How to record a restaurant host video job ad

Step 1: Open with the Opportunity

Start your video by answering the question every host candidate is asking: "Is this a proper hosting role with real responsibility, or am I just standing at a podium saying hello?" The host role varies enormously between restaurants — from a genuine position managing the floor, reservations, and guest experience, to a glorified greeter role with minimal responsibility. Candidates want to know which yours is.

This matters because good hosts are looking for roles with substance. They want to manage reservations and table allocation, to be the person who shapes the guest's first and last impression, to solve problems and handle challenging situations. If your host has genuine responsibility — managing the waitlist, allocating sections, handling complaints, coordinating with the kitchen on pacing — that's appealing. If the role is primarily standing at the door looking presentable, be honest about that.

The fundamental question host candidates ask is: what will I actually control? Will I make decisions about seating and timing, or follow instructions? Will I manage the reservation system, or just check people in? Will I handle difficult situations, or escalate everything to a manager? The scope of the role determines whether it's a career position or just a job.

Your goal is to make them think: "This is a host role with genuine responsibility."

Use this 3-part approach:

1. Lead with the scope of the role

Be specific about what the host actually does and controls.

Clarify the reservation and seating responsibility. Does the host manage table allocation, or does a manager decide seating? Do they control the pace of the floor, or just seat as directed? Do they manage the reservation system, take bookings, handle modifications? The level of responsibility varies significantly between restaurants.

Describe the guest interaction scope. Is the host the primary guest contact from arrival to seating — handling waits, managing expectations, resolving issues? Or is it just a brief greeting before handing off? How much does the host shape the guest experience versus just facilitate it?

Explain where the role sits in the operation. Is this a key coordination role, communicating between guests, floor, and kitchen? Or is it more peripheral? Does the host have authority to make decisions — offer a complimentary drink during a wait, adjust a reservation, handle a complaint — or does everything go through management?

Address any additional responsibilities. Some host roles include phone reservations, email inquiries, managing online booking platforms, coordinating special events. Others are purely in-person. What does yours involve?

2. Understand what matters to hosts

Host candidates have specific priorities. Understanding these helps you speak to what they care about.

The nature of the role matters most. Good hosts want genuine responsibility — to make decisions, manage situations, and be the person who controls the guest's entry experience. They don't want to be decorative greeters with no authority. If your role has real substance, emphasize it.

Guest interaction quality is a draw for many. Some people specifically love the greeting and hosting aspect — the warmth of welcoming guests, the satisfaction of managing expectations well, the skill of handling difficult situations gracefully. If your restaurant attracts interesting guests or creates memorable experiences, that's appealing.

The pace and pressure vary significantly. A high-volume restaurant with constant waitlists and walk-ins creates intense hosting work — juggling expectations, managing frustrated guests, constant coordination. A quieter restaurant with mostly reservations is calmer but potentially less stimulating. Different hosts prefer different paces.

Compensation structure differs from servers. Hosts typically earn hourly rates with some tip share, rather than the direct tip income servers receive. This is more predictable but often lower overall than server earnings. Be honest about what the role pays.

Career path matters to some. For some, hosting is an entry point to restaurant careers — a path to supervisor, manager, or server roles. For others, it's a destination role they enjoy. Your opportunity should be clear about what development is available.

3. Differentiate from other hosting jobs

Hosts have options at most restaurants that take reservations. What makes yours worth choosing?

Differentiation is usually about responsibility and environment. If your host role has genuine authority and responsibility, that's more appealing than a basic greeter position. If your restaurant is well-run with supportive management, that matters. If the guest profile is interesting or the atmosphere is enjoyable to work in, highlight it.

Consider what makes your hosting role distinctive. Do you use a sophisticated reservation system they'll learn? Do hosts have unusual authority or involvement? Is the restaurant culture particularly good? Is there clear development potential?

Tips if you're unsure what to say

Talk to your current host (if you have one). What do they actually do? What decisions do they make? What do they enjoy about the role? What's frustrating?

