to recruit them. (Source: geckohospitality.co.uk/uk-hospitality-recruitment-strategies, November 2025)
Budget Ownership and Supplier Negotiation
Full P&L accountability at Executive Chef level means the role owns the kitchen purchasing budget, conducts or directs supplier negotiations, monitors food cost against GP targets and presents variance commentary to senior management. Waste reduction is a direct lever on food cost percentage – not an aspirational sustainability exercise. Many Executive Chef performance reviews in 2025-26 include a food cost KPI as a formal contractual target.
Supplier negotiation at Executive Chef level is distinct from culinary procurement knowledge. Knowing which products to buy is Head Chef territory. Negotiating pricing terms, consolidated delivery schedules and volume-based discounts requires confidence with commercial data, knowledge of alternative supplier options and willingness to change long-standing supplier relationships when the numbers justify it. (Source: testgorilla.com/blog/executive-chef-job-description, February 2024; webstaurantstore.com)
Five Competency Interview Questions for Hiring an Executive Chef
These questions are built for evidence scoring. Use them in order. Do not substitute conversational questions – the value is in the specificity of evidence they generate.
Tell me about a time you identified a significant food cost variance and what you did to fix it.
Signal: GP management, financial accountability, data literacy.
Good Answer Framework: The candidate quantifies the variance (e.g. GP dropped from 68% to 61%), identifies the root cause (wastage, incorrect portioning, supplier price change), implements a corrective action (menu repricing, new supplier, portion control audit), and cites a measurable outcome with a specific number.
What a Good Answer Sounds Like:
“Our GP was running at 68% against a 72% target. I pulled the recipe cost cards and found three of our highest-frequency dishes hadn’t been re-costed when protein prices rose in January. I repriced two dishes, replaced the protein on the third and ran a portion audit with the section chef. GP was back to 71.3% within six weeks and held there through the next quarter.”
Red Flags: Blaming the supplier without personal ownership. Inability to quote their GP target. Vague answers (“I reviewed the costs”) with no specific data. (Source: webstaurantstore.com; yourpilla.com, September 2025)
Describe a situation where you had to maintain service standards during a significant staff shortage.
Signal: Resilience under pressure, brigade flexibility, operational leadership.
Good Answer Framework: The candidate states specific cover numbers, names exactly who was absent and why, explains how they restructured the sections, references communication with FOH, and gives a measurable outcome – covers completed, complaints received (zero), guest score maintained.
What a Good Answer Sounds Like:
“We lost two CDPs on the same shift – one sick call, one no-show at 6pm on a Friday with 180 covers booked. I moved the Senior Sous to larder, took grill myself for the first 90 minutes until cover arrived and briefed FOH to stagger the first seatings by 15 minutes. We completed service with one minor delay on one table. No complaints.”
Red Flags: “We just got on with it” with no explanation of how the team was restructured. Excessive focus on the stress rather than the actions taken. No reference to FOH communication. (Source: tribepeople.co.uk, December 2024; talos360.co.uk, October 2025)
Walk me through how you would design a new seasonal menu from brief to launch.
Signal: Menu development process, supplier relationships, cost-per-cover discipline, creativity balanced against commercial targets.
Good Answer Framework: The candidate moves from commercial brief (outlet identity, GP target, seasonal brief), through supplier sourcing, recipe costing (named platform or cost card process), brigade training, and a soft launch or internal tasting before full rollout. A strong answer includes allergen matrix update and FOH briefing.
What a Good Answer Sounds Like:
“I start with the F&B brief – cover target, GP target, dietary split expected for the season. I then meet the main protein and produce suppliers to see what’s cost-effective and seasonal. I build the cost cards before any dishes go on paper – not after. Tasting session for management, allergen update signed off by me, brigade training, then a one-week soft launch before the menu goes fully live. FOH get a briefing sheet on every new dish before it appears on the menu.”
Red Flags: Moving straight to dish ideas with no mention of GP or costing. No allergen compliance reference. No brigade training step. (Source: yourpilla.com, September 2025; webstaurantstore.com)
How do you manage and retain junior chefs in a high-turnover kitchen environment?
Signal: Retention strategy, mentoring capability, awareness of the current chef market.
Good Answer Framework: The candidate references structured development plans (CDP to Sous Chef pathway), regular one-to-ones, skills training schedules and recognition. A strong answer acknowledges the 52% annual turnover context (CIPD) and describes a specific counter-strategy they have personally implemented – not HR’s programme, their own.
What a Good Answer Sounds Like:
“I run a CDP review every three months – not HR’s review, mine. I want to know what section they’re working, what their next target is, and what I need to give them to get there. I’ve promoted two CDPs to Sous Chef in the last 18 months. Both had development plans in place from their first month with me. You lose people when they can’t see where they’re going. That’s a failure of management, not a market problem.”
Red Flags: “Pay them more” as the only answer. Treating retention as solely HR’s responsibility. No examples of specific individuals developed or promoted. (Source: talos360.co.uk, October 2025; geckohospitality.co.uk, November 2025)
Describe a time you received a poor food safety audit result. What did you do?
Signal: Accountability, HACCP knowledge, compliance culture, leadership under scrutiny.
Good Answer Framework: The candidate owns the result, names the specific compliance gap (temperature logging failure, cross-contamination risk, allergen labelling issue), implements a corrective action plan with clear timelines, re-audits and achieves a pass. A strong answer references the UK Food Safety Act 1990 or HACCP corrective action procedures by name.
What a Good Answer Sounds Like:
“We received a three-star EHO result on temperature logging – the fridge check wasn’t being signed off correctly on nights. I redesigned the log to require a two-person sign-off and re-trained the night Sous Chef myself. I requested a follow-up inspection rather than waiting for the next scheduled visit. We passed at four stars six weeks later.”
Red Flags: Blaming a team member. Inability to explain what a corrective action plan looks like. No mention of re-inspection or outcome. (Source: uk.indeed.com/hire/job-description/executive-chef, November 2025)
Alternative Job Titles for Executive Chef Roles
The Executive Chef title is not applied consistently across the UK hospitality market. Understanding the alternative titles in active use helps calibrate job posting language, structure the right LinkedIn search and identify the correct candidate profile on CV databases.
Head Chef is used interchangeably with Executive Chef in independent restaurants, gastropubs and smaller hotel operations. It’s the most common UK CV title at this seniority level. A Head Chef with multi-outlet experience and direct GP accountability may match an Executive Chef brief exactly – don’t dismiss applications with this title automatically. (Source: prospects.ac.uk/job-profiles/chef; uk.jobted.com/job-description/chef)
Executive Head Chef appears in 4 and 5-star hotel groups and large events venues. The title signals multi-outlet scope beyond a single kitchen and typically accompanies a larger brigade headcount and a higher salary band. (Source: uk.talent.com/salary?job=executive+head+chef; caterer.com listings, 2025)
Group Executive Chef appears in multi-site restaurant groups and contract catering operators including Compass Group, Elior and Sodexo. It implies portfolio-level P&L responsibility across geographically distributed sites – a broader operational remit than multiple outlets within one venue. (Source: cateringtoday.co.uk, February 2026)
Chef Patron applies in owner-operated fine dining where the chef holds a financial stake in the business alongside culinary leadership. Common on LinkedIn for independent operators and regularly appears in Michelin and AA Rosette venue announcements across Birmingham and the West Midlands. (Source: uk.jobted.com/job-description/chef)
Operations Chef / Area Chef is used by Compass Group, Sodexo and branded restaurant groups for roles that span several sites. The salary range typically sits below standalone hotel Executive Chef roles but the management scope – and the P&L accountability – is equivalent or broader. (Source: caterer.com listings, 2025)
Culinary Director is the most senior iteration, used by corporate hospitality groups and large contract caterers for roles that sit above Executive Chef in the structure. Increasingly appearing in UK hotel chain recruitment for national portfolio roles. (Source: thehumancapitalhub.com, May 2025)
Chef Manager applies in contract catering specifically – education, healthcare and defence sectors. Used by Sodexo, ISS and Elior for site-level leadership roles combining hands-on cooking with people management at smaller volume sites. (Source: betterteam.com/executive-chef-job-description, January 2025)
The qualification test is the same for every title: did the candidate hold direct P&L accountability, and did they manage more than one kitchen or outlet simultaneously?
