How to write a restaurant supervisor job description: restaurant supervisor job description template included.

Step 1: Define Your Restaurant Environment

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

The restaurant supervisor serves as the operational leader during service, managing both team performance and guest experience. Without understanding your restaurant's atmosphere, service style, and operational demands, candidates can't assess whether their supervisory approach matches your needs.

Your goal is to help candidates understand:

• •Your restaurant's service philosophy and operational standards
• •The type of team structure and supervisory responsibilities
• •The complexity of service coordination required
• •The guest demographic and dining atmosphere expectations

Use this 3-part approach:

1. Define Your Restaurant Type and Service Model

Be specific about your establishment: "We operate a busy neighbourhood bistro serving 200 covers daily / run a fine dining restaurant with emphasis on detailed service / manage a casual dining venue with high table turnover..."

Give candidates concrete details about your operational model:

• •Do you focus on quick service with efficient table turnover?
• •Are you managing formal dining with detailed service protocols?
• •Do you operate multiple dining areas or have bar and restaurant sections?
• •What's your average cover count during peak service periods?

2. Describe Your Service Philosophy and Team Structure

Explain the supervisory approach and service philosophy that drives your restaurant. The supervisor's role changes significantly based on operational expectations:

• •

  "Our service philosophy emphasises warm, efficient hospitality that ensures every guest feels welcomed whilst maintaining operational excellence."

• •

  "We focus on detailed, attentive service that requires precise coordination between front-of-house and kitchen teams."

• •

  "Our supervisor leads a team delivering consistent, professional service that balances quality with speed during busy periods."

• •

  "We operate with contemporary service standards that prioritise guest satisfaction through proactive team management."

Detail the specific service elements your supervisor will oversee:

• •How many staff members does the supervisor manage during shifts?
• •Do you operate lunch and dinner services or focus on specific meal periods?
• •Are there special service requirements like wine service or dietary accommodations?
• •What makes your service approach unique in your local market?

3. Highlight Your Team Structure and Leadership Environment

Showcase the supervisory environment and team dynamics:

• •

  "Our restaurant supervisor manages a front-of-house team of 8 staff during service whilst coordinating with kitchen leadership."

• •

  "We operate with clear hierarchies where the supervisor reports to management whilst leading servers, hosts, and support staff."

• •

  "Our supervisory approach emphasises mentoring and developing team members whilst maintaining consistent service standards."

• •

  "The supervisor coordinates between different service areas including dining room, bar, and private dining sections."

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 supervisor manage during shifts?
• •Do you operate casual or formal service styles?
• •What's the complexity level of your menu and service requirements?
• •How does supervisory information flow between management and service staff?
• •What makes your service challenging or unique compared to other restaurants?
• •Do you have special protocols for busy periods or event services?
• •How does your supervisor coordinate with kitchen and bar teams?

Additional considerations for your environment description:

• •Guest demographics: Are you serving families, business diners, or special occasion guests?
• •Service timing: Are you operating multiple meal periods or focused on specific service times?
• •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 specific revenue targets?
• •Seasonal variation: Does service complexity change with seasons or special events?

Example 1: Busy Neighbourhood Bistro

We operate a popular neighbourhood bistro serving 180 covers daily across lunch and dinner with an emphasis on warm, efficient service. Our restaurant supervisor manages a dynamic team of 10 front-of-house staff, coordinating between dining room, bar, and takeaway operations to maintain smooth service flow. The role demands strong organisational skills and the ability to maintain quality standards whilst managing high-volume service during peak periods.

Example 2: Fine Dining Restaurant

We run an upscale dining establishment serving 80 covers nightly with focus on detailed, attentive service and wine expertise. Our restaurant supervisor leads a dedicated team of 7 front-of-house professionals, ensuring seamless coordination with our sommelier and kitchen team to deliver exceptional dining experiences. The environment requires sophisticated service knowledge and the ability to maintain elegance whilst managing complex dietary requirements and guest expectations.

Example 3: Casual Family Restaurant

We're a family-friendly restaurant serving 220 covers across lunch and dinner with emphasis on welcoming service and efficient operations. Our restaurant supervisor coordinates a team of 12 staff across dining areas and children's sections, balancing speed with attention to families' varying needs. The role requires excellent multitasking abilities and positive energy to maintain service standards during busy family dining periods and weekend rushes.

Step 2: Outline Key Responsibilities for the Restaurant Supervisor

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

Avoid generic descriptions like "supervise restaurant 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 supervisory needs and operational requirements.

Write 10–15 bullet points covering the restaurant supervisor'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 coordinates shift assignments?
• •How is performance monitoring and feedback delivered?
• •What coordination happens between front-of-house and kitchen teams?