Think about what authority and responsibility your host genuinely has. Be honest about the scope — candidates will discover the reality quickly.

Example: Neighbourhood Bistro

We're looking for a host to run our door — and I mean genuinely run it, not just greet people and check a list. You'll manage our reservation system, control table allocation, pace the floor with the servers, and be the person who shapes whether guests start their evening feeling welcomed or frustrated.

We're a 65-cover neighbourhood bistro — busy enough that hosting is a real skill, not just smiling at arrivals. On a Friday night, you might juggle a full book, a waitlist of walk-ins, tables running late, and a party of six arriving early. You'll need to communicate clearly with guests about waits, coordinate with servers on section capacity, and make judgment calls about when to seat versus when to hold.

You'll have genuine authority. If someone's been waiting and you want to send them a drink at the bar — do it. If a table's available but seating it now would overwhelm a server's section — make the call to wait. If there's a complaint about wait times, you handle it rather than escalating everything to management.

Step 2: Show Your Venue Personality

Now help candidates picture themselves at the host stand. For hosts, this is about the restaurant atmosphere, the guest profile, and the team they'd coordinate with.

Your goal is to help them picture what hosting at your restaurant feels like.

Use this 3-part approach:

1. Describe the restaurant and atmosphere

Give candidates a clear picture of the environment.

Describe the type of restaurant. Fine dining where hosting is formal and precise? Neighbourhood spot with warmth and regulars? High-volume where pace is relentless? The type shapes the hosting experience significantly.

Talk about the pace. How many covers on a busy night? How many walk-ins versus reservations? Is there a waitlist to manage, or does everyone book ahead? The volume determines how demanding the hosting role is.

Explain the atmosphere. What's the vibe guests experience? What first impression are you trying to create? The host embodies that first impression; they need to understand what they're projecting.

Describe the guests. Who comes here? Regulars, tourists, business diners, special occasions? Different guest profiles create different hosting experiences.

2. Share the floor culture

Hosts work at the intersection of multiple teams. The culture matters.

Describe the relationship with servers. Does the host coordinate well with the floor team, or is there tension about seating and pacing? Are hosts respected by servers, or seen as just greeters?

Talk about management support. When things get difficult — long waits, frustrated guests, problems — is management supportive and helpful? Or does the host handle everything alone?

Address the busy period reality. What's it like when the restaurant is slammed and there's a waitlist? Is it manageable stress or overwhelming chaos?

3. Introduce who they'll work with

The host interacts with everyone — guests, servers, managers, sometimes kitchen.

Describe the team they'll coordinate with. How many servers? What's the GM like? Is there a supervisor role the host reports to?

Talk about the communication dynamic. How do hosts communicate with the floor during service? Is there good coordination, or constant friction about seating?

Example: Neighbourhood Bistro

We're a 65-cover bistro in a converted shop unit — exposed brick, open kitchen, busy but not overwhelming. The atmosphere is warm and neighbourhood-y; lots of regulars, people celebrating birthdays, couples on date night. We want guests to feel genuinely welcomed, not processed.

A typical Friday books out with maybe 20% walk-ins to accommodate. That means managing a waitlist, communicating wait times honestly, and making judgment calls about when you can squeeze someone in. It's busy — around 90 covers across the evening — but it's manageable busy, not panic busy.

The floor team is five servers plus supervisor, and the relationship is collaborative. Hosts and servers need to coordinate on pacing — when to seat a table, when a section is overwhelmed, when to hold. That requires good communication, not territory battles. Our current host and server team genuinely work well together.

The GM is on the floor during busy services and will back you up on difficult decisions. If a guest is frustrated about a wait and you've handled it well, she's got your back. You're not alone at the door.

Step 3: Paint a Picture of the Role

Give candidates a realistic preview of what hosting actually involves — including the challenging parts.

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

Use this 4-part approach:

1. Describe what a typical shift looks like

Walk candidates through the hosting rhythm.

