How to write a maitre d job description: maitre d job description template included.

Step 1: Define Your Restaurant Environment

When writing a maitre d job description, start by painting a clear picture of your restaurant's service environment and leadership expectations. The maitre d role varies dramatically between venues, so candidates must understand the specific leadership context they'll be entering.

The maitre d serves as the front-of-house leader, managing both guest experience and team performance. Without understanding your restaurant's atmosphere, service style, and guest expectations, candidates can't assess whether their leadership approach matches your needs.

Your goal is to help candidates understand:

• •Your restaurant's service philosophy and standards
• •The type of clientele and dining atmosphere
• •The leadership structure and team dynamics
• •The complexity of service coordination required

Use this 3-part approach:

1. Define Your Restaurant Type and Service Level

Be specific about your establishment: "We operate a fine dining restaurant with classical French service / run a contemporary bistro with relaxed yet professional service / manage a high-volume brasserie with efficient table turnover..."

Give candidates concrete details about your service model:

• •Do you focus on intimate fine dining with personalised attention?
• •Are you managing high-volume service with quick table turnover?
• •Do you operate multiple dining areas or private event spaces?
• •What's your average cover count during peak service periods?

2. Describe Your Service Philosophy and Standards

Explain the leadership approach and service philosophy that drives your restaurant. The maitre d's role changes significantly based on service expectations:

• •

  "Our service philosophy emphasises anticipating guest needs whilst maintaining elegant, unobtrusive presence."

• •

  "We focus on warm, approachable hospitality that makes guests feel like family whilst upholding professional standards."

• •

  "Our maitre d leads a team delivering precise, classical service that reflects our culinary excellence."

• •

  "We operate with contemporary service standards that balance efficiency with personalised guest attention."

Detail the specific service elements your maitre d will oversee:

• •How many covers do you serve during peak periods?
• •Do you offer wine service, sommelier coordination, or tableside presentations?
• •Are there special dietary programmes or bespoke service requirements?
• •What makes your service approach unique in your market?

3. Highlight Your Leadership and Team Structure

Showcase the leadership environment and team dynamics:

• •

  "Our maitre d leads a front-of-house team of 12 staff across restaurant and private dining areas."

• •

  "We operate with a flat management structure where the maitre d works closely with the head chef to deliver cohesive service."

• •

  "Our leadership approach emphasises mentoring and developing staff whilst maintaining consistent service excellence."

• •

  "The maitre d coordinates between multiple departments including kitchen, bar, and events teams."

Tips if you're unsure

To get started, answer these questions comprehensively:

• •How many covers do you serve during your busiest service periods?
• •How many front-of-house staff does the maitre d supervise daily?
• •Do you operate formal or relaxed service styles?
• •What's the complexity level of your menu and wine programme?
• •How does leadership information flow from management to service staff?
• •What makes your service challenging or unique compared to other restaurants?
• •Do you have special service protocols for VIP guests or events?
• •How does your maitre d coordinate with kitchen leadership?

Additional considerations for your environment description:

• •Guest demographics: Are you serving business diners, special occasion guests, or regular neighbourhood customers?
• •Service timing: Are you operating lunch and dinner services or focused on evening dining?
• •Space management: How many dining areas, private rooms, or outdoor spaces require coordination?
• •Revenue model: Do you focus on average spend per head, table turnover, or event bookings?
• •Seasonal variation: Does service complexity change with seasons or special events?

Example 1: Fine Dining Restaurant

We operate an award-winning fine dining restaurant serving 80 covers nightly with an emphasis on exceptional hospitality and culinary artistry. Our maitre d leads a dedicated team of 10 front-of-house professionals, coordinating seamlessly with our head chef to deliver memorable dining experiences. The role demands sophisticated service knowledge and the ability to maintain elegance whilst managing complex wine service and dietary requirements for discerning guests.

Example 2: Contemporary Brasserie

We run a bustling neighbourhood brasserie serving 150 covers across lunch and dinner with a focus on approachable yet professional service. Our maitre d manages a dynamic team of 8 staff, balancing efficiency with personal attention to create a welcoming atmosphere for both regulars and new guests. The environment is energetic but controlled, requiring strong leadership skills to maintain service flow during peak periods.

Example 3: Hotel Fine Dining

We're the signature restaurant within a luxury hotel, serving both hotel guests and destination diners with classical service standards. Our maitre d coordinates between restaurant service, in-room dining, and private events whilst maintaining the seamless hospitality our guests expect. The role requires diplomatic leadership skills and cultural sensitivity given our international clientele and coordination with multiple hotel departments.

