How to record a line cook video job ad

Step 1: Open with the Opportunity

Start your video by answering the question every line cook candidate is asking: "Is this a place where I can do good work, make decent money, and not hate my life?" Line cook recruitment is different from fine dining chef recruitment. Many candidates aren't building toward head chef or Michelin stars — they want reliable work, fair pay, reasonable hours, and a team that doesn't make every shift miserable. Your job ad needs to speak to what line cooks actually value.

This matters because line cook roles are competitive for different reasons than senior chef roles. You're not competing for rare talent with extensive pedigrees; you're competing for reliable, capable people who have plenty of options in a market where every busy kitchen needs line cooks. Most candidates have worked somewhere bad — chaotic, understaffed, poorly managed, or just unpleasant — and they're trying to find somewhere better. If your kitchen is genuinely better than average, show them. If it's not, you'll compete mainly on pay and location.

The fundamental question line cooks ask is: what's it actually like to work here? They've heard "we're like a family" from kitchens that were anything but. They've been promised reasonable hours and worked doubles without breaks. They've taken jobs with "competitive pay" that turned out to be minimum wage plus false promises. They're sceptical, and rightly so. Your job is to be honest about what you're offering, because candidates who choose you based on reality will stay; those who choose you based on overselling will leave.

Your goal is to make them think: "This sounds like a place that's actually decent to work."

Use this 3-part approach:

1. Lead with what they'll get

Line cooks evaluate opportunities primarily on practical factors: pay, hours, scheduling, and whether the environment is bearable. Lead with whatever your genuine strengths are on these fronts.

Be upfront about money. Line cooks know the market rate. If your pay is above average, lead with that — it's a real differentiator. If it's average, be honest and focus on other strengths. Hiding pay or being vague about it signals that you're not proud of what you're offering. State the hourly rate, explain any tips or service charge, and be clear about expected hours so candidates can calculate what they'd actually earn.

Address schedule and flexibility. Many line cooks value schedule predictability, or flexibility for specific needs — school pickups, second jobs, personal commitments. If you offer set schedules that people can plan around, that's valuable. If you offer flexibility for specific situations, that's valuable. If your schedule is unpredictable and shift changes are constant, be honest — some candidates can work with that, others can't.

Talk about the working environment honestly. Is this a well-run kitchen where the line operates smoothly, or a chaotic one where you're constantly catching up? Is it properly staffed, or are you always short? Does equipment work, or are you working around breakdowns? These factors affect day-to-day quality of life for line cooks significantly. If your kitchen runs well, highlight it. If it has problems, candidates will discover them.

Address management and culture. Many line cooks have worked for terrible managers — people who shout, blame, play favourites, or just don't know what they're doing. A kitchen with competent, decent management is genuinely valuable. If your kitchen manager or head chef is good to work under — fair, organised, not abusive — that's worth highlighting.

2. Understand what matters to line cooks

Line cook candidates evaluate opportunities differently than chefs building careers toward head chef. Understanding their priorities helps you speak to what they actually care about.

Pay is usually the top priority. Line cooks are working to earn, and the difference between pay rates across similar jobs is often more significant than at senior levels. Be honest about where you sit in the market and what the total package (hourly rate plus tips, service charge, or other additions) actually pays.

Scheduling predictability matters for life management. Can they know their schedule in advance? How much notice for shift changes? Are shifts consistent week to week, or constantly different? Can they request specific days off with reasonable expectation they'll get them? These practical questions affect whether they can manage their life outside work.

Hours and workload affect sustainability. Is this reasonable full-time hours, or constant overtime? Are shifts a manageable length, or routinely extended? Is there pressure to take on more than contracted hours? Line cooks burn out in kitchens that work them excessively.

The immediate working environment — the team, the management, the physical conditions — determines daily experience. Is the team functional or dysfunctional? Is management fair or arbitrary? Is the kitchen a reasonable place to spend eight or more hours? These factors often matter more than the food or the restaurant's reputation.

Growth opportunity matters to some, not all. Some line cooks want to develop skills and progress — to sous chef, or just to more skilled stations. Others are happy with line work and don't want the pressure of more responsibility. Neither is wrong, but your opportunity should be clear about which it offers.

3. Differentiate from other options

Line cooks have options — every busy kitchen needs them. You're competing with other restaurants, other hospitality jobs, and increasingly with non-hospitality work that offers more predictable hours.