Common team leadership tasks include:

• •Leading daily shift briefings on menu changes, special guests, and service expectations
• •Managing staff scheduling, break rotations, and task assignments during service periods
• •Training new front-of-house staff in service standards, menu knowledge, and guest relations
• •Providing performance feedback and coaching to team members throughout shifts
• •Coordinating with kitchen staff on timing, special requests, and service communication
• •Resolving staff conflicts and maintaining positive team morale during busy periods
• •Monitoring staff appearance, behaviour, and adherence to service standards
• •Supporting management with staff development and performance improvement initiatives

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 table management and seating coordination?
• •What level of direct guest interaction do you require?
• •How do you handle special requests and guest complaints?
• •What service quality monitoring is expected throughout shifts?

Essential guest service tasks include:

• •Overseeing table allocation, reservation management, and guest seating coordination
• •Monitoring service quality and timing across all tables and dining areas
• •Handling guest complaints and service recovery with professionalism and discretion
• •Coordinating special dietary requirements, celebrations, and guest preference accommodation
• •Ensuring consistent service standards and guest satisfaction throughout shifts
• •Managing guest flow during busy periods and coordinating with host staff
• •Supporting servers with complex orders, wine service, and guest interaction challenges
• •Maintaining dining room atmosphere through attention to music, lighting, and ambiance

3. Operational Management and Administrative Tasks

Tasks that support smooth restaurant operations and daily administration:

Consider your operational requirements:

• •What administrative duties need attention during and after shifts?
• •How do you handle inventory monitoring and supply coordination?
• •What coordination is needed with management and other departments?

Daily operational responsibilities include:

• •Monitoring inventory levels for front-of-house supplies, linens, and service equipment
• •Coordinating with kitchen on special preparations, menu changes, and service timing
• •Managing cash handling procedures, payment processing, and till reconciliation
• •Overseeing dining room setup, equipment maintenance, and cleanliness standards
• •Preparing shift reports, staff feedback, and operational improvement suggestions
• •Ensuring compliance with health and safety regulations and licensing requirements
• •Managing opening and closing procedures including security and handover protocols
• •Coordinating with management on staffing needs, service challenges, and guest feedback

If you have a restaurant supervisor but no documented duties, you can:

• •Shadow your current supervisor: Observe their leadership style, staff interactions, and guest management throughout an entire shift.
• •Document their communication: Note specific approaches they use with staff, guests, and management during different service scenarios.
• •Consult your restaurant manager: Understand expectations for service standards, team development, and operational outcomes.
• •Review service performance: Analyse how supervisory leadership impacts service quality during different shift intensities.

Key questions to ask your current supervisor 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 monitor service quality and staff performance?
• •How do you coordinate with kitchen staff 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 supervisory leadership during service
• •Use your service flow and guest feedback to identify areas requiring coordination
• •Consider what breaks down when supervisory leadership is absent or ineffective
• •Think about seasonal variations or special events that affect supervisor responsibilities
• •Review guest complaints and compliments to understand supervisory leadership impact

Example for fine dining restaurant

As our restaurant supervisor, your responsibilities include:

• •Leading shift briefings for 7 front-of-house staff on service standards, wine knowledge, and guest expectations
• •Overseeing table allocation and guest seating whilst monitoring service timing and quality standards
• •Coordinating with sommelier and kitchen team on complex orders, wine service, and special dietary requirements
• •Managing guest relations including special occasions, VIP services, and service recovery situations
• •Training and mentoring junior staff in fine dining service techniques and wine service basics
• •Monitoring staff performance, appearance, and adherence to our elevated service standards
• •Handling operational tasks including inventory monitoring, cash procedures, and shift reporting
• •Ensuring compliance with licensing requirements and maintaining our reputation for service excellence

Example for busy neighbourhood bistro

As restaurant supervisor, you will:

• •Manage front-of-house team of 10 staff during lunch and dinner service periods
• •Coordinate efficient table turnover whilst maintaining quality guest experience and service standards
• •Oversee food and beverage service across 180 covers during peak periods
• •Handle guest relations including special requests, complaints, and busy period communication
• •Lead staff training in menu knowledge, service techniques, and customer interaction skills
• •Monitor service timing, quality, and staff performance throughout shifts
• •Coordinate with kitchen team on order timing, modifications, and service communication
• •Manage operational duties including scheduling, inventory, and daily administration tasks

Example for casual family restaurant

As restaurant supervisor, your duties include:

• •Leading service team of 12 staff across dining areas and family sections during busy periods
• •Managing table allocation and guest flow for families with varying needs and timing requirements
• •Overseeing service quality and timing across 220 covers whilst maintaining welcoming atmosphere
• •Handling guest relations including family needs, children's requirements, and special celebrations
• •Training staff in family-friendly service approaches, menu knowledge, and safety procedures
• •Coordinating with kitchen on children's orders, dietary requirements, and service timing
• •Managing operational aspects including inventory, cleaning standards, and safety compliance
• •Ensuring positive dining experience for families whilst maintaining efficient service operations

Step 3: Specify Required Skills for the Restaurant Supervisor

A restaurant supervisor requires strong leadership skills, comprehensive hospitality knowledge, and operational competence. Focus on the specific capabilities your restaurant demands rather than generic supervisory requirements.

