How to Use the Chef de Partie Interview Template

Why structured chef de partie interviews matter

A chef de partie owns their section. When they're good, their station runs like clockwork - consistent dishes, clean workspace, commis chefs learning and improving, prep done before service starts. When they're bad, you get inconsistent quality, stressed juniors, prep shortfalls discovered mid-service, and food safety shortcuts that put your business at risk.

The challenge with CDP hiring is that technical skill alone isn't enough. You need someone who can execute under pressure, maintain standards when nobody's watching, train the people below them, and take ownership of their section's performance. This template assesses all five dimensions consistently: section experience, culinary ability, food safety knowledge, pressure management, and the often-overlooked ability to develop junior chefs.

The 45-minute format gives you enough time for meaningful assessment including a practical cooking element. Using the same questions and scoring criteria for every candidate removes the common bias of hiring CDPs based on where they've worked rather than how they actually perform.

Pre-Interview Preparation

Before the candidate arrives, work through this checklist to ensure you're ready for a thorough assessment.

Review candidate CV and culinary qualifications - Look for progression through kitchen roles, stability of employment, and specific section experience relevant to your vacancy. Note any formal qualifications (NVQ, City & Guilds, culinary school diplomas) alongside practical experience. A CDP with five years across three good kitchens tells a different story from one with five years across ten.

Prepare interview area - CDPs should be interviewed partly in the kitchen. They need to see your section, your equipment, and your workspace. A candidate who asks questions about your setup shows genuine operational thinking.

Have scoring sheets and pen ready - CDP interviews often involve practical elements that need documenting in real time. Have your scoring sheets accessible during both the conversation and the cooking assessment.

Ensure 45 minutes uninterrupted time - This role needs more time than entry-level positions. The practical element alone needs adequate space. Brief your team to cover any operational needs during the interview.

Review kitchen section requirements - Be clear about what this specific CDP role involves. Which section? What's the daily cover count? How many commis work under them? What are the current pain points? This context shapes every question you ask.

Customisation tips:

• For fine dining sections, add "Prepare tasting menu spec sheets for reference during practical assessment"
• For high-volume operations, add "Confirm practical assessment ingredients match current menu"
• For pastry sections, add "Set temperature-controlled workspace for practical element"

Candidate Details

Record the candidate's full name exactly as they prefer to be called. This becomes your reference for all subsequent documentation.

Document when the interview took place. This is essential when comparing multiple candidates interviewed over several days and for any follow-up correspondence.

Section Experience

Why this question matters:

Running a section during busy service is fundamentally different from working on one as a commis. The CDP needs to own the entire output of their station - prep schedules, mise en place levels, timing during service, quality of every dish, and the performance of anyone working alongside them. A candidate who's only ever followed instructions on a section, never managed one independently, will struggle from day one. You need to understand whether their "section experience" means genuine ownership or simply being the most senior person present.

What good answers look like:

• Describes running specific sections with concrete details ("I ran the fish section at a 2-rosette restaurant doing 140 covers. I managed all prep, two commis chefs, and was responsible for 6 menu items plus daily specials")
• Shows understanding of what section management actually involves beyond cooking ("My section prep list ran to 23 items. I'd arrive 90 minutes before the commis to get the complex preparations done, then delegate the straightforward prep when they arrived")
• Demonstrates experience across multiple sections, showing versatility ("I've run larder, sauce, and grill across different kitchens. Each section taught me different timing skills - larder is about volume and consistency, grill is about reading the meat and managing heat")
• Explains how they handle section handovers and shift transitions ("At handover, I walk through every prep item, flag anything that's running low, and brief the evening CDP on any issues from lunch service")
• References specific challenges they've overcome on their section ("We lost our walk-in fridge mid-summer and I had to completely restructure my prep schedule to work in smaller batches. It actually improved our freshness")

Red flags to watch for:

• Cannot describe specific sections they've managed - speaks only in general terms about "kitchen experience"
• Confuses working on a section with running one ("I was on the grill for two years" without describing management responsibility)
• No evidence of managing prep schedules, ordering, or waste on their section
• Cannot explain how they'd set up their section for a busy service from scratch
• Lacks experience with the type of section you're hiring for and shows no awareness of the learning curve
• Describes section experience that sounds supervised rather than autonomous

Customisation tips:

