How to record a commis chef video job ad

Step 1: Open with the Opportunity

Start your video by answering the question every commis chef candidate is asking: "Will I actually learn to cook here, or will I spend two years peeling carrots and washing herbs while the real cooking happens around me?" Commis chefs are at the beginning of their career — hungry to learn, eager to develop, but often burned by kitchens that promised training and delivered tedious prep work. Your job ad needs to show them what they'll genuinely gain from working for you.

This opening matters enormously because commis recruitment is competitive for a different reason than senior chef recruitment. You're not competing for proven talent with track records — you're competing for potential, for people who could become excellent chefs if developed properly. The best commis candidates are those who care about learning, not just earning. They're comparing your opportunity not just on salary, but on what it will do for their career. If your opening sounds like every other generic commis ad ("looking for an enthusiastic commis to join our team"), you'll attract people who just need a job. If it speaks to development, you'll attract people who want a career.

The fundamental question commis candidates ask is: what will I actually do here, and what will I learn? They've heard too many stories — and maybe experienced firsthand — of commis roles that meant endless basic prep, minimal exposure to real cooking, and no clear path to progression. They're looking for signs that your kitchen is different. Your job is to show them, specifically and credibly, why it is.

Your goal is to make them think: "This is where I'll actually learn to cook."

Use this 3-part approach:

1. Lead with what they'll learn

Commis chefs are investing their time — often at modest pay — in exchange for learning. The quality of that exchange determines whether your opportunity is attractive or not. Be specific about what you're offering them in terms of development.

Start with exposure to cooking, not just prep. The biggest fear of any thoughtful commis candidate is being stuck on basic prep indefinitely — dicing onions, picking herbs, peeling vegetables — while the cooking happens around them. Address this directly. How much actual cooking will they do? At what point do they start working the section during service? Is there a progression from basic prep to more skilled work, or do commis stay on prep throughout? Some kitchens genuinely develop commis quickly; others use them as cheap labour for tedious tasks. Be honest about which you are.

Explain which section or sections they'll work on. Will this commis work primarily with one CDP, learning that section in depth? Will they rotate across sections, getting broader exposure? Will they be a floater, filling gaps wherever needed? Each approach has merits — depth versus breadth, consistency versus variety — but candidates have preferences. A commis who wants to learn fish won't be excited about a role that's primarily larder prep. Be specific about where they'll be working and what that means for what they'll learn.

Talk about who they'll learn from. The CDP or senior chef they work under day-to-day will shape their development more than any other factor. Who is this person? Do they actively teach, or do they expect commis to watch and figure it out? Do they have patience for questions, or do they need people who can keep up without instruction? If your CDPs have a reputation for developing commis — if previous commis under their guidance have progressed well — that's worth highlighting.

Address training beyond the day job. Some kitchens offer structured training alongside hands-on work — knife skills sessions, technique demonstrations, supplier visits, wine or produce education. Others rely entirely on learning-by-doing. Neither is inherently wrong, but candidates want to know what they're getting. If you offer formal training opportunities, explain them. If you don't, focus on the hands-on learning instead of pretending.

2. Understand what matters to commis chefs

Commis candidates have different concerns than CDPs or sous chefs. They're earlier in their career, often with less certainty about their path, and evaluating opportunities through a different lens. Understanding these concerns helps you speak to what they actually care about.

Learning and exposure are typically the dominant priority. Serious commis candidates want to develop skills that will advance their career. They're asking: Will I actually learn to cook, or just to prep? Will I get exposure to techniques and produce I can't access elsewhere? Will someone actively teach me, or am I expected to absorb it passively? The answers to these questions often matter more than salary at this career stage.

The path to CDP matters for those thinking long-term. Ambitious commis want to see progression possibility. How long do commis typically stay at commis level in your kitchen? Have previous commis been promoted to CDP? What does someone need to demonstrate to move up? Kitchens where commis regularly progress attract better candidates than those where people stay stuck at the same level for years.

The kitchen culture affects commis disproportionately. Junior staff often bear the brunt of toxic kitchen cultures — they're the ones most likely to be shouted at, blamed for problems, or treated as expendable. Commis candidates are often asking themselves: Will I be treated with basic respect here, or will I be at the bottom of a hierarchy that takes that out on me? If your kitchen has genuinely moved past the aggressive culture that still exists in parts of the industry, that's a significant selling point for commis recruitment.