Differentiation at line cook level is usually about practical factors. Does your pay beat the local competition? Are your hours more predictable? Is your kitchen better run? Is your management less terrible? These practical advantages are what actually attract and retain good line cooks. "Great food" and "exciting menu" matter less at this level — line cooks are executing, not creating.

Be honest about your advantages and limitations. If you can't pay above market, focus on other strengths — schedule flexibility, good team, competent management. If your hours are long, acknowledge that while highlighting compensating factors. Overselling leads to turnover; honesty leads to candidates who choose you with realistic expectations.

Consider what makes people leave line cook jobs. Unreliable schedules, short staffing, bad management, unpaid overtime, no breaks, equipment that doesn't work, chaotic service — if you've addressed any of these problems better than average, that's your differentiation.

Tips if you're unsure what to say

Talk to your current line cooks. What made them choose this job? What do they tell friends who ask about working here? What would make them leave? Their honest answers reveal your actual selling points and problems.

Think about your last few line cook departures. Why did they leave? If it was for higher pay elsewhere, you have a pay problem. If it was for more consistent hours, you have a scheduling problem. If it was because management is difficult, you have a management problem. Understanding why people leave tells you what matters in recruitment.

Consider what you'd say to a candidate who has three other line cook jobs to choose from. What's your honest case for why they should pick you? If you can't articulate it, either you have undiscovered strengths (ask your team) or you genuinely need to improve your offering.

Example: Busy Brasserie

We're looking for a grill line cook who wants reliable work in a kitchen that actually runs properly. We pay £14.50 per hour — above average for this area — plus service charge that adds around £2,500 per year. Full-time is 42 hours over five days; shifts are straight through, not splits.

We're a 90-cover brasserie doing 150-200 covers on busy nights. The kitchen is well-staffed — we're not constantly short, so when you're on grill, you're doing your station, not covering three. Equipment works because we actually maintain it. The head chef's been here six years and runs things without shouting or drama.

If you've worked in chaotic, understaffed kitchens and want somewhere that's properly organised, this is it. The work is hard during service — that's the job — but the operation runs smoothly and you won't be set up to fail.

Step 2: Show Your Venue Personality

Now help candidates picture themselves working on your line. For line cooks, this is less about culinary excitement and more about practical working conditions: what's the pace like, what's the team like, what's the management like.

Video works well here because it lets candidates see and hear the reality. Your tone, the kitchen visible behind you, how you describe the work — all communicate something about what daily life would be like. Authenticity matters because line cooks have good radar for bullshit; they've heard too many kitchens oversell themselves.

Your goal is to help them picture what working here actually feels like day to day.

Use this 3-part approach:

1. Describe what kind of operation this is

Give candidates a clear picture of the environment so they can assess fit. Different types of operations offer different line cook experiences.

What's the format and pace? A high-volume brasserie doing 200 covers is a different experience from a quieter neighbourhood restaurant doing 60. Volume affects intensity, stress level, and the nature of the work. Be specific about your covers and pace so candidates know what kind of service to expect.

What's the service style? All-day service with constant tickets is different from distinct lunch and dinner rushes. Quick-service or counter formats are different from table service with plated food. Brunch-heavy weekends are different from dinner-focused operations. The format shapes the daily experience.

What's the kitchen setup? How many stations? How many cooks per shift? Is the kitchen open or closed? These practical details help candidates understand the working environment.

What's the menu like, at a practical level? Not the chef's culinary vision, but what a line cook needs to know: how many items? How complex to execute? How much prep versus à la minute cooking? A menu with fifty items where everything is cooked to order is a different job than one with twenty items where most components are prepped ahead.

2. Share what the working environment is like

For line cooks, culture is about the daily experience: how does the team work together, how does management treat people, what's it like when things go wrong?

Describe the team dynamic honestly. Do people help each other during rushes? Is there banter and camaraderie, or is it heads-down individual work? Do people actually get along, or just tolerate each other? Line cooks spend long shifts with these people; the dynamic matters.

Address management style directly. This is often the most important factor for line cooks choosing between similar jobs. Is the head chef or kitchen manager reasonable to work for? How do they handle stress during service? How do they respond to mistakes? Is feedback fair and constructive, or arbitrary and aggressive? "We don't have a toxic kitchen culture" is worth saying if it's true.

Talk about how problems get handled. When the kitchen gets slammed, what happens? When equipment breaks or an order goes wrong, how does management respond? Problem moments reveal culture more than smooth moments. If your kitchen handles pressure with teamwork rather than blame, say so.

Be honest about the difficult aspects. Every line cook job has hard parts — the rush, the heat, the repetition, the pressure. Acknowledging these honestly builds credibility. "Service is intense during the Friday-Saturday rush — there's no getting around that" is more trustworthy than pretending it's easy.

3. Introduce who they'll work with

For line cooks, the immediate colleagues and supervisors shape the experience more than any other factor.

Describe the management they'll work under. Who's running the kitchen? How long have they been there? What's their style — hands-on or hands-off, calm or intense, teaching or expecting? How do they treat line cooks specifically?

Talk about the team composition. How many cooks per shift? What's the mix of experience — mostly experienced people, mostly newer, or a mix? How long have people been there — stable team or constant turnover? A line cook joining a stable, experienced team has a different experience than one joining a revolving door.

Address the relationship between stations. Do cooks help each other when one station gets slammed? Is there competition or collaboration? Is it team or every-person-for-themselves?

Tips if you're unsure what to say

Ask your current line cooks how they'd describe working here to a friend. Their language is often more authentic than management language.

Think about what surprises new line cooks when they start. What's better than expected? What's harder? Those surprises are information candidates need.

Example: Busy Brasserie

We're a 90-seat brasserie open from 12pm-10pm, seven days. Covers vary: 60-80 on a quiet Tuesday, 150-200 on Friday and Saturday. The kitchen has five stations — grill, fry, sauté, cold, and expo — with three to four cooks on shift depending on projected covers.

The pace during rush is real — you'll be working hard from 7pm-9pm on a busy night. But we're properly staffed, so you're not doing three stations because we're short. When things get busy, people help each other rather than letting sections drown. The head chef's been here six years; he's demanding about quality but doesn't lose his mind when things go wrong.

The team's been pretty stable — three of the four main cooks have been here over a year. There's a good dynamic: people actually help each other, there's banter when things calm down, and it's not the toxic drama you get in some kitchens.

Step 3: Paint a Picture of the Role

Give candidates a realistic preview of what the line cook job actually involves. At this level, candidates want practical information: what shifts look like, what they'll actually be doing, what the intensity is like.

Realistic previews reduce early turnover. Candidates who understand the actual rhythm of the job — including the hard parts — make better decisions. Those who were sold an idealised version leave when reality hits.

Your goal is to help them imagine what their shifts will actually be like.

Use this 4-part approach:

1. Describe what a typical shift looks like

Walk candidates through the actual rhythm of the line cook role. What happens from clock-in to clock-out?

Explain the pre-service period. When do they arrive? What's the prep work at their station? How long before service starts do they need to be set up? Is there a formal briefing or just getting straight to work?

Describe the service itself. What's the pace at different times? How do orders come through? What's the intensity at peak versus quiet times? How does the station interact with other parts of the line?

Address the close-down. What's expected after service? Who cleans what? How long does close-down typically take? What time do they actually leave?

Talk about how shifts vary. Is every shift similar, or do different days look different? Are weekend shifts significantly busier? Are there quieter periods versus intense ones?

2. Explain what the specific station involves

Line cook roles are defined by station. Be specific about what the job actually involves.

Describe the station clearly. If you're hiring for grill, what goes on that station? What are the main tasks during service? What prep does it require? How does it coordinate with other stations?

Address the volume expectations. How many tickets does this station handle during a busy service? What's the pace during rush? How much comes pre-prepped versus à la minute?

Explain what they'll actually be cooking. What menu items flow through this station? What techniques do they need to execute? What equipment do they use? Be specific enough that candidates can assess whether they can do the job.

Talk about the level of autonomy. Once trained, do they run the station independently, or is there constant supervision? How much decision-making is theirs versus following instructions exactly?

3. Describe the working conditions

Line cooks care about practical working conditions — these affect their quality of life more than menu philosophy.

Address scheduling concretely. What shifts does this role typically work? What days? How predictable is the schedule — published how far ahead, how often does it change? Is there flexibility for specific needs?

Talk about breaks honestly. Are breaks guaranteed during shifts, or theoretical? How long? Can they actually sit down and eat, or grab food while working?

Address staffing levels honestly. Is the kitchen properly staffed, or are people constantly covering gaps? Will they have support during rushes, or be set up solo?