• For specialist sections (pastry, butchery), ask about specific techniques unique to that discipline
• For kitchens where CDPs rotate between sections, probe their adaptability and learning speed
• For operations where CDPs contribute to menu development, ask about their creative involvement on previous sections

How to score:

• 5 - Excellent: Extensive experience running multiple sections with specific examples of autonomous management during busy service
• 4 - Good: Solid experience on one or more sections with clear evidence of ownership and independent management
• 3 - Average: Some section experience demonstrating basic understanding of management responsibilities
• 2 - Below Average: Limited section responsibility, mostly working under close supervision
• 1 - Poor: No section management experience; has only worked as a commis or in supporting roles

Culinary Skills

Why this question matters:

Technical ability is the foundation everything else sits on. A CDP who can't execute their dishes consistently under pressure creates problems that cascade through the entire service - sending back, remaking, timing disruptions on other sections. Beyond basic competence, you're looking for someone who understands why techniques work, not just how to follow a recipe. That understanding is what allows them to adapt when things go wrong, maintain quality across varying conditions, and eventually teach others.

What good answers look like:

• Describes specific techniques with genuine understanding ("I'm strongest on classical French sauces. I can hold a hollandaise for 3 hours during brunch service because I understand the emulsion science - it's about temperature stability, not constant whisking")
• Shows pride in specific dishes with technical detail ("My signature is a sous vide lamb shoulder that takes 48 hours. I developed the cure ratio over about 20 attempts until the seasoning penetrated evenly without over-salting the exterior")
• Demonstrates ability to troubleshoot when things go wrong ("When my caramel split during service, I knew the sugar had crystallised from stirring too early. I started a fresh batch and adjusted the temperature by 3 degrees to compensate for the humidity that day")
• References continuous learning and technical development ("I spent my last holiday staging at a Michelin-starred restaurant specifically to improve my pastry skills, which was my weakest area")
• Shows awareness of how their skills fit different kitchen contexts ("My butchery skills are strong but my fish fabrication needs development. I've been practising whole fish breakdown at home because I know your menu is seafood-heavy")

Red flags to watch for:

• Cannot describe any techniques in meaningful detail - gives recipe-level answers rather than understanding
• No dishes they're genuinely proud of, suggesting a lack of passion for the craft
• Claims advanced skills but contradicts themselves when you probe for specifics ("I'm an expert in sous vide" but can't explain pasteurisation temperatures)
• Shows no interest in developing skills beyond their current level
• Describes cooking exclusively in terms of following recipes rather than understanding principles
• Dismissive of techniques outside their comfort zone ("I don't need to know pastry, that's not my section")

Customisation tips:

• For fine dining, ask about presentation techniques and their approach to consistency across multiple covers
• For high-volume operations, focus on speed and efficiency without sacrificing quality
• For kitchens working with specific cuisines, test knowledge of cuisine-specific techniques and ingredients
• For seasonal menus, ask about adapting techniques for different ingredients throughout the year

How to score:

• 5 - Excellent: Advanced techniques demonstrated with creative flair and deep understanding of culinary principles
• 4 - Good: Strong technical skills with solid execution and clear understanding beyond recipe-following
• 3 - Average: Competent with standard techniques but limited depth or creativity
• 2 - Below Average: Basic skills only, with gaps in fundamental techniques for the section
• 1 - Poor: Insufficient culinary skills for a CDP role, with significant technical deficiencies

Food Safety

Why this question matters:

A CDP is responsible for food safety on their section every single shift. They're the ones checking temperatures, managing date labels, preventing cross-contamination, and ensuring their commis follow correct procedures. One food safety failure can close your business, generate devastating reviews, and cause genuine harm to customers. Unlike some other competencies where "good enough" might work initially, food safety knowledge needs to be solid from day one. You cannot afford a CDP who treats hygiene as an afterthought or delegates it entirely to others.