Pay matters, but it's complicated at this level. Commis pay is generally modest, and candidates know that. What they're evaluating is whether the pay is fair for the development they're getting. A lower-paid commis role at a kitchen with genuine training might be worth more than a higher-paid role where they learn nothing. Be honest about where your pay sits, and frame it in context of what they're getting for it.

Hours and lifestyle matter for sustainability. Some commis come from college expecting to work hard; the reality of kitchen hours can still be a shock. Others are experienced enough to know what they're signing up for. Being honest about hours helps candidates self-select appropriately and prevents early turnover from people who can't handle the reality.

3. Differentiate from other kitchens

Commis roles are relatively abundant — most kitchens need junior staff. For candidates with options, you need to give them a reason to choose you over alternatives.

Differentiation at commis level is usually about development quality. Every kitchen hires commis; not every kitchen develops them. If you have a genuine approach to training and progression — not just claims, but actual practice — that's your differentiation. Have your commis progressed to CDP? Do your CDPs actively invest in developing their commis? Do you offer any training beyond on-the-job learning? Concrete evidence of development beats generic promises.

The learning environment matters. Some kitchens are excellent training grounds — the standard of cooking exposes commis to quality they'd struggle to see elsewhere, the senior team actively teaches, the pace and pressure develop resilience and speed. Others are chaotic environments where commis are thrown in without support and either sink or swim. What kind of environment are you, honestly?

Consider what's distinctive about your kitchen's approach. Maybe you work with exceptional produce that commis elsewhere wouldn't have access to. Maybe your CDPs came through strong training themselves and pass that on. Maybe you have a structured approach to progression — after six months you move from basic prep to service, after twelve months you're being assessed for CDP readiness. Whatever genuinely distinguishes your commis development, lead with it.

If you're struggling to identify differentiators, that's information worth having. Either you have development strengths you're not articulating (ask your commis what they value), or your commis role genuinely isn't distinctive and you'll compete mainly on location, hours, and pay.

Tips if you're unsure what to say

If you're finding it hard to articulate why a motivated commis should choose your kitchen, work through these questions:

What have your previous commis learned while working for you? Can you point to specific skills, techniques, or knowledge they developed? If they arrived knowing only basics and left able to run elements of a section, that's your evidence.

Where have your commis gone after working here? If they've progressed to CDP — either with you or elsewhere — that demonstrates your kitchen develops people. If they've mostly left the industry or moved sideways, that tells you something different.

What would a commis experience in their first month that would make them think "this is the right place for me"? What's the concrete reality that would prove you're a good place to learn?

What do your current commis say about working here? Their words — honest, specific, concrete — are often more compelling than management language.

Example: Fine Dining Restaurant

We're looking for a commis chef who wants to actually learn to cook, not just spend months on basic prep waiting for something better. On the fish section, you'll work directly with our fish CDP — she came through The River Café and takes development seriously. Yes, you'll do prep. But within your first month, you'll be prepping actual service components, not just peeling and dicing. By three months, you'll be cooking elements during service. By six months, if you're developing well, you'll run parts of the section when the CDP steps back.

We work with whole fish delivered from day boats — you'll learn to break them down, not just cook fillets someone else prepped. Our last fish commis is now CDP at a two-rosette restaurant in Manchester. If you want proper training in a kitchen that will actually invest in getting you to CDP, not just use you for prep labour, this is it.

Step 2: Show Your Venue Personality

Now help candidates picture themselves working in your kitchen. For commis especially, this matters — they're often newer to the industry and may have less sense of what different kitchen environments are actually like. What feels normal and manageable in one kitchen can be overwhelming in another. Giving them a clear picture helps them assess whether they'd thrive with you.

This section is where video particularly shines. Text can describe your kitchen; video shows its energy. Your tone, your enthusiasm, the space visible behind you — all communicate something about what it's like to work there. For commis who may be nervous about stepping into an intense professional kitchen, seeing the environment and hearing from a real person builds confidence and trust.

Authenticity matters even more at commis level. Junior staff often feel they have less power to leave if things aren't as advertised. Misrepresenting your kitchen's culture — claiming it's calm and supportive when it's actually high-pressure and demanding — sets commis up for a difficult experience. Honest description helps candidates choose environments that genuinely suit them.

Your goal is to help them imagine themselves learning here and get excited about the environment.