Explain the pre-service preparation. Reviewing the book, noting special requests or VIPs, coordinating with the floor on section assignments, any prep for large parties.

Describe the service flow. How does the evening build? When is the busy period? What's the host doing throughout — pure hosting or other tasks during quiet periods?

Talk about the peak challenge. What's it like when the door is busy — multiple arrivals, a waitlist, calls coming in? What's the intensity at maximum?

Address the end of service. Does the host role extend to saying goodnight? Managing end-of-evening waits? What's the close-down like?

2. Explain what they'll actually do

Be specific about hosting responsibilities.

Describe the core hosting tasks. Greeting arrivals, checking reservations, managing seating, coordinating with the floor on timing. But also: managing the waitlist, handling walk-ins, taking phone calls, managing the reservation system.

Talk about problem-solving. When things go wrong — a long wait, a lost reservation, an unhappy guest — what does the host handle versus escalate? What decisions are theirs to make?

Address communication responsibilities. How does the host communicate with servers about incoming tables? With management about problems? With the kitchen if there's pacing information to share?

Explain any additional responsibilities. Some hosts help with coat check, manage phone inquiries, handle online reservation platforms, coordinate deliveries. What else is included?

3. Describe the challenging aspects honestly

Hosting has difficult elements. Be honest about them.

Address the pressure of managing expectations. When there's a wait, guests can be frustrated, even rude. Managing those interactions gracefully — staying warm while being honest about timing — is emotionally demanding.

Talk about the physical demands. Standing at the door for long periods. Moving quickly when arrivals cluster. The physical reality of being on your feet throughout a service.

Be honest about difficult guests. Some people will be rude about wait times, upset about their table, or generally difficult. The host often absorbs this before managers get involved.

4. Discuss what makes the role satisfying

Balance honesty about challenges with what's rewarding.

Talk about the satisfaction of the role. Setting the tone for someone's evening. The skill of managing a busy waitlist. The genuine warmth of greeting regulars. For the right person, hosting is deeply satisfying.

Example: Neighbourhood Bistro

A typical dinner shift starts at 5:30pm. You'll review the book — noting any large parties, special occasions, regular guests, or requests. Brief coordination with the floor supervisor on section assignments and any adjustments.

Service runs 6pm-10pm. From 6pm, arrivals start and you're at the door greeting, checking reservations, seating guests. Between arrivals, you're managing the book — adjusting times as tables run long, accommodating walk-ins where possible, updating the waitlist.

Peak is 7pm-9pm. That's when arrivals cluster, the waitlist builds, and you're juggling multiple conversations — greeting new arrivals, updating wait times for those at the bar, coordinating with servers on when they can take the next table. It's busy, and you're the person managing everyone's expectations.

The challenging part is honest: when there's a 30-minute wait and guests are frustrated, you're the person they're frustrated at. Staying warm and professional while someone's upset about timing is emotionally demanding. Some people will be rude. The skill is not taking it personally and maintaining the welcome for the next arrival.

But the satisfying part is real too. Setting the right tone as someone starts a celebration dinner. Greeting regulars by name and having their usual table ready. Managing a packed waitlist smoothly so everyone gets seated without drama. For the right person, that's genuinely rewarding.

Step 4: Be Honest About What You Need

This section tells candidates what you're looking for. For hosts, this is about warmth, organization, and the ability to handle pressure gracefully.

Your goal is to help candidates assess whether they have the right temperament for hosting.

Use this 4-part approach:

1. Define essential requirements

Be clear about what someone needs to host effectively.

Address experience requirements. Do you need experienced hosts, or will you train? What kind of hospitality background is relevant?

Clarify any must-haves. Right to work, any licensing requirements, practical availability.

2. Describe what personality and approach succeeds

Hosting requires specific characteristics.

Talk about warmth and presence. The host is the first person guests encounter. They need to be genuinely warm — not performed warmth, but actually enjoying the greeting and welcome. What kind of personality succeeds at your door?