What good answers look like:

• Describes specific food safety routines they follow daily ("I check all fridge temperatures first thing, record them on the log, and verify that all date labels are current. Any item past its use-by goes straight in the bin, no exceptions")
• Shows understanding of why food safety practices matter, not just what to do ("I keep raw and cooked proteins on separate shelves because cross-contamination from raw meat is one of the biggest causes of food poisoning in commercial kitchens")
• Gives examples of catching food safety issues and taking action ("I found chicken stored above ready-to-eat salad in the walk-in. I moved it immediately, disposed of the salad as a precaution, and briefed the team about correct storage positioning")
• References allergen management as part of their routine ("I verify every allergen modification personally before it leaves my section. I once caught a dairy contamination on a 'dairy-free' dish that would have been served to a customer with anaphylaxis")
• Demonstrates proactive rather than reactive safety practices ("I introduced a colour-coded chopping board system on my section when I noticed people using the same board for different protein types")

Red flags to watch for:

• Treats food safety as bureaucratic rather than essential ("It's a lot of paperwork but you have to do it")
• Cannot state basic temperature requirements for their section's core products
• No examples of personally maintaining or enforcing food safety standards
• Delegates food safety entirely to others ("The KP handles the cleaning" or "Management does the temperature checks")
• Describes shortcuts they've taken under pressure ("When it's busy, I skip the temp checks and do them at the end of service")
• No awareness of allergen risks or cross-contamination prevention on their section

Customisation tips:

• For kitchens handling high-risk foods (raw fish, shellfish, soft cheeses), probe specific knowledge of those hazards
• For operations with Scores on the Doors ratings, ask about their experience maintaining high food hygiene ratings
• For kitchens serving customers with severe allergies, test their allergen management protocols in detail

How to score:

• 5 - Excellent: Comprehensive food safety understanding with proactive practices and specific examples of maintaining and enforcing standards
• 4 - Good: Strong food safety practices demonstrated through concrete daily routines and examples of catching issues
• 3 - Average: Adequate safety knowledge covering basic requirements, though may lack proactive approach
• 2 - Below Average: Limited safety awareness with gaps in fundamental knowledge or inconsistent practices
• 1 - Poor: Poor food safety understanding with concerning attitudes toward hygiene and standards

Pressure Management

Why this question matters:

Every kitchen gets busy. The CDP who cooks beautifully during a quiet Tuesday lunch but falls apart on Saturday night is worse than useless - they're a liability. Pressure management isn't just about staying calm. It's about maintaining quality standards, making good decisions about timing and prioritisation, communicating clearly with the pass and other sections, and keeping your commis focused rather than panicked. The section that breaks during a rush drags down every other section with it.

What good answers look like:

• Describes specific high-pressure situations with concrete outcomes ("Last New Year's Eve we did 280 covers with one commis down sick. I reorganised my prep list, simplified two garnishes to save time, and we didn't send a single dish back all night")
• Shows self-awareness about pressure responses and management strategies ("I know I start to rush my plating when I'm stressed, so I deliberately slow down for 5 seconds on each plate when I feel that happening. It sounds counterintuitive but it actually saves time by preventing returns")
• Explains how they support their team during pressure ("When my commis starts to panic, I take over their most complex task and give them something they can execute confidently. It rebuilds their composure without stopping production")
• Demonstrates preparation strategies that reduce pressure ("I always over-prep by 15% on Fridays and Saturdays. It costs a small amount in waste but means I never run out of mise en place during the rush")
• Shows ability to communicate effectively with the pass during pressure ("I keep the aboyeur informed of my timing. If I'm running 2 minutes behind, I call it immediately rather than trying to rush and risk quality")

Red flags to watch for:

• Claims to "thrive under pressure" but cannot give specific examples of maintaining quality during genuinely busy periods
• Describes pressure responses that involve cutting corners ("When it gets really busy, you just have to push food out")
• Shows no awareness of how their section's pressure affects other stations
• Blames equipment, team members, or management for pressure situations without personal accountability
• Describes experiences where quality clearly suffered but presents them as successes
• Gets visibly stressed discussing pressure situations during the interview, suggesting limited resilience

Customisation tips:

• For high-volume operations, ask specifically about sustained pressure over 4+ hour service periods
• For fine dining, focus on maintaining presentation standards under time pressure
• For kitchens with complex tasting menus, ask about managing multi-course timing across tables

How to score:

• 5 - Excellent: Thrives under pressure with specific examples of maintaining quality, supporting the team, and communicating effectively during genuinely busy services
• 4 - Good: Handles busy periods well with concrete examples of maintaining standards and managing their section effectively
• 3 - Average: Can manage pressure with support, showing basic coping strategies though may struggle during exceptional demand
• 2 - Below Average: Struggles during rush periods with evidence of quality drops or poor communication under stress
• 1 - Poor: Cannot handle service pressure, with evidence of significant quality failures or inability to cope

Junior Chef Development

Why this question matters:

CDPs are the front line of kitchen training. They spend more time with commis chefs than anyone else in the brigade. A CDP who can cook brilliantly but can't teach creates a section that falls apart whenever they're not there. Worse, commis chefs who aren't developed by their CDP become frustrated, make more mistakes, and leave - driving up your recruitment costs and creating a constant cycle of inexperience on the section. The best CDPs see developing their commis as part of their job, not an interruption to it.

What good answers look like:

• Describes a specific example of developing a junior chef ("I had a commis who couldn't hold consistent knife speed. Instead of criticising, I spent 10 minutes before each service for two weeks working through technique with him. His prep speed doubled and his cuts became much more consistent")
• Shows a structured approach to training ("I break every new dish down into components and teach each one separately before combining them. I find commis chefs learn faster when they understand each element before seeing the full picture")
• Demonstrates patience and an understanding that people learn differently ("Some commis learn by watching, some by doing, some by understanding the why. I adapt my approach for each person rather than using the same method for everyone")
• References measuring improvement and giving feedback ("I track each commis's progress on key tasks. When they master something, I tell them specifically what improved. When they're struggling, I address it privately and offer concrete steps")
• Shows that training is integrated into daily work, not a separate activity ("I delegate progressively. A new commis starts with basic prep, then moves to cooking simpler components, then more complex elements. By month three, they should be able to cover my station for short periods")

Red flags to watch for:

• Views training as someone else's responsibility ("The head chef handles the training programme")
• Shows impatience with junior mistakes ("If they can't keep up, they're in the wrong job")
• "It's faster to do it myself" mentality that prevents juniors from learning
• No specific examples of actually developing someone - speaks only in theoretical terms about how they "would" train
• Describes training approaches that rely on pressure or humiliation rather than structured development
• Cannot adapt their approach for different learning styles or experience levels

Customisation tips:

• For kitchens with apprenticeship programmes, ask about their experience with structured training frameworks
• For operations with high commis turnover, explore how they get new team members productive quickly
• For fine dining, ask about training commis to meet exacting presentation and technique standards

How to score:

• 5 - Excellent: Natural teacher with patient approach, specific examples of developing juniors, and evidence of structured training methods
• 4 - Good: Supports junior chefs effectively with concrete examples and willingness to invest time in development
• 3 - Average: Can train with guidance and shows basic willingness, though lacks structured approach or specific examples
• 2 - Below Average: Limited patience for training with preference for doing tasks themselves rather than teaching
• 1 - Poor: Cannot or will not work with junior staff, showing no evidence of development capability

Practical Trial

Why practical trials matter:

CDPs can talk brilliantly about their culinary philosophy and fall apart when you hand them a knife. A practical cooking trial reveals the things that matter most: knife skills under observation pressure, ability to manage time and workspace, actual cooking technique versus described technique, and whether they clean as they go or leave chaos behind them. A 45-minute practical element that mirrors real section work tells you more than any conversation about cuisine knowledge.

What to observe:

Demonstrated strong knife skills - Watch for speed, accuracy, consistency, and safety. Are their cuts uniform? Do they use appropriate techniques for different products? Is their knife sharp and well-maintained? Speed matters, but accuracy matters more at this stage.

Managed mise en place effectively - Observe how they set up their workspace before cooking. Do they gather everything they need first? Is their station organised logically? Do they know where everything is without searching?

Maintained clean organised station - Clean-as-you-go is non-negotiable at CDP level. Watch whether they wipe down between tasks, manage their waste, and keep their workspace functional throughout the practical. A messy station during a trial means a messy section during service.

Showed good timing and coordination - If you've asked them to cook multiple elements, observe how they manage timing. Do they start the longest elements first? Do they work on multiple components simultaneously? Can they deliver everything together at the right temperature?

Produced quality dishes - Ultimately, the food needs to be good. Assess flavour, seasoning, presentation, and consistency with what they described in the interview. A gap between what they claim and what they produce is a significant concern.

Setting up an effective trial:

• Use your actual section equipment and current menu ingredients where possible
• Ask them to prepare 2-3 dishes that test different techniques relevant to your section
• Set realistic time limits that match your service demands, not generous test conditions
• Include at least one element that requires precision (temperature, timing, presentation)
• Observe from a distance initially, then introduce mild pressure (questions, time adjustments)

How to score the trial:

• 5 - Exceptional: Outstanding culinary skills demonstrated with excellent technique, organisation, and dish quality
• 4 - Strong: Good technique and organisation throughout with quality dishes that meet your standards
• 3 - Adequate: Acceptable performance with competent execution, though some areas need development
• 2 - Below Standard: Struggled with cooking tasks, showing significant gaps in technique or organisation
• 1 - Inadequate: Not suited for CDP role based on practical performance

Cultural Fit Assessment

Beyond skills and experience, cultural fit determines whether a CDP will thrive on your team and stay long enough to make an impact. Select all indicators that genuinely apply based on your observations throughout the interview and trial.

Shows passion for cooking - Did they light up when discussing techniques and dishes? Is cooking clearly more than just a job to them?

Demonstrates attention to detail - Throughout the interview and trial, did they show natural precision and care in everything from their answers to their plating?

Works well in kitchen brigade - Based on their examples and how they interacted during the trial, would they fit into your brigade structure and respect the hierarchy?

Shows pride in presentation - During the practical, did their plating show genuine care? Do they understand that presentation is part of the product, not an afterthought?

Interest in learning new cuisines - Are they curious about food beyond their current expertise? Do they show genuine interest in your menu and approach?

Positive attitude toward long hours - Do they understand the reality of kitchen hours and approach it with acceptance rather than resentment?

Weighted Scoring

The weighted scoring system reflects what matters most for chef de partie success in most operations.

Culinary skills carry the highest weight because the CDP's primary job is producing excellent food consistently. Without strong technique, everything else suffers. Rate 1-5 based on interview responses and practical trial performance, then multiply by 0.35.

Section management determines whether the CDP can run their station independently and reliably. Rate 1-5 based on their described experience, organisational habits, and evidence of autonomous section leadership, then multiply by 0.25.

Food safety carries significant weight because the CDP is responsible for compliance on their section every shift. Failures here create serious business risk. Rate 1-5 based on their knowledge, daily practices, and proactive approach to safety, then multiply by 0.25.

Cultural fit affects retention, team dynamics, and whether they'll contribute positively to your kitchen culture. Rate 1-5 based on the cultural fit assessment indicators, then multiply by 0.15.

Add all weighted scores together for the final result. Maximum possible is 5.0.

Interpretation:

• 4.0 and above: Strong hire - offer position with confidence
• 3.5 to 3.9: Hire with development plan - good candidate who may need support in specific areas
• 3.0 to 3.4: Consider second interview - potential but questions remain about readiness for your section
• Below 3.0: Do not proceed - significant concerns that training cannot quickly address

Customisation tips:

• Fine dining operations might increase Culinary Skills to 0.40 and reduce Section Management to 0.20
• High-volume kitchens might increase Section Management to 0.30 and reduce Culinary Skills to 0.30
• Operations with high commis turnover might add Junior Chef Development as a fifth weighted category

Final Recommendation

Based on all assessments, select your hiring decision:

• Strong Hire - Offer position immediately: Exceptional candidate who'll elevate your section from day one; move fast before they accept elsewhere
• Hire - Good candidate, offer position: Solid choice who meets your technical and management requirements
• Maybe - Conduct second interview or check references: Potential but need more information, particularly around practical performance or team fit
• Probably Not - Significant concerns, unlikely to hire: Gaps in technique, food safety, or section management that would take too long to develop
• Do Not Hire - Not suitable for this role: Clear misfit for your section; don't proceed regardless of hiring pressure

Additional Notes

Record any observations, concerns, or follow-up actions that don't fit elsewhere. This might include:

• Specific reference check questions to ask about their section management and reliability
• Training needs if hired (e.g., your specific menu items, house style, equipment differences)
• Availability constraints discussed, especially around split shifts or weekend requirements
• Notable strengths to leverage from day one on their section
• Concerns to monitor during probation, particularly around food safety habits and junior development

What's next

Once you've selected your chef de partie, proper onboarding is essential for retention and rapid section performance. See our guide on Chef de Partie onboarding to ensure your new hire learns your menu, integrates with the brigade, and starts delivering consistent section leadership from their first week.