Use this 3-part approach:

1. Describe what kind of place this is

Give candidates a concrete picture of your operation. At commis level, many candidates have limited reference points — they might have worked in one kitchen before, or none. Clear description helps them understand what they'd be stepping into.

What type of kitchen is this? Fine dining is a different commis experience than a busy brasserie. A hotel kitchen with banqueting is different again. Each environment teaches different things and suits different people. Fine dining teaches precision and attention to detail; high-volume teaches speed and consistency; hotels teach adaptability and scale. Be clear about what yours is, because the learning experience varies significantly.

What's the pace and intensity? Some kitchens are technically demanding but operationally calm — the challenge is executing complex dishes precisely, and the pressure is about quality rather than volume. Others are high-energy, high-volume, constantly moving. Some commis thrive on intensity; others need more methodical environments to learn effectively. Be honest about what yours feels like, especially during busy service.

What's the scale? How many covers? How many chefs? A small brigade means the commis is close to everything, highly visible, potentially doing varied work. A large brigade means more structure, more defined roles, but potentially less individual attention. Both can be good learning environments, but they're different.

What's the physical kitchen like? For a commis who might be spending twelve hours a day there, the physical environment matters. Is it well-equipped and spacious, or cramped and challenging? Is it well-maintained, or held together with workarounds? Be honest — candidates will find out anyway.

2. Share your kitchen culture

Culture determines whether commis thrive or struggle, often more than the technical aspects of the job. Junior staff are particularly affected by culture because they have less power to push back against negative dynamics.

Address how junior staff are treated directly. This is what commis really want to know. In some kitchens, commis are respected team members who happen to be early in their careers. In others, they're at the bottom of a hierarchy and treated accordingly — blamed for problems, spoken to roughly, given the worst tasks without explanation. Be honest about which yours is. If you've genuinely moved past old-school kitchen aggression, say so explicitly and explain what that looks like in practice.

Describe how mistakes get handled. Commis will make mistakes — they're learning. What happens when they do? Is there teaching, or just criticism? Is there patience for the learning curve, or pressure to be perfect immediately? Do senior staff remember that they were once commis, or have they forgotten? This question tells candidates more about your culture than almost anything else.

Explain how learning happens. Some kitchens actively teach — CDPs explain techniques, answer questions, show commis how to do things properly. Others expect commis to watch, absorb, and figure things out. Neither is inherently wrong, but they suit different people. A commis who needs explanation will struggle in a watch-and-learn environment; one who learns by doing might find lots of instruction frustrating. What's your style?

Talk about the team dynamic. Do people help each other when sections get slammed? Is there camaraderie, or is it every person for themselves? Do senior staff look out for junior ones, or is the hierarchy rigid? Commis candidates want to know whether they'll have support when things get difficult.

3. Introduce who they'll work with

For a commis, the relationships with immediate colleagues — especially the CDP they'll work under — shape their entire experience. These introductions matter more at commis level than at any other.

The CDP relationship is everything. This is the person who will teach them (or not), who will direct their daily work, who will determine whether they progress or stagnate. Who is the CDP they'll work with? What's their background? What's their teaching style — patient and explanatory, or expect-you-to-keep-up? Do they actively develop commis, or mainly need someone to handle prep? The more specifically you can describe this person and how they work with junior staff, the better candidates can assess fit.

Describe the senior team's attitude to development. Beyond the immediate CDP, how do the sous chef and head chef relate to commis? Are they approachable? Do they notice and acknowledge good work from junior staff? Do they actively contribute to commis development, or is that entirely the CDP's domain? Commis want to know whether they'll be visible to senior staff or invisible.

Mention other commis or junior staff. Will they be the only commis, or part of a group? Is there someone at a similar level they can learn alongside and support each other with? Having a peer at the same stage can make the experience significantly better, especially in the early months.

Tips if you're unsure what to say

Ask your current or recent commis what the culture is actually like. They'll give you honest feedback about how junior staff experience your kitchen. Listen for specific examples — not "it's supportive" but "when I burned the fish, the CDP showed me what I did wrong and how to avoid it, instead of just shouting."

Think about what surprises new commis — positively or negatively — when they join. What's different about your culture from what they expected? The positives are your selling points; the negatives are things to be honest about.

Reflect on how you'd describe your kitchen culture to a nervous but talented commis candidate. What would you want them to know to feel comfortable joining?

Example: Fine Dining Restaurant

This is a 60-cover restaurant in a Victorian townhouse — tasting menus, guests who book months ahead. The kitchen was refurbished two years ago, so it's well-equipped with space to work properly. We run a brigade of eight, including two commis.

The kitchen runs calm. Our head chef came up through kitchens where shouting was normal, and she's deliberately built something different. High standards, yes — you'll know when you've got something wrong. But the approach is teaching, not punishment. When you make a mistake (and you will, you're learning), the focus is on understanding what went wrong and how to do it better, not on blame.

You'll work primarily with our fish CDP. She came through The River Café and brings their approach to developing junior staff — patient explanation, active teaching, high expectations but real support. She's developed three commis who are now CDPs elsewhere. She'll be your primary teacher, but the sous chef and head chef are both approachable and notice good work from juniors.

There's one other commis on meat section — started about eight months ago, now getting service time on the section. You'll have someone at a similar level to compare notes with and support each other.

Step 3: Paint a Picture of the Role

Give candidates a realistic preview of what their life will look like as your commis. This is particularly important at this level because expectations often don't match reality — candidates may imagine more cooking than they'll do, or be nervous about aspects that aren't as difficult as they fear. Honest preview helps them prepare for the actual experience.

Realistic job previews reduce early turnover significantly. Commis who understand what they're signing up for — including the mundane parts, the hard parts, the parts that are different from what they imagined — start with accurate expectations. Those who were sold an idealised version often become disillusioned and leave.

The risk at commis level is overpromising development while underdelivering. If you promise they'll be cooking within weeks but the reality is months of basic prep, you'll create disappointed, resentful staff. Better to be honest about the timeline and have commis who've made informed choices.

Your goal is to help them imagine what their days will actually look like and decide if it's right for them.

Use this 4-part approach:

1. Describe what a typical day looks like

Walk candidates through the actual rhythm of this commis role. What happens from arrival to departure?

Start with the prep reality. Commis spend significant time on prep — that's the nature of the role. Be honest about what that involves. How much of their day is basic prep (peeling, dicing, cleaning)? How much is more skilled prep (portioning fish, making bases, prepping service components)? Does the ratio change as they develop, and over what timeframe? Don't minimise the prep element — they need to know what they're signing up for — but show how it connects to learning and progresses over time.

Describe their service involvement. When and how do commis participate in service? Do they have any cooking responsibilities during service from the start, or is that something that develops over time? Are they plating, finishing, cooking specific elements? Or are they primarily supporting the CDP with mise en place and prep throughout service? Different kitchens use commis differently during service — be specific about yours.

Explain the learning moments in a typical day. Where does the actual teaching happen? Is it during prep, when the CDP explains techniques while they work? During service debrief? In separate training sessions? If learning is genuinely integrated into the day, show where and how. If it's more watching and absorbing, be honest about that.

Address how the day changes as they develop. What does month one look like versus month six? At what point do they progress from basic prep to more skilled work? When do they start getting service responsibilities? What milestones mark the progression? This shows candidates there's a path, not just an indefinite stay on prep.

2. Explain what they'll actually do

Commis candidates want clarity on the specific tasks and responsibilities. The title "commis chef" can mean very different things in different kitchens.

Be specific about prep responsibilities. What will they actually be prepping? On a fish section, that might mean scaling, gutting, portioning fish; making fish stocks and sauces; prepping garnishes and accompaniments. On a meat section, different prep entirely. On pastry, different again. Give them a concrete sense of what their hands will be doing every day.

Address their role during service clearly. Some commis have genuine service responsibilities from early on — plating garnishes, cooking specific elements, running components to the pass. Others primarily support the CDP without cooking themselves during service. Some gradually transition from support to cooking as they develop. What's your model? Candidates who want to cook during service will be frustrated if the reality is months of prep; others might prefer that progression pace.

Explain what they won't be doing. Managing their expectations about what the commis role doesn't involve is as important as explaining what it does. They won't be running a section. They won't be making creative decisions. They won't (at least initially) be responsible for dishes from start to finish. Clear boundaries prevent disappointment.

Describe the relationship to the CDP's work. How much are they supporting versus learning alongside? Are they prepping components for the CDP to cook, or learning to cook those components themselves? Is the goal to eventually do what the CDP does, or to handle specific prep tasks that free the CDP for other work? This distinction matters for candidates focused on progression.

3. Describe who they'll work with daily

The commis role is heavily defined by the immediate working relationships. They spend their days closely with specific people, and those relationships determine the experience.

Focus on the CDP relationship first. This person will direct their work, teach them (or not), assess their progress, and shape their daily experience. How does the CDP work with their commis? Are they hands-on, working alongside and explaining as they go? Or do they set tasks and check results? Do they answer questions readily, or expect the commis to figure things out? What's their style when things go wrong — patient teaching or frustrated correction?

Describe interaction with senior staff. How much contact will the commis have with the sous chef and head chef? Will they be visible to leadership, or primarily working within their section? Do senior staff actively engage with commis development, or is that the CDP's domain? Are there formal check-ins, or is feedback informal and ongoing?

Address peer relationships. If there are other commis, how do they interact? Is there mutual support, or is it competitive? If they're the only commis, how does that affect their experience — more attention, or more isolation? Having peers at the same level often makes the challenging early period more manageable.

4. Be honest about the demands

Every commis role is demanding. Being upfront about the specific challenges helps candidates assess whether they're ready.

Name the physical demands. Kitchen work is physical — hours on your feet, lifting, repetitive motions, working in heat. Commis often do the most physically demanding tasks. Be honest about what this involves.

Address the learning curve. What's hard about learning to work in your kitchen? The pace? The precision required? The volume of knowledge to absorb? The intensity during service? Different candidates handle different challenges differently — some thrive on pace but struggle with precision, or vice versa. Honesty helps them assess fit.

Talk about the hours realistically. What are actual hours — not contracted, but real? Commis roles often involve the longest hours in the kitchen — arriving early for prep, staying late for cleaning. Be specific about what to expect.

Discuss what's hard about being junior. There are difficult aspects to being at the bottom of a kitchen hierarchy. You're doing the tasks no one else wants. You're learning while others are executing. You're making mistakes publicly. Being honest about these challenges — while also showing how your kitchen handles them with respect — builds trust.

Tips if you're unsure what to say

Ask your current commis to describe their actual day in detail. Not what the job description says, but what they actually do hour by hour. Their description is probably more accurate than what you'd write.

Think about what surprised your last commis hire. What was different from what they expected — harder, easier, or just different? Those surprises are information candidates need.

Reflect on why commis have left or struggled. What aspects of the role were harder than expected? What did you wish they'd understood before they started?

Example: Fine Dining Restaurant

As fish commis, you'll typically arrive around 9:30am — before the CDP, so there's time to check your mise en place and start your prep list.

The first few months are prep-heavy — that's the honest reality. You'll be scaling and gutting fish, portioning, making stocks, prepping garnishes and accompaniments. It's skilled prep — our fish arrives whole, so you're learning real butchery — but it's prep. You're building foundations.

Around month three, if you're progressing well, you'll start cooking elements during service — finishing sauces, cooking vegetables for the fish courses, plating components. The CDP is still running the section; you're assisting more actively. By month six, you should be cooking specific elements consistently and starting to understand how the whole section flows together.

During service, you're working alongside the CDP. Early on, that means having mise en place ready, plating garnishes, keeping the section organised. As you develop, it means cooking — but always under the CDP's direction. You're not running anything independently as a commis; you're learning to execute to someone else's standards.

The demands are real. You'll be on your feet for 10-12 hours. The precision required in fine dining is relentless — if your portion is wrong or your prep is sloppy, it affects the dish. The learning curve is steep; there's a lot to absorb. But if you want to learn properly, this is the environment that teaches you.

Step 4: Be Honest About What You Need

This section tells candidates what you're looking for. At commis level, this is less about extensive experience — they're junior, that's the point — and more about attitude, potential, and baseline capability.

The common mistake in commis job ads is either asking for too much (requiring experience that makes the role not really commis level) or too little (accepting anyone who applies, leading to poor fit and turnover). Be clear about what actually predicts success at commis level in your kitchen.

Your goal is to help the right candidates think "that's me" and the wrong candidates think "that's not for me."

Use this 4-part approach:

1. Define essential requirements

Be honest about what someone genuinely needs to start as commis in your kitchen. Essential means they can't succeed without it.

Address the experience question directly. Do you require previous kitchen experience? Many commis roles are entry-level, taking people from catering college or with minimal experience. Others need some experience — perhaps you don't have capacity to train from zero. Be clear about your minimum. "Some kitchen experience preferred" is vague; "you've worked in a professional kitchen before — even if just as a KP — and understand the basic environment" is specific.