The Three Biggest Recruitment Obstacles in 2025/26
Post-Brexit Chef Pipeline Collapse
The domestic chef pipeline has not recovered from Brexit. An estimated 120,000 EU workers left UK hospitality when freedom of movement ended in January 2021, and domestic recruitment has not replaced them at any level of the brigade. The April 2024 Skilled Worker Visa salary threshold increase – from approximately £26,200 to £38,700 – has made international recruitment legally and financially impractical for most Midlands operators. The majority of Sous Chef and senior chef roles cannot legally meet this threshold, meaning the pipeline into future Executive Chef appointments is itself structurally blocked. (Source: onlychefs.co.uk/blog/brexit-visas-and-the-chef-shortage, 2025)
The workaround is not advertising more broadly – it’s accessing candidates already in the domestic market who are not actively searching. KSB Recruitment’s domestic talent pipeline across the West Midlands is built through long-term chef relationships, not reactive job board posting. This delivers passive candidates who are open to the right conversation but will not respond to a LinkedIn post. For employers, this means faster time-to-shortlist and a reduction in the 6-10 week delay that advertising-only searches produce at Executive Chef level.
Counter-Offer Inflation at Senior Chef Level
Counter-offers at resignation are now routine rather than exceptional. The UK hospitality sector runs at 52% annual turnover (CIPD via TALOS360, 2025). When a senior chef hands in notice, current employers routinely issue retention packages – particularly given the 10% vacancy shortfall specifically at Head Chef level documented by UKHospitality (2023 – directional figure). Salary inflation for experienced chefs has been sustained since 2022 and real earnings are now running ahead of advertised rates.
KSB Recruitment qualifies candidate motivations beyond salary at first contact – career progression ceiling, shift pattern, management quality and kitchen environment are explored before salary is discussed. Counter-offers are pre-empted during the search process, not reacted to at resignation. This reduces fall-through rate at offer stage and means clients make fewer wasted offers. (Source: talos360.co.uk, October 2025)
Candidate Volume vs Candidate Quality Mismatch
General job boards produce applications, not calibrated Executive Chef candidates. UK Hospitality reports over 100,000 hospitality vacancies unfilled (ONS data, 2024), with a 21% shortfall in production chef roles. The average job board posting returns 7.5 applications per chef role (inploi/UKHospitality data, 2023 – directional figure). At Executive Chef level, application volume drops sharply while the cost of a wrong hire rises significantly. A misaligned Executive Chef appointment that exits within six months creates a P&L gap, a disrupted brigade and a second recruitment process starting from zero.
KSB Recruitment shortlists on specific evidence: GP accountability, brigade size managed, food safety audit record and multi-outlet experience. Shortlisting on competency criteria rather than years in post or employer brand means clients receive three to five genuinely qualified candidates rather than 30 applications to sift manually. Attracting chef candidates in a shortage market at Executive Chef level requires a sourcing approach that general advertising cannot replicate. (Source: ukhospitality.org.uk, 2023; talos360.co.uk, 2025)
How KSB Recruitment Hires Executive Chefs in Birmingham, Coventry and Worcester
Our process follows seven defined stages. Each stage reduces the risk of a wrong hire and compresses the timeline from instruction to placement.
- We define the commercial brief before any search activity begins. We establish the role’s actual P&L scope first: number of outlets, target GP, brigade size, food spend per week and reporting structure. This separates a genuine Executive Chef brief from a Head Chef role with an inflated title and determines the salary range before we take it to market.