Mention physical conditions. What's the kitchen like — modern and air-conditioned, or hot and cramped? Is equipment functional and maintained? These factors affect daily experience significantly.

4. Be honest about the demands

Every line cook job has difficult aspects. Being honest builds trust.

Name the specific challenges. Is it the volume during rush? The heat at a particular station? The pace of ticket times? The repetition of high-volume execution? Different challenges suit different people.

Address the intensity honestly. If Friday and Saturday services are genuinely intense, say so. If the job is physically demanding, say so. Candidates who know what they're signing up for are more likely to succeed.

Talk about what you've seen people struggle with. What's hard about this station that candidates might not anticipate? What trips up new cooks? This information helps candidates assess fit and prepare.

Tips if you're unsure what to say

Shadow a shift if you can. Watch what the line cook actually does hour by hour. The reality often differs from the job description.

Ask your current line cooks what they'd want to know before starting. What do they wish they'd understood? What would have helped them prepare?

Think about turnover patterns. If people leave early, why? That information tells you what candidates need to understand before starting.

Example: Busy Brasserie

As grill line cook, you'll typically work 2pm-10pm shifts, five days a week. You arrive to prep your station — checking mise en place, prepping any proteins for the night, setting up the grill. Service starts at 6pm for dinner (12pm if you're on a lunch shift).

The grill station handles steaks, burgers, chicken, and ribs — the main protein menu items. During a busy service, you might cook 60-80 grill items across three hours of rush. Orders come through on tickets; the head chef calls timing, and you're coordinating with fry and sauté to land plates together.

Rush intensity is real — 7pm-9pm on Friday and Saturday is relentless. You're working continuously, managing multiple cook times, and executing consistently while tickets keep coming. Outside of rush, it's steadier; you have time to reset, prep for the next wave, and breathe.

Close-down is cleaning the grill, breaking down your station, and restocking for the next shift. That typically takes 30-40 minutes after last orders. You're usually out by 10:30pm.

The demands: Standing in front of a hot grill for hours, managing multiple orders simultaneously, maintaining consistency when you're 60 steaks into a Saturday night. It's genuinely hard during rush. The trade-off is we're properly staffed — you're doing grill, not grill plus something else — and you'll actually get your break between lunch and dinner services.

Step 4: Be Honest About What You Need

This section tells candidates what you're looking for. For line cooks, requirements are typically practical: can they handle the station, are they reliable, will they show up consistently and do the job?

Your goal is to help candidates quickly assess whether they're a potential fit.

Use this 4-part approach:

1. Define essential requirements

Be honest about what someone genuinely needs to start this role.

Address experience requirements directly. Do you need someone with line experience, or will you train? If you need experience, what kind — grill specifically, or any line station? Be clear so candidates know whether to apply.

Clarify any technical must-haves. Are there specific skills required for this station? Food safety certification requirements? Any must-have capabilities from day one?

State practical requirements. What availability do you need? Any physical requirements for the role? Work authorisation requirements? Be direct about anything that's genuinely non-negotiable.

2. Describe what you're looking for in a person

Beyond skills, what makes someone succeed as a line cook in your kitchen?

Focus on reliability and consistency. For most line cook roles, showing up consistently and executing consistently matters more than brilliance. If you need someone reliable above all else, say so.

Talk about how they need to handle pressure. Does your kitchen require calm under fire, or is intensity welcomed? How do successful cooks handle busy service?

Address teamwork expectations. Do they need to work collaboratively, cover other stations when needed, communicate actively? Or is it more independent execution?

3. Be clear about flexibility

What are you willing to train or work with?

State what experience you're flexible on. Will you train someone from scratch for this station if they have general kitchen experience? Will you consider someone with different but transferable experience?

Address schedule flexibility if relevant. Are you open to part-time? Can you accommodate specific day-off needs? Being clear helps candidates assess fit.

4. State any deal-breakers

If certain things genuinely won't work, say so directly.

Address availability deal-breakers. If you need someone who can work Saturdays, no exceptions, be clear. If late-night closing shifts are part of the job, say so.

Be honest about pace requirements. If someone can't handle volume, this isn't the right job — better for both sides to know upfront.

Example: Busy Brasserie

Here's what we need:

Experience: You've worked a line before — grill experience ideal, but we'll train someone who's confident on other stations. If you know how to work in a professional kitchen during busy service, we can teach you the specifics of our grill.

What we're looking for: Reliability first — you show up for your shifts, on time, ready to work. Consistency — you execute the same way whether it's the first steak or the sixtieth. Ability to handle pressure — when tickets stack up, you stay focused rather than panicking. Communication — you call your times, flag problems, and work with the rest of the line.

What we're flexible on: Specific grill experience if you've worked other protein stations. We'll train the right person. Schedule flexibility for the right candidate — if you need a specific day off for a standing commitment, we can usually work with that.

What won't work: We need Friday and Saturday availability — those are our busiest nights. If you can't work weekends, this isn't the right fit. And if high-volume service isn't for you — if 150-cover nights sound overwhelming rather than challenging — this probably isn't the kitchen.

Step 5: Make the Offer Compelling

Now sell the package. For line cooks, this is usually straightforward: pay, hours, schedule, and whether the job is bearable. Be honest about what you offer.

Your goal is to make them think: "This is a decent job I'd want to have."

Use this 5-part approach:

1. Be transparent about pay

State the hourly rate clearly. Don't hide it or make candidates guess. If your rate is competitive, lead with it; if it's average, be honest and focus on other strengths.

Explain additional earnings. Tips, service charge, bonuses — what's realistic? State the additional amount as a realistic annual or monthly figure, not a best-case scenario.

Be clear about expected hours so candidates can calculate actual earnings. "£14/hour, 42 hours per week" lets them know what they're actually taking home.

2. Address scheduling honestly

Explain the shift patterns. What hours? What days? How predictable is the schedule?

Talk about flexibility. How far in advance is the schedule published? How often does it change? Is there flexibility for requests?

Address overtime expectations. Is overtime expected, occasional, or rare? Is it paid appropriately?

3. List practical benefits

Staff meals — are they provided, and are they good? This matters more than many employers realise.

Uniform provision — do you provide it or expect them to supply their own?

Any other practical benefits — transport help, parking, discounts.

4. Mention growth opportunity if genuine

If there's genuine progression possible — to senior line cook, to sous chef, to different stations — mention it. But don't oversell; many line cooks aren't looking for progression and value other factors more.

5. Differentiate where you can

Pull together what makes your opportunity better than alternatives. Be honest — if it's mainly pay, lead with pay. If it's schedule, lead with schedule. If it's being well-run, lead with that.

Example: Busy Brasserie

The package:

Pay: £14.50/hour plus service charge (adds roughly £200/month). Full-time is 42 hours across five days. Realistic monthly take-home: around £2,800-£2,900.

Schedule: Shifts are set two weeks in advance. You'll work five days including either Saturday or Sunday (we alternate weekends where possible). Shifts are straight through — typically 2pm-10pm for evenings, 8am-4pm for lunch. No unpaid overtime; if you're asked to stay late, it's paid.

Benefits: Staff meal every shift — proper food, not scraps. Uniform provided. 20% off dining here.

Why us: Above-average pay for the area, properly staffed kitchen so you're not always covering gaps, and management that doesn't make every shift miserable. The work is hard during service — that's the job — but the operation runs smoothly and you'll be supported.

Step 6: Tell Them How to Apply

End with a clear, simple call to action. Line cooks often apply to multiple jobs at once; make it easy to apply quickly.

Your goal is to make applying feel quick and low-barrier.

Use this 4-part approach:

1. Keep it simple

Ask for minimal information upfront. A CV or brief message about experience is enough. Don't require extensive forms.

Make it possible to apply quickly — by phone, text, or a quick email. Line cooks may be applying between shifts; complexity loses them.

2. Explain the process

Tell them what happens next. A phone call? A trial shift? How long until they hear back?

Explain the trial if you have one. How long is it? Is it paid? What will they do?

3. Give a direct contact

A phone number or direct email is more personal than an application portal. Line cooks often prefer a quick call to assess fit before paperwork.

4. Be responsive

Line cooks have options and often take the first reasonable offer. If you're slow to respond, you lose candidates to faster-moving competitors.

Example: Busy Brasserie

If this sounds like the right fit, get in touch.

Call or text Dave on 07XXX XXXXXX, or email jobs@brasserie.com with your experience and when you could start.

What happens next: We'll have a quick phone chat to make sure expectations match both ways. If that goes well, we'll arrange a paid trial shift — one evening service, about 5 hours — so you can see the kitchen in action and we can see how you work.

We respond within 48 hours. If you're looking to start soon, we can move fast.