Building on responsibilities, identify the skills essential for effective restaurant supervisor 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 supervisory 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 supervisory skills from skills that enhance performance.

1. Review your task list

Connect each responsibility with the skill needed to excel:

Example:

• •If they lead staff briefings → they need strong communication and training abilities
• •If they manage guest complaints → they need diplomatic problem-solving and customer service skills
• •If they coordinate with kitchen → they need operational awareness and team coordination abilities
• •If they handle busy periods → they need stress management and multitasking capabilities
• •If they monitor service quality → they need attention to detail and quality assurance skills

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 Restaurant Supervisor Roles

Consider these fundamental skill categories:

• •Strong leadership and team management capabilities
• •Excellent guest relations and customer service expertise
• •Comprehensive food and beverage service knowledge
• •Effective communication and conflict resolution skills
• •Operational management and administrative competency
• •Time management and multitasking abilities
• •Problem-solving and decision-making skills
• •Quality assurance and standard maintenance understanding

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

Example for fine dining restaurant

Essential Skills:

• •Proven leadership experience managing front-of-house teams in upscale dining environments
• •Extensive food and wine service knowledge including formal service techniques and wine basics
• •Excellent guest relations skills with ability to handle VIP services and special occasion management
• •Strong communication abilities for staff training, guest interaction, and kitchen coordination
• •Diplomatic problem-solving skills for service recovery and conflict resolution
• •Quality assurance competency including service standard monitoring and performance management

Preferred Skills:

• •Wine education or sommelier training for enhanced beverage service oversight
• •Experience with fine dining service standards including silver service and tableside presentation
• •Training and development experience for staff coaching and performance improvement
• •Administrative skills including scheduling, inventory management, and reporting
• •Multilingual capabilities for diverse guest service requirements

Example for busy neighbourhood bistro

Essential Skills:

• •Dynamic leadership abilities for managing diverse teams in fast-paced environments
• •Strong multitasking and prioritisation skills for high-volume service management
• •Excellent customer service instincts with focus on efficient yet friendly guest interaction
• •Effective communication skills for staff coordination and guest relationship building
• •Operational competency including scheduling, inventory monitoring, and quality control
• •Stress management abilities for maintaining performance during peak service periods

Preferred Skills:

• •Experience with POS systems and restaurant technology for operational efficiency
• •Training and coaching abilities for staff development and performance improvement
• •Knowledge of food safety and licensing requirements for compliance management
• •Conflict resolution skills for staff and guest situation management
• •Business awareness understanding of restaurant operations and profitability factors

Example for casual family restaurant

Essential Skills:

• •Positive leadership abilities with understanding of family-friendly service approaches
• •Strong organisational skills for managing large teams and diverse guest needs
• •Excellent communication abilities for staff coordination and family guest interaction
• •Multitasking competency for handling children's requirements and varying service demands
• •Safety awareness for family dining environment including children's safety protocols
• •Customer service expertise with patience and understanding for family dining situations

Preferred Skills:

• •Experience with family restaurant operations and children's service requirements
• •Training abilities for staff development in family-friendly service techniques
• •Administrative competency including scheduling, inventory, and compliance monitoring
• •Problem-solving skills for managing complex family situations and special requirements
• •Team building abilities for maintaining positive staff morale in demanding environment

Step 4: Determine Experience Requirements

The restaurant supervisor role demands specific leadership experience in hospitality environments. Be clear about whether you're seeking an experienced supervisor 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 supervisory experience necessary, focusing on relevant environments rather than just years served.

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

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

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 "2 years' supervisory experience," outline important environments and capabilities:

• •Do they need experience in fine dining, casual dining, or specific service types?
• •Must they understand high-volume service, complex menus, or specific operational systems?
• •Is experience with team management, guest relations, or administrative duties essential?
• •Do they need experience with specific demographics like families, business diners, or special events?

Be precise — someone with 3 years supervising casual dining differs significantly from 18 months in fine dining establishments.

3. Indicate whether training and development will be provided

If you're willing to invest in supervisory 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 supervisory staff?
• •Do you have structured leadership development programmes or external training opportunities?
• •Can you provide shadowing periods with successful supervisors in similar restaurants?
• •What timeline do you expect for full competency and independent supervisory performance?

Example for experienced supervisor recruitment

"We seek candidates with minimum 18 months' restaurant supervisor or equivalent front-of-house leadership experience in quality dining establishments. You should demonstrate proven ability to lead teams, manage guest relations, and coordinate service delivery. Experience with staff training, service recovery, and operational administration is essential. We provide ongoing support for professional development but expect immediate supervisory competency."

Example for developing supervisor opportunity

"We're looking for ambitious hospitality professionals with 12+ months front-of-house experience ready to advance into supervisory leadership. You should have solid service background with some team coordination experience or clear leadership potential. Comprehensive supