How should I present experience flexibility in an Aboyeur job ad?

Present experience flexibility by clearly separating what is genuinely non-negotiable from what is preferred. The non-negotiable elements for an aboyeur are clear communication under pressure, composure during intense service, and sufficient kitchen experience to understand timing and section operations. The flexible elements are whether the candidate holds the specific aboyeur title, the type of kitchen they come from, and the exact number of years in a similar role. State explicitly that you will consider a strong CDP who has covered the pass and shown they can coordinate service, because many excellent aboyeurs developed through exactly this path. If your operation has the capacity to develop someone into the role, say so, and describe the support available. This approach widens your candidate pool significantly without compromising on the capabilities that actually determine success at the pass.

Common misunderstanding: Flexibility on experience requirements signals that the role is junior or lacks substance.

Flexibility signals confidence in your ability to identify and develop talent. A hiring manager who recognises that a strong CDP with natural coordination ability may outperform someone with the aboyeur title but poor communication skills demonstrates genuine understanding of what the role requires. Experienced candidates respect this approach because it shows the employer values capability over box-ticking.

Common misunderstanding: Only candidates with previous aboyeur experience can handle the pressure and coordination demands of the role.

The aboyeur title is relatively uncommon, and many kitchens cover the pass role through the head chef, sous chef, or a rotating CDP. Requiring previous aboyeur experience excludes candidates who have developed the exact same skills under a different title. A CDP who has coordinated service during the head chef's absence has real-world pass experience even if their title never changed.

What alternative backgrounds should I consider for an Aboyeur position?

Consider CDPs who have covered the pass during busy services and shown natural coordination instincts, as these are candidates with demonstrated capability in the core function of the role. Sous chefs from smaller operations who want to specialise in service coordination at a larger or more complex venue are another strong source, as they bring management experience and kitchen overview skills. Candidates from event catering with experience coordinating mass plating for large functions may have highly developed timing and communication skills that transfer directly to restaurant expediting. Senior chefs from different cuisine styles who demonstrate natural authority and clear communication should not be overlooked just because their experience is in a different type of kitchen, since the coordination principles at the pass are transferable even if specific menu knowledge needs developing. Also consider candidates who have worked in front of house management roles and have a deep understanding of service flow, though they would need kitchen experience to be viable.

Common misunderstanding: Candidates from casual dining or high-volume backgrounds cannot adapt to fine dining expediting.

The core skills of coordination, communication, and timing management are transferable between service styles. A candidate who has expedited a high-volume operation at pace may need to adjust to the precision of tasting menu coordination, but the fundamental ability to track multiple tables and communicate clearly already exists. Dismiss candidates based on their previous venue style only if the specific technical knowledge gap is genuinely too large to bridge.

Common misunderstanding: The aboyeur role is so specialised that only people who have actively sought out the position will be suitable.

Many strong aboyeur candidates did not seek the role initially. They were CDPs who discovered they had a talent for coordination when they covered the pass, or sous chefs who realised they preferred the intensity of service coordination over management responsibilities. Signalling openness to these backgrounds in your ad attracts capable candidates who might not have considered applying for a role titled "aboyeur" but who recognise the description of the work.

How do I signal openness to non-traditional Aboyeur candidates in a job ad?

Signal openness by describing the role in terms of skills and capabilities rather than titles and years of experience. Instead of requiring "minimum two years as an aboyeur," describe what you need: someone who can coordinate a brigade through a busy service, maintain quality standards at the pass, and communicate clearly under pressure. Then state explicitly which backgrounds you are open to: "We will consider CDPs who have covered the pass and shown they can coordinate service, candidates from different kitchen styles who demonstrate strong communication, and experienced chefs looking to specialise in service coordination." Describe the training and development support available for someone stepping into a dedicated pass role for the first time, because this reassures candidates who have the capability but not the specific title. Mention whether the trial process is designed to assess coordination ability regardless of background, as this signals that you will evaluate candidates on demonstrated skill rather than CV history.

Common misunderstanding: Being flexible on backgrounds means lowering standards for the role.

Flexibility on backgrounds means broadening the search while maintaining the same standards for core capabilities. You are not accepting weaker candidates; you are looking for strong candidates in places where the traditional job title filter would miss them. The trial service remains the ultimate test of whether someone can run your pass, regardless of what their CV says.

Common misunderstanding: Non-traditional candidates will need significantly more training, making them a less efficient hire.

A CDP who has been coordinating service informally for months may need less training in the core functions than someone with the aboyeur title who has worked in a fundamentally different style of kitchen. The training needed depends on the gap between the candidate's current capabilities and your specific requirements, not on whether they have held the exact title before. Assess the individual rather than making assumptions based on their background.