Clarify any technical minimums. Are there skills they absolutely need from day one? Basic knife skills? Understanding of kitchen hygiene? Ability to follow instructions accurately? At commis level, you're often training most things, but there may be baselines they need to start.

Consider physical requirements honestly. Kitchen work has physical demands. If the role involves heavy lifting, long hours on feet, working in heat, be clear about that. It's better for candidates to know and self-select than to struggle with demands they weren't prepared for.

Address availability and scheduling. What does the schedule require? Do you need someone who can work evenings and weekends? Are there specific shifts you need covered? Be direct about what won't work for your operation.

2. Describe what attitude and approach succeeds

At commis level, attitude often matters more than experience. You're hiring potential, and attitude predicts which commis develop well.

Describe what eagerness to learn actually looks like. Everyone claims to be "eager to learn" — it's meaningless because universal. What specific behaviours distinguish commis who actually learn and develop from those who don't? Maybe it's asking questions versus nodding and then doing it wrong. Maybe it's staying to watch things they're not assigned to. Maybe it's actively seeking feedback rather than waiting for it. Be specific about what genuine eagerness looks like in your kitchen.

Explain how good commis handle the hard parts. The role involves repetitive work, being told what to do constantly, making mistakes in front of others, being at the bottom of the hierarchy. How do commis who succeed in your kitchen handle these challenges? With patience and perspective? With determination to improve? With ability to accept correction without taking it personally? What attitude gets people through the difficult aspects?

Talk about reliability and consistency. At commis level, basic reliability matters enormously. Showing up on time. Being consistent in their prep quality. Following instructions accurately. These fundamentals distinguish commis who are ready to progress from those who aren't. If reliability is important to you, say so directly.

Address how they should relate to feedback. Commis receive a lot of feedback — much of it correction. How do commis who succeed here relate to that? Do they need to be able to take direct feedback without getting defensive? Do they need to apply correction immediately rather than repeating mistakes? What's your expectation?

3. Be clear about what you're flexible on

At commis level, flexibility is often high — you're hiring potential, not proven capability. Being clear about flexibility encourages good candidates who might otherwise think they're underqualified.

State clearly if experience isn't required. If you'll take people fresh from college or with minimal experience, say so explicitly. Many candidates assume they need more experience than you actually require. "No previous experience necessary — we train from basics" opens the door to candidates who might not apply otherwise.

Address career changers if you're open to them. People enter cooking at various ages and from various backgrounds. If you're open to career changers — older candidates starting fresh, people from other industries — say so. They often bring maturity and commitment but might assume junior roles aren't for them.

Be clear about formal qualifications. Do you require specific certifications or training? Many kitchens don't care about formal qualifications at commis level — they assess in trial shifts rather than on paper. If college training isn't required, say so clearly.

4. Address deal-breakers directly

If certain things absolutely won't work, state them clearly to save everyone time.

At commis level, deal-breakers typically include: Availability constraints that genuinely can't fit your schedule — if you need weekend availability and someone can only work weekdays, that won't work. Attitude issues that you know from experience will prevent success — if someone can't take feedback or doesn't actually want to learn, they won't develop. Physical limitations that genuinely prevent the work — if the role requires standing for long shifts and someone can't do that, it's not a fit.

Be careful about over-designating deal-breakers. At commis level especially, you want to attract potential, not screen too heavily. But genuine incompatibilities should be stated.

Tips if you're unsure what to say

Think about your successful commis hires. What did they have in common when they started? What attitudes or approaches predicted who would develop well?

Ask your CDPs what they need in a commis. They work with them daily and know what makes a commis successful or frustrating to develop.

Reflect on commis who didn't work out. What did you wish you'd screened for? What attitudes or gaps led to problems?

Example: Fine Dining Restaurant

Here's what we need:

Experience: Some kitchen experience, even if brief. You've worked in a professional kitchen before — whether as commis, KP, on a short placement, or even in a busy café. You understand the basic environment: the pace, the hierarchy, the hygiene requirements. We can teach technique; we can't teach someone who's never been in a kitchen what the environment feels like.

If you're fresh from college, that counts. If you've done a stage, that counts. If you've worked summers in kitchens while studying, that counts. We're not looking for years of experience — we're looking for someone who's been in a kitchen enough to know they want to do this.

What we're looking for in a person: You actually want to learn, which means you ask questions when you don't understand, watch things you're not assigned to, and actively seek feedback. You take correction well — when the CDP adjusts your technique or tells you to redo something, you apply it rather than getting defensive. You're reliable — on time, consistent, following instructions accurately. You have the patience for the learning process; you understand you won't be running a section immediately and you're okay with that because you're focused on development.

What we're flexible on: Formal qualifications — we assess in trial shifts, not on paper. Career changers — if you're coming to cooking later in life with commitment and work ethic, we're interested. Specific cuisine experience — we'll teach you our style.

What won't work: If you need every weekend off, this won't fit — we're busiest Friday through Sunday. If you struggle with taking direction and feedback, you'll find this difficult. If you're not genuinely interested in learning and just need a job, you won't get value from the role and we won't get value from you.

Step 5: Make the Offer Compelling

Now sell the package. At commis level, you're often competing with other kitchens who also need junior staff, with non-kitchen jobs that might offer easier hours or higher starting pay, and with candidates' uncertainty about committing to the industry. Your offer needs to address all of these.

Compensation at commis level is generally modest — that's the reality. What makes a commis role compelling is usually the combination: reasonable pay plus genuine development plus manageable hours plus good culture. Few kitchens offer all of these, so whichever strengths you have, emphasise them.

Transparency about pay is especially important at commis level. Candidates at this stage often don't have great benchmarks for what's normal, and hidden or vague salary can feel exploitative. Being upfront signals respect.

Your goal is to make them think: "This is worth investing my time in."

Use this 5-part approach:

1. Be transparent about compensation

State the salary clearly. At commis level, a specific figure is often better than a range — "£24,000" is clearer than "£22,000-£26,000 depending on experience" when the range reflects uncertainty about the role rather than meaningful variation.

Explain the full picture. If there's service charge or tips, what do they realistically add? If there are bonuses or incentives, what are they? What's the actual take-home someone should expect?

Frame pay in context of development. Commis pay is an investment period — they're being paid to learn. If your pay is modest but your development is strong, frame it that way: "You'll earn £24,000 while learning skills that will take you to CDP within two years." If your pay is above average for commis roles, that's worth highlighting.

2. Detail the benefits package

List specifically what you offer. At commis level, basics matter: staff meals (genuinely good ones, every shift), uniform provision, pension (even at statutory minimum, explain it — many commis don't know what they're entitled to), any perks like dining discounts.

Don't oversell minimal benefits. "Competitive benefits" when you just meet legal minimums isn't compelling. Be honest about what you offer, even if it's basic.

3. Address work-life balance honestly

Hours matter at every level, but commis especially need to know what they're committing to. Many are young and making decisions about whether to invest in this career; hours that destroy their life outside work affect that calculation.

Be honest about actual hours. What's the real weekly total? What are typical shift times? Is there a genuine break between services, or do commis work through? How many consecutive days before time off?

Acknowledge the demands while showing any mitigations. If your hours are long but you're conscious of commis wellbeing — if you ensure genuine rest days, if you don't exploit junior staff's willingness to stay late — explain that. "Our hours are typical for fine dining — around 50 per week — but your days off are protected and we don't call commis in on rest days."

4. Explain growth and development

Development is usually the core value proposition for commis roles. Be specific about what that actually means.

Describe the progression path concretely. What does the journey from commis to CDP look like in your kitchen? How long does it typically take? What milestones mark progress? Have previous commis made this progression?

Explain what development support exists. Beyond learning-by-doing, is there formal training? Technique sessions? Supplier visits? Any external training support? If development is purely on-the-job, that's fine — but be honest about what that means in practice.

Use concrete examples. "Our last three commis all became CDPs — two here, one at another restaurant" is proof. "Great progression opportunities" could mean anything.

5. Differentiate from alternatives

Commis candidates may be comparing you to other kitchens, but also to non-kitchen jobs that offer easier hours or higher starting pay. Address both.

If your development is genuinely strong, lead with it. The value of a good commis role is career development, not just current salary. Frame your opportunity as an investment in their future.

If your culture is better than industry standard, emphasise it. For candidates nervous about horror stories from the industry, genuine respect and support matter enormously.

Address any standout elements. Working with exceptional produce? Learning from CDPs with notable backgrounds? Better hours than typical? Whatever's genuinely different, name it.

Tips if you're unsure what to say

Ask your current commis why they chose this role. What made them pick you over alternatives? Their answer reveals your genuine selling points.

Think about what you'd say to a talented candidate weighing your role against another kitchen or a non-kitchen job. What's your honest case for why they should choose you?

Example: Fine Dining Restaurant

The package:

Salary: £24,000, plus service charge that realistically adds £2,500-£3,000 annually. Total: around £26,500-£27,000.

Hours: 48-50 hours across five days. Shifts are straight through — no splits. You'll typically work 9:30am-11pm on full service days, with a proper break of 90 minutes minimum in the afternoon. Two consecutive days off, protected.

Benefits: Proper staff meal every shift — cooked fresh, not service leftovers. Full uniform provided. Pension with 3% employer contribution. 50% off dining here.

Development: This is the real value. Within six months, you'll progress from basic prep to cooking during service. Within 18 months to two years, if you're developing well, you'll be ready to interview for CDP roles — here if a position opens, or with our support elsewhere. Our last three commis all became CDPs. The CDP you'll work under has developed commis into CDPs at three previous restaurants.

Why us: The combination of genuine training with a senior team who invest in development, working with produce most commis never get access to, in a kitchen culture that's demanding but not abusive. You'll actually learn here, and that learning will translate into career progression.

Step 6: Tell Them How to Apply

End with a clear, simple call to action. At commis level, candidates may be applying to multiple roles, and a complicated process loses them. Make it easy.

For commis roles especially, a human touch matters. Candidates early in their career often feel uncertain about whether they're "good enough" to apply. Making the process feel approachable and personal encourages applications from people who might otherwise hesitate.

Your goal is to make applying feel easy and low-stakes.

Use this 4-part approach:

1. Keep the application simple

Minimise requirements. For a commis role, you need a CV (even a basic one) and a brief indication of interest. Don't demand cover letters — a few sentences about why they're interested is enough.

Make it possible to apply quickly. Commis candidates might be applying during a break. If they can send a quick message from their phone, they'll do it. If your process requires extensive forms, you'll lose candidates to simpler applications.

2. Explain what happens next

Tell them who sees their application. "The sous chef reads every application" feels more personal than "submit through our website."

Give a realistic timeline. How long until they hear back? What does the process involve — a conversation, then trial shift? Be specific so they know what to expect.

Explain the trial shift. Trial shifts are standard but nerve-wracking for junior candidates. What will they do? How long is it? Is it paid? What are you evaluating? Clear information reduces anxiety and helps them prepare.

3. Make it personal

Provide a direct contact where possible. An email address with a name attached is more inviting than a generic portal.

Acknowledge that applying can feel intimidating. For newer candidates especially, applying to professional kitchens can be nerve-wracking. A line acknowledging that — "if you're not sure whether you're right for this, apply anyway and we'll figure it out together" — encourages applications.

4. Create appropriate urgency if genuine

If there's a real timeline, share it. If you're hiring soon, say so. If you're open-ended, be honest about that too.

Don't manufacture pressure. Junior candidates are sometimes susceptible to false urgency tactics; using them is manipulative.

Tips for the application process

Be responsive. Commis candidates often have less certainty about their value. Long silences make them anxious. Respond within the timeline you promise.

Pay for trial shifts. This is increasingly expected and signals you value their time.

Give feedback. If someone isn't right, tell them — ideally with helpful feedback about what they could develop. Ghosting is disrespectful at any level, but especially for junior candidates trying to break into the industry.

Example: Fine Dining Restaurant

If this sounds like the right place to learn, I'd like to hear from you.

Send a quick email to sarah@restaurant.com with your CV and a few sentences about why you're interested. I'm the sous chef — I read every application myself.

Here's what happens next: If your background looks like a potential fit, I'll give you a call — just 10-15 minutes, to chat about the role and answer any questions. If we both want to continue, we'll arrange a trial shift.

The trial is a prep session and dinner service — arrive at 2pm, work with me until around 10pm. It's paid at £12/hour. You'll work on the fish section so I can see how you handle instruction and the pace, and you can see whether the kitchen feels right for you. No one expects perfection in a trial — I'm looking for attitude, ability to take direction, and potential.

If you're not sure whether you're experienced enough to apply, apply anyway. We're looking for potential, not finished articles. The worst that happens is we have a conversation and realise it's not the right fit yet — and even then, we'll give you honest feedback about what to work on.