Step 2: Outline Key Responsibilities for the Maitre D

The maitre d role encompasses guest relations, team leadership, and service coordination, but the specific duties vary significantly between restaurants. Focus on the actual leadership tasks your maitre d performs daily, from staff management to guest experience oversight.

Avoid generic descriptions like "manage front-of-house operations" and create detailed responsibilities that reflect your restaurant's specific service demands and leadership structure.

Your goal is to outline tasks that reflect your restaurant's actual operations and leadership needs.

Write 10–15 bullet points covering the maitre d's responsibilities throughout service. Segment the role into three clear operational areas:

1. Team Leadership and Staff Management

These responsibilities focus on leading and developing front-of-house staff:

Consider who handles what in team leadership:

• •Who conducts staff briefings and training sessions?
• •How is performance management and feedback delivered?
• •What coordination happens between front and back-of-house teams?

Common team leadership tasks include:

• •Conducting daily staff briefings on menu changes, special guests, and service expectations
• •Training new front-of-house staff in service standards, wine knowledge, and guest relations
• •Managing staff schedules, break rotations, and shift assignments during service
• •Providing performance feedback and coaching to service team members
• •Coordinating with kitchen leadership on timing, special requests, and guest communications
• •Resolving staff conflicts and maintaining positive team morale during pressure periods
• •Developing junior staff through mentorship and structured learning opportunities
• •Leading by example in guest service excellence and professional presentation

2. Guest Experience and Service Oversight

The core responsibilities during service delivery and guest interaction:

Ask yourself what guest management your service demands:

• •How complex is your reservation and seating management?
• •What level of personal guest interaction do you require?
• •How do you handle VIP guests and special occasions?
• •What wine service or tableside coordination is expected?

Essential guest service tasks include:

• •Greeting guests personally and managing the arrival and seating experience
• •Coordinating reservation management, table assignments, and waiting list optimization
• •Overseeing wine service quality and coordinating with sommelier or senior waitstaff
• •Managing special dietary requirements, allergies, and guest preference accommodation
• •Handling guest complaints and service recovery with discretion and professionalism
• •Coordinating special occasion services, celebrations, and VIP guest recognition
• •Ensuring consistent service timing and quality across all tables and dining areas
• •Maintaining dining room atmosphere through music, lighting, and ambiance management

3. Operational Management and Administration

Tasks that support smooth restaurant operations and business objectives:

Consider your operational requirements:

• •What administrative duties need daily attention?
• •How do you handle financial oversight and cost control?
• •What coordination is needed with other departments?

End-of-service and administrative responsibilities include:

• •Managing cash handling procedures, payment processing, and daily financial reconciliation
• •Coordinating with kitchen on inventory needs, special preparations, and menu execution
• •Maintaining reservation systems, guest databases, and preference records
• •Overseeing dining room setup, equipment maintenance, and cleanliness standards
• •Preparing daily service reports, staff feedback, and operational improvement suggestions
• •Coordinating with management on staffing levels, training needs, and budget considerations
• •Ensuring compliance with health and safety regulations and licensing requirements
• •Managing relationships with regular guests, special events, and corporate accounts

If you have a maitre d but no documented duties, you can:

• •Shadow your current maitre d: Observe their leadership style, guest interactions, and team coordination throughout an entire service.
• •Document their communication: Note specific language they use with staff, guests, and management during different service scenarios.
• •Consult your restaurant manager: Understand expectations for service standards, team development, and guest experience outcomes.
• •Review service footage: If available, analyse how leadership flows during different service intensities and challenges.

Key questions to ask your current maitre d might be:

• •How do you prioritise competing demands during busy service periods?
• •What leadership techniques work best with different staff personalities and experience levels?
• •How do you handle escalated guest situations whilst maintaining dining room atmosphere?
• •What systems do you use to track guest preferences and special requirements?
• •How do you coordinate with kitchen leadership during complex service challenges?
• •What approaches do you take to develop junior staff and maintain service standards?
• •How do you balance guest attention with operational oversight responsibilities?
• •What methods do you use to maintain team morale and performance during difficult shifts?