Address organization skills. Managing reservations, juggling waitlists, tracking table status — hosting requires keeping multiple things organized simultaneously.

Discuss pressure handling. When the door is busy and guests are frustrated, can they stay calm and warm? This is the crucial skill that distinguishes good hosts from adequate ones.

Talk about communication skills. Clear communication with guests about waits, with servers about timing, with management about problems. The host is a communication hub.

3. Be clear about flexibility

State where you're open to candidates without traditional backgrounds.

Address experience flexibility. Will you train someone from retail or other customer-facing backgrounds? Are you open to people new to restaurants?

4. State deal-breakers

If certain things won't work, be direct.

The warmth requirement is real. If someone doesn't naturally enjoy guest interaction, hosting will be miserable for them and the guests. This is a genuine requirement, not just nice-to-have.

Example: Neighbourhood Bistro

Here's what we need:

Experience: Some customer-facing experience — restaurant hosting ideal, but we'll consider people from retail, reception, or other roles where you've managed customers and juggled multiple demands. What matters more than specific experience is the right approach.

What we're looking for: Genuine warmth — you actually enjoy welcoming people and making them feel comfortable. Organization under pressure — you can manage a waitlist, track table status, and coordinate with servers while staying composed. Communication clarity — you can explain wait times honestly, set expectations clearly, and coordinate with the floor effectively.

The key quality: Staying warm and professional when things are difficult. When there's a 30-minute wait and someone's frustrated, you don't take it personally or get flustered. You maintain the welcome for the next guest regardless of how the last interaction went.

What we're flexible on: Restaurant-specific experience. We can teach reservation systems and floor coordination. We can't teach warmth — that has to be there.

What won't work: If guest interaction feels like an effort rather than something you enjoy, this role won't suit you. If pressure makes you flustered or short with people, hosting will be frustrating for everyone.

Step 5: Make the Offer Compelling

Be clear about compensation — which typically differs from server earnings.

Your goal is to present an honest picture of what the role pays.

Use this 5-part approach:

1. Be transparent about pay

Host compensation is usually hourly rate plus some tip share, not the direct tips servers receive. Be clear about this structure.

State the hourly rate clearly. What's the base pay?

Explain any tip share. What percentage of tips (if any) do hosts receive? What does that add realistically?

2. Detail the benefits

Standard package — meals, uniform, any perks.

3. Address scheduling

What shifts are available? Is there flexibility?

4. Mention development opportunity

If there's a path to supervisor or server roles, mention it. Some hosts want to progress; others want to stay in hosting.

5. Differentiate where you can

What makes your hosting role appealing compared to alternatives?

Example: Neighbourhood Bistro

The package:

Pay: £12.50/hour base, plus tip share (hosts receive 10% of the tip pool). Tip share adds around £3-4/hour on busy nights. Realistic hourly: £15.50-16.50/hour.

Hours: 25-35 hours depending on availability. Dinner shifts primarily (5:30pm-11pm), with some lunch shifts available.

Benefits: Staff meal every shift. 50% dining discount. Uniform top provided.

Development: If you want to move into serving or supervision, there's a path. Our current supervisor started as host. But if you enjoy hosting and want to stay in the role, that's valued too — a great host is genuinely important to how the restaurant runs.

Step 6: Tell Them How to Apply

Simple, direct call to action.

Your goal is to make applying easy.

Keep it simple. Brief message with relevant experience.

Explain the process. A trial shift during service to see how they handle the door.

Provide a direct contact.

Example: Neighbourhood Bistro

If this sounds right, get in touch.

Send a quick message about your background to jobs@bistro.com, or call us during the afternoon on 0207 XXX XXXX and ask for Emma (she's the GM).

What happens next: A quick chat about the role, then a trial shift on a busy evening so you can experience the door during service. We'll pay for the trial and you'll work alongside our current host to see how it really operates.

We're looking to hire soon, so if you're interested, don't wait.