What do Aboyeur candidates prioritise when evaluating a job ad?

Aboyeur candidates prioritise genuine authority above almost everything else. They want to know whether they will truly run the pass during service, making real-time decisions about timing, remakes, and coordination, or whether the head chef will stand beside them making all the meaningful calls. Beyond authority, they evaluate the quality of the brigade they will coordinate, because an experienced team that responds sharply to calls is a fundamentally different working experience from one that requires constant chasing. Progression toward sous chef or head chef is a strong motivator, as many see the aboyeur role as a stepping stone to senior kitchen leadership. They also pay close attention to the complexity of the service, because coordinating tasting menus across a large brigade is the kind of challenge that develops real skills, whereas simple a la carte expediting may not offer the growth they seek.

Common misunderstanding: Aboyeur candidates are primarily motivated by pay and hours like any other kitchen role.

While compensation matters, what distinguishes aboyeur candidates from general kitchen applicants is their focus on the nature of the responsibility. These are people who have chosen coordination and leadership over section cooking. They are drawn to the pressure and decision-making of the pass, and they will accept reasonable pay if the role offers genuine authority and meaningful development. Advertising pay prominently while being vague about authority misses what actually drives their decision.

Common misunderstanding: Aboyeur candidates evaluate the restaurant's reputation first and the role second.

Experienced expeditors evaluate the role structure before the venue. A well-known restaurant where the head chef never truly delegates is less appealing than a lesser-known kitchen offering genuine pass authority. Candidates who have been burned by roles where the title existed without the substance are especially focused on the specifics of delegation, brigade responsiveness, and day-to-day authority.

How do I address the main concerns Aboyeur candidates have about a new position?

The primary concern for aboyeur candidates is whether the advertised authority is real. They have often encountered roles where the job description promised pass leadership but the head chef could not actually let go during service. Address this directly by describing exactly when the head chef steps back, what decisions the aboyeur makes independently, and what the chain of communication looks like when issues arise. A second major concern is the brigade dynamic: will section chefs respect the aboyeur's authority and respond to calls, or will they look past the pass to the head chef for direction? Be honest about how the kitchen hierarchy works during service. Candidates also want clarity on the FOH relationship, because the aboyeur is the bridge between kitchen and floor, and a dysfunctional relationship there makes the role exhausting rather than rewarding.

Common misunderstanding: Candidates trust job ads at face value, so detailed explanations of authority are unnecessary.

Aboyeur candidates are often sceptical precisely because they have experienced roles where the advertised authority did not match reality. Providing specific examples of the decisions the aboyeur makes, such as calling remakes, controlling the pace of service, or managing table timing independently, builds credibility in a way that general statements about "running the pass" do not.

Common misunderstanding: Discussing potential challenges or tensions in the role will put candidates off applying.

Honest acknowledgement of the role's challenges, such as managing the kitchen-FOH interface or coordinating under peak pressure, actually reassures experienced candidates. They know the pass is demanding. What concerns them is silence on these points, which suggests either a lack of understanding of the role or an attempt to gloss over problems.

What assumptions do Aboyeur candidates typically make about job opportunities?

Aboyeur candidates commonly assume that the authority described in a job ad will be overstated. They expect that head chefs will advertise delegation but struggle to relinquish control during actual service. They also tend to assume the role may involve more cooking than pure expediting unless explicitly told otherwise, because many kitchens blur the line between aboyeur and CDP responsibilities. Another frequent assumption is that the role may lack a clear progression path, since aboyeur is not always recognised as a formal step in the kitchen hierarchy. Candidates who have worked in kitchens where the pass was covered by whoever was available, rather than being a dedicated role, will also assume yours might be the same unless you specify that this is a dedicated position.

Common misunderstanding: Experienced candidates will understand what your aboyeur role involves without detailed explanation.

The aboyeur role varies more between kitchens than almost any other position in the brigade. In some kitchens it means genuine service leadership; in others it means ticket management and garnish plating. Candidates cannot infer which yours is from a title alone. Detailed descriptions of the specific authority, responsibilities, and daily reality are essential for attracting the right person.

Common misunderstanding: Candidates assume all aboyeur roles include a path to sous chef, so you do not need to state this explicitly.

Many aboyeur candidates have found that the role can be a dead end in kitchens where it is seen as a support function rather than a leadership development position. If your role genuinely leads to sous chef or head chef progression, stating this with evidence, such as where previous aboyeurs have progressed, is far more compelling than assuming candidates will take it for granted.