Tips if you're unsure

To develop comprehensive responsibility lists:

• •Ask existing front-of-house staff to describe what they need from leadership during service
• •Use your service flow and guest feedback to identify areas requiring coordination
• •Consider what breaks down when leadership is absent or ineffective
• •Think about seasonal variations or special events that affect maitre d responsibilities
• •Review guest complaints and compliments to understand service leadership impact

Example for fine dining restaurant

As our maitre d, your responsibilities include:

• •Leading daily briefings for 10 front-of-house staff on service standards, menu knowledge, and guest expectations
• •Personally greeting and seating guests whilst managing reservation flow and dining room atmosphere
• •Overseeing wine service coordination and ensuring sommelier-level knowledge across the team
• •Managing special dietary requirements, celebrations, and VIP guest experiences with discretion
• •Coordinating with head chef on service timing, special preparations, and guest communications
• •Training and mentoring junior staff in classical service techniques and hospitality excellence
• •Handling guest relations, service recovery, and maintaining our reputation for exceptional dining experiences
• •Managing operational aspects including cash handling, inventory coordination, and compliance oversight

Example for contemporary brasserie

As maitre d, you will:

• •Manage a dynamic front-of-house team of 8 staff during lunch and dinner service periods
• •Coordinate efficient table turnover whilst maintaining personal attention to guest experience
• •Oversee food and beverage service quality across 150 covers during peak periods
• •Handle reservation management, walk-in accommodation, and dining room flow optimization
• •Lead staff training in menu knowledge, wine pairing, and contemporary service techniques
• •Manage guest relations including special requests, dietary accommodations, and service recovery
• •Coordinate with kitchen team on timing, modifications, and service communication
• •Oversee daily operations including staff scheduling, inventory needs, and service reporting

Example for hotel restaurant

As hotel maitre d, your duties include:

• •Leading restaurant service team whilst coordinating with hotel front desk, concierge, and room service
• •Managing both hotel guest dining and external reservations with appropriate service differentiation
• •Overseeing special event coordination including private dining, celebrations, and corporate functions
• •Ensuring service standards meet luxury hotel expectations and brand requirements
• •Coordinating with multiple hotel departments on guest preferences, special requests, and VIP services
• •Managing international guest services including language support and cultural sensitivity
• •Training staff in hotel hospitality standards, guest recognition, and service recovery procedures
• •Overseeing restaurant operations including inventory, staffing, and compliance within hotel framework

Step 3: Specify Required Skills for the Maitre D

A maitre d requires sophisticated leadership skills, extensive hospitality knowledge, and operational expertise. Focus on the specific capabilities your restaurant demands rather than generic management requirements.

Building on responsibilities, identify the skills essential for effective maitre d performance. This ensures candidates can accurately assess their capability and development needs for your specific service environment.

Focus on skills that match your venue's leadership demands and avoid generic lists. Each restaurant requires different leadership approaches based on service style, team size, and guest expectations.

Your goal is to create a list that separates essential leadership skills from skills that enhance performance.

1. Review your task list

Connect each responsibility with the skill needed to excel:

Example:

• •If they lead daily staff briefings → they need strong communication and training abilities
• •If they manage guest complaints → they need diplomatic problem-solving and emotional intelligence
• •If they coordinate wine service → they need beverage knowledge and service expertise
• •If they handle VIP guests → they need cultural awareness and discretionary judgment
• •If they manage team performance → they need leadership skills and performance coaching ability

2. Divide your skills list

• •Essential Skills: Non-negotiable capabilities needed from day one
• •Preferred Skills: Additional skills that enhance performance but can be developed

Key Skill Areas for Maitre D Roles

Consider these fundamental skill categories:

• •Strong leadership and team management capabilities
• •Excellent guest relations and hospitality expertise
• •Comprehensive food and wine service knowledge
• •Diplomatic communication and conflict resolution skills
• •Operational management and administrative competency
• •Cultural awareness and social intelligence
• •Performance coaching and staff development abilities
• •Financial oversight and cost management understanding

Tailor this based on your restaurant's exact requirements and service complexity.

Example for classical fine dining restaurant

Essential Skills:

• •Proven leadership experience managing front-of-house teams in fine dining environments
• •Extensive wine and food service knowledge including classical service techniques
• •Exceptional guest relations skills with ability to handle VIP and special occasion services
• •Strong communication abilities for staff training, guest interaction, and interdepartmental coordination
• •Diplomatic problem-solving skills for service recovery and conflict resolution
• •Financial management competency including cash handling, cost control, and revenue optimization

Preferred Skills:

• •Sommelier certification or advanced wine education credentials
• •Multilingual capabilities for international guest service
• •Experience with high-profile guest management and discretionary service
• •Classical service training including silver service and tableside presentation
• •Hospitality management qualification or equivalent professional development

Example for contemporary restaurant

Essential Skills:

• •Dynamic leadership abilities for managing diverse teams in fast-paced environments
• •Strong hospitality instincts with focus on approachable yet professional service
• •Solid food and beverage knowledge with ability to educate and guide guests
• •Excellent multitasking and prioritization skills for high-volume service management
• •Effective communication abilities for staff coaching and guest relationship building
• •Operational competency including scheduling, inventory coordination, and quality control

Preferred Skills:

• •Experience with reservation management systems and guest database maintenance
• •Knowledge of contemporary dining trends and service innovation
• •Training and development experience for skill building and performance improvement
• •Event coordination experience for private dining and special occasion management
• •Business acumen understanding of restaurant operations and profitability drivers

Example for hotel restaurant environment

Essential Skills:

• •Hospitality leadership experience with understanding of luxury service standards
• •Cultural sensitivity and diplomatic skills for diverse international clientele
• •Comprehensive service knowledge including formal dining protocols and etiquette
• •Strong interdepartmental coordination abilities for hotel environment integration
• •Excellent language skills and professional presentation for guest representation
• •Administrative competency for reporting, compliance, and operational coordination

Preferred Skills:

• •Hotel industry experience with understanding of guest journey and service integration
• •Event management capabilities for private dining and corporate function coordination
• •Revenue management understanding for optimization of average spend and table turnover
• •Guest relations expertise including loyalty programme management and preference tracking
• •Professional hospitality qualifications or luxury service certifications

Step 4: Determine Experience Requirements

The maitre d role demands specific leadership experience in hospitality environments. Be clear about whether you're seeking an experienced leader ready to take charge or someone with potential who can grow into the role with support.

Defining experience requirements helps candidates understand the leadership expectations and prevents mismatched applications. However, overestimating requirements is a common mistake that can eliminate capable candidates with potential.

Your goal is to specify the type of hospitality leadership experience necessary, focusing on relevant environments rather than just years served.

1. Identify if the role suits a developing, experienced, or senior leader

• •Developing leader: Someone with solid front-of-house experience ready to step into leadership with training and support
• •Experienced leader: Requires proven maitre d or equivalent leadership experience in similar establishments
• •Senior leader: Looking for seasoned hospitality professional capable of transforming service standards and mentoring others

Be honest about your needs; a developing restaurant shouldn't demand senior-level experience if they can provide appropriate support and development.

2. Specify the type of experience rather than just duration

Instead of simply stating "3 years' management experience," outline important environments and capabilities:

• •Do they need experience in fine dining, high-volume service, or specific cuisine types?
• •Must they understand wine service, sommelier coordination, or beverage programme management?
• •Is experience with VIP service, private events, or special occasion management essential?
• •Do they need hotel experience, multi-outlet coordination, or corporate hospitality knowledge?

Be precise — someone with 5 years managing casual dining differs significantly from 2 years in Michelin-starred restaurants.

3. Indicate whether training and development will be provided

If you're willing to invest in development, highlight it clearly. Conversely, if you need someone ready to lead immediately, specify that expectation.

Consider what support you can realistically provide:

• •Will you offer mentoring from senior management or experienced hospitality professionals?
• •Do you have structured leadership development programmes or external training opportunities?
• •Can you provide shadowing periods with successful maitre d professionals?
• •What timeline do you expect for full competency and independent leadership?

Example for experienced leader recruitment

"We seek candidates with minimum 3 years' maitre d or equivalent front-of-house leadership experience in quality dining establishments. You should demonstrate proven ability to lead teams, manage guest relations, and coordinate complex service delivery. Experience with wine service coordination, special event management, and staff development is essential. We provide ongoing support for professional development but expect immediate leadership competency."

Example for developing leader opportunity

"We're looking for ambitious hospitality professionals with 18+ months front-of-house experience ready to advance into leadership. You should have solid service background with some supervisory experience or clear leadership potential. Comprehensive maitre d training will be provided alongside our general manager, with structured development over 6 months including mentorship and external hospitality education support."

Example for senior leadership role

"Candidates should bring minimum 5 years' maitre d or senior front-of-house management experience in fine dining or luxury hospitality environments. You must demonstrate exceptional leadership abilities, service excellence, and business acumen with track record of team development and operational improvement. Experience with high-profile guest management, wine programme oversight, and revenue optimization is essential for immediate impact."

