How should I describe a typical shift in an Aboyeur job ad?

Describe the shift as a service arc, walking candidates through the rhythm of the aboyeur's day from preparation through to the end of service. Start with pre-service: reviewing the booking sheet with FOH, checking in with each section on mise en place, understanding special requests and VIP tables, and briefing the team. Then describe how service builds as tables are seated, the aboyeur begins calling orders and tracking multiple parties at different stages of their meal. Focus on peak service, where the role is at its most demanding: ten or more tables in different courses simultaneously, constant coordination across all stations, fires being called, quality checks on every plate, and real-time decisions about timing and priorities. Finally, describe how service winds down after last orders and when the aboyeur's shift ends. This arc gives candidates a genuine sense of what they would experience.

Common misunderstanding: A bullet-point list of duties gives candidates a better sense of the shift than a narrative description.

Bullet points work for roles with discrete, repeatable tasks. The aboyeur role is defined by its rhythm and intensity, which cannot be conveyed in a list. Describing the build from calm preparation to peak pressure and back down communicates the actual experience of the role far more effectively than "coordinate service" and "check plate quality" as isolated items.

Common misunderstanding: The shift preview should focus on the calm, structured parts of the day to avoid intimidating candidates.

The right aboyeur candidates are drawn to the intensity. Describing peak service vividly, with multiple tables in play, constant decisions about timing, and the pressure of keeping the whole kitchen coordinated, is what excites the candidates you want. Those who find this description overwhelming would not succeed in the role, so an honest preview serves as effective self-selection.

What level of detail about daily routine should I include in an Aboyeur job ad?

Include enough detail that a candidate can mentally walk through a service in your kitchen. Describe specific coordination moments: how many tables might be in play during peak, what it looks like to track a restaurant full of guests at different courses, and how the aboyeur manages competing priorities when two tables need attention simultaneously. Mention the communication demands, including constant verbal exchanges with section chefs, updates from FOH on table pacing, and the need to maintain clarity and authority throughout. Be specific about whether the role involves split shifts covering lunch and dinner or straight-through shifts, and how the pre-service and post-service periods work. If the aboyeur has responsibilities outside of active service, such as helping with prep, attending menu development meetings, or training junior chefs on plating standards, include these as well. The detail should paint a complete picture without becoming an exhaustive operations manual.

Common misunderstanding: Candidates only care about service hours and days off, not the granular detail of what a shift involves.

Aboyeur candidates are choosing this role for the specific nature of the work, not just the schedule. The distinction between coordinating a complex tasting menu service and expediting a simple a la carte operation is crucial to their decision. Granular detail about the type and intensity of coordination required during a typical shift helps candidates assess whether this is the level of challenge they want.

Common misunderstanding: Including split shift details will deter candidates, so it is better to discuss scheduling after they have applied.

Split shifts are standard in many kitchen operations, and aboyeur candidates know this. Concealing the schedule creates a trust issue when it emerges later. If the role involves split shifts covering lunch and dinner services, state this clearly. Candidates who are put off by splits were never going to stay in the role long-term, and those who accept them prefer knowing upfront.

How do I give a realistic shift preview for an Aboyeur without overwhelming candidates?

Focus on the arc of service rather than attempting to catalogue every task. The aboyeur's shift has a natural narrative: quiet preparation, a building intensity as tables arrive, the peak where coordination demands are at their highest, and the gradual wind-down as the last tables are served. Describe this arc with enough specific detail to be vivid but without trying to document every possible scenario. Highlight the moments that define the role: the satisfaction of coordinating a perfectly timed course for a full restaurant, the quick decision-making when a section falls behind, the final plate check before it leaves the pass. These moments communicate the essence of the role. The right candidates, those who thrive on coordination and pressure, will find this description compelling. Those who are overwhelmed by it are telling you something important about their suitability for the pass.

Common misunderstanding: A realistic preview needs to cover every possible challenge and scenario the aboyeur might face.

Exhaustive scenario coverage reads like a risk assessment, not a job ad. Candidates do not need to know about every edge case before they apply. They need to understand the rhythm, the intensity, and the nature of the decisions they will make during a typical busy service. Save the detailed scenario discussions for the interview or trial stage.

Common misunderstanding: Describing the wind-down and quieter parts of the shift is unnecessary because the exciting parts of the role are what attract candidates.

The quieter phases of the shift are part of the reality and contribute to the overall picture. Pre-service preparation demonstrates that the role requires organisation and planning, not just reactive coordination. Post-service wind-down shows candidates the full scope of the commitment. Including these phases presents the role honestly and helps candidates understand the complete experience, not just the adrenaline peaks.