- We benchmark salary against live Midlands market data. The UK national average for an Executive Chef is £48,610 (Indeed, September 2025). West Midlands hotel and multi-outlet roles typically range £45,000-£62,000. Premium hotel and contract catering roles reach £55,000-£75,000+. We advise on total compensation packaging – base, bonus, tronc eligibility, meals on duty and accommodation – before the role is positioned to candidates.
- We access passive candidates through active database relationships. Executive Chef talent at this level is not refreshing job board alerts. Our West Midlands database contains chefs placed in current roles who are open to the right conversation. We make direct, confidential contact and assess fit before your identity is disclosed. This protects your commercial position and delivers candidates who are considering the move on its merits.
- We shortlist on evidence, not CV length or employer brand. Every candidate on the shortlist demonstrates GP accountability, brigade size managed, multi-outlet experience and food safety audit record. A chef from a well-known establishment is not automatically the right match for a hotel or contract catering environment – the operational profile must fit your brief.
- We run structured competency screening before client interviews. The five competency questions in this guide are used at our pre-screen stage. Responses are scored against defined criteria. By the time a candidate reaches your interview, we’ve assessed financial accountability, brigade management capability, compliance knowledge, retention strategy and menu development process. Your interviews focus on cultural fit and practical assessment.
- We support a practical trade test or kitchen visit. For Executive Chef appointments, a tasting session or kitchen walk validates what the competency interview identified. It also gives the candidate the opportunity to assess the kitchen environment – which is important for securing acceptance at offer stage. We facilitate this step and advise on assessment criteria.
- We manage offer stage and pre-empt the counter-offer. Salary terms are agreed before the formal offer is made. Counter-offer motivations are explored during the search process, not at resignation. We move fast between final interview and offer because the 52% annual turnover rate in UK hospitality means delays create direct fall-through risk.
Frequently Asked Questions
How long does it take to recruit an Executive Chef?
KSB Recruitment delivers an initial shortlist in 7-10 working days. Advertising-only searches at this level typically take 6-10 weeks before a qualified shortlist is available, because passive candidates – who represent the strongest hire at Executive Chef level – don’t respond to job postings. The full process from instruction to placement typically runs 4-6 weeks when both parties move efficiently through interview and offer stages.
What salary should we offer an Executive Chef in the West Midlands?
West Midlands Executive Chef salaries range from £45,000 to £62,000 for hotel and multi-outlet operations. Premium hotel and contract catering roles reach £55,000-£75,000+. The UK national average is £48,610 (Indeed, September 2025). Total compensation – including bonus, tronc, meals on duty and benefits – should be benchmarked before advertising, not after the first offer is rejected.
What’s the difference between an Executive Chef and a Head Chef for our brief?
A Head Chef manages the daily operations of a single kitchen. An Executive Chef holds multi-outlet or multi-site operational scope, with Head Chefs reporting into them and P&L accountability across all food outlets. If your brief covers more than one kitchen or F&B outlet simultaneously, the correct title is Executive Chef. If it covers one kitchen, the correct title is Head Chef – regardless of the seniority of the person needed.
Do you cover contract catering Executive Chef recruitment as well as hotel?
Yes. KSB Recruitment places Executive Chefs across hotel operations, contract catering (including Compass, Sodexo and Elior supply chains), independent fine dining, events venues and country house hotels across Birmingham, Coventry, Worcester and the wider West Midlands.
What happens if the Executive Chef doesn’t work out after placement?
KSB Recruitment operates a rebate and replacement guarantee. Specific terms are confirmed at instruction. Structured competency-based selection and counter-offer management at our stage significantly reduces the risk of a placement exiting within the guarantee period.
Start your Executive Chef search today.
KSB Recruitment covers Birmingham, Coventry, Worcester and the wider West Midlands. Our active candidate relationships and structured search process deliver shortlists in 7-10 working days. Contact our hospitality team to start the brief.