Example for hotel restaurant leadership

"We require candidates with hospitality leadership experience including hotel, resort, or multi-outlet restaurant management. Previous experience coordinating between departments, managing international guests, and delivering luxury service standards is essential. Understanding of hotel operations, guest journey management, and brand standard compliance necessary. Minimum 4 years in similar leadership capacity required."

Step 5: Describe the Ideal Personality Fit

The maitre d role demands specific personality traits for successful leadership and guest relations. This position requires someone who can command respect whilst inspiring teams and creating memorable experiences for guests.

While technical skills matter, long-term success depends on cultural fit and leadership personality. This section helps you attract candidates whose natural traits align with your restaurant's service philosophy and team dynamics.

Avoid generic phrases like "natural leader" or "people person" which don't convey meaningful information to potential candidates.

Instead, describe specific personality traits and behavioral characteristics that succeed in your restaurant environment.

Your goal is to articulate the leadership style, energy, and interpersonal skills that thrive in your service culture.

1. Reflect on your service culture and team dynamics

Consider the following:

• •What leadership traits do your most successful staff members demonstrate?
• •What personality characteristics have struggled in previous leadership hires?
• •Does your restaurant thrive with authoritative leadership or collaborative approaches?
• •Is guest interaction formal and elegant or warm and approachable?
• •What leadership communication style works best with your current team?
• •Do you need someone diplomatic and reserved or dynamic and engaging?
• •How does your restaurant handle pressure and service challenges?
• •What personality traits help during peak service periods and difficult situations?

Develop keywords that capture the leadership energy and approach desired.

2. Be definitive, not general

Avoid vague terms and instead illustrate traits in action:

• •"Maintains composed leadership during 200-cover services whilst inspiring team excellence and guest satisfaction"
• •"Demonstrates natural diplomacy when handling VIP guests and sensitive service situations"
• •"Adapts leadership style to motivate diverse team members whilst maintaining consistent service standards"
• •"Shows genuine passion for hospitality excellence that inspires both staff and guests"
• •"Exhibits cultural sensitivity and social intelligence when managing international clientele"

3. Align personality attributes with leadership responsibilities

• •In high-pressure, fine dining environments: Look for calm authority combined with attention to detail and grace under pressure
• •In approachable, neighbourhood restaurants: Seek warmth and accessibility balanced with professional leadership capability
• •In hotel or corporate settings: Value diplomatic skills, cultural awareness, and ability to represent the brand with distinction

Example for sophisticated fine dining

"You'll excel as our maitre d if you possess natural elegance and composure combined with genuine passion for hospitality excellence. We value leaders who command respect through expertise and grace rather than authority, inspiring teams to deliver exceptional service whilst maintaining the refined atmosphere our guests expect. The ability to read social situations, anticipate needs, and handle sensitive guest relations with discretion is essential."

Example for vibrant neighbourhood restaurant

"This role suits someone with warm, approachable leadership who genuinely enjoys creating memorable experiences for guests and developing team members. We value authentic hospitality leaders who balance professional standards with accessible, friendly service that makes our neighbourhood feel like home. Strong emotional intelligence, adaptability, and ability to maintain positive energy during challenging periods are crucial."

Example for luxury hotel restaurant

"Our ideal maitre d demonstrates sophisticated social intelligence combined with diplomatic leadership skills appropriate for luxury hospitality. You should possess cultural awareness and refinement suitable for international clientele whilst maintaining approachable professionalism that puts guests at ease. Natural discretion, professional presentation, and ability to represent our brand with distinction are essential qualities."

Tips if you're stuck

• •Consult current staff: "What leadership qualities do you most respect and respond to?"
• •Observe successful service leaders during different situations and pressure levels
• •Consider what guest feedback reveals about preferred service and leadership styles
• •Ask your team what personality traits create the best working environment
• •Reflect on previous hires - what leadership personalities succeeded or struggled?
• •Be authentic about your environment - if it's demanding and formal, seek composed and disciplined leaders rather than casual and creative types
• •Consider cultural fit with your local market and guest expectations

Step 6: Provide Transparency on Compensation

Transparency about compensation is crucial for attracting quality maitre d candidates. This senior role often commands significant salary and benefits, so be clear about your total compensation package and leadership development opportunities.

This section often receives inadequate attention, yet it's fundamental to attracting committed hospitality professionals. Candidates need clarity on compensation and career advancement to make informed decisions about leadership opportunities.

While you may not lead the market in salary, transparency about benefits, development opportunities, and working conditions demonstrates professionalism and builds trust with potential leaders.

Be clear about:

• •The salary range or total compensation package
• •Leadership benefits and professional development opportunities
• •What distinguishes your restaurant as an exceptional place to lead and develop

1. Make compensation clear — salary and benefits

Specify the definite salary or present a realistic range. Guidance when unsure includes:

• •Research similar maitre d positions in your area using hospitality job boards and industry contacts
• •Consider your expectations — are you seeking developing, experienced, or senior leadership?
• •Factor in the complexity and responsibility level of your specific maitre d role
• •Include performance bonuses, tips, or revenue-sharing if applicable

Example: £35,000–£42,000 annually based on experience plus performance bonuses £38,000 starting salary with quarterly reviews and merit increases £40,000 base salary plus 2% of monthly revenue exceeding targets

Avoiding terms like "competitive salary" is essential as they provide no useful information to candidates.

2. Highlight leadership benefits and opportunities

Benefits beyond salary can significantly attract top candidates. Consider:

• •Professional development funding for hospitality qualifications and industry training
• •Leadership coaching, mentorship, and career advancement opportunities
• •Revenue sharing, performance bonuses, or profit participation programmes
• •Comprehensive healthcare, pension, and personal development benefits
• •Industry networking opportunities, conference attendance, and professional recognition
• •Flexible leadership schedule, holiday entitlement, and work-life balance support
• •Staff dining experiences, wine education, and hospitality industry benefits

Example:

• •Annual professional development budget of £2,500 for hospitality education and training
• •Quarterly performance bonuses based on guest satisfaction and revenue targets
• •Comprehensive healthcare including private medical, dental, and vision coverage
• •30 days paid holiday plus bank holidays and personal development days
• •Leadership mentorship programme with industry professionals and restaurant group support
• •Staff dining privileges at partner restaurants and industry event attendance

3. Discuss career progression and development (if available)

Communicate advancement opportunities and leadership development support available.

Example:

We invest significantly in leadership development through structured mentorship, advanced hospitality training, and clear progression pathways. Our maitre d positions often advance to assistant manager or operations manager roles, with dedicated support for those pursuing hospitality management qualifications.

Example section: Compensation & Benefits

Salary: £36,000–£44,000 per annum based on experience and performance Performance Bonus: Quarterly bonuses up to £2,000 based on guest satisfaction and revenue metrics Benefits:

• •Comprehensive healthcare including private medical, dental, and optical coverage
• •Annual professional development budget of £3,000 for hospitality training and qualifications
• •28 days paid holiday annually plus bank holidays and personal development time
• •Leadership coaching and mentorship programme with senior hospitality professionals
• •Revenue sharing programme providing additional compensation based on restaurant performance
• •Staff dining experiences and wine education through industry partnerships
• •Flexible leadership schedule with advance planning and work-life balance support
• •Employee assistance programme for personal and professional development needs

Example for boutique fine dining

Salary: £34,000–£40,000 annually plus discretionary bonuses Guest Recognition Bonus: Monthly awards for exceptional guest service excellence Benefits:

• •Premium dining and wine education experiences during work and personal time
• •26 days paid holiday plus bank holidays and special occasion leave
• •Professional development support including sommelier certification and hospitality training
• •Performance-based salary reviews every six months with merit increase opportunities
• •Team dining experiences at Michelin-starred restaurants and industry events
• •Employee of the month recognition programme with financial and experience rewards
• •Clear progression to assistant management with restaurant group expansion opportunities

Tips if you're stuck

• •Ask yourself: "What attracts exceptional hospitality leaders to stay and grow with us?"
• •Research what successful restaurants in your area offer to similar leadership positions
• •Consider what would motivate you to excel in a demanding leadership role long-term
• •Be forthcoming — avoid inflating promises beyond what you can deliver consistently
• •If salary is limited, highlight what makes the leadership experience valuable (work-life balance, development opportunities, creative freedom, etc.)
• •Focus on unique aspects like exceptional team culture, guest recognition, or industry reputation
• •Consider non-monetary benefits that appeal to career-focused hospitality professionals

What's Next

Now you've written your maitre d job description, it's time to advertise your role and start interviewing. Check out our guide to Maitre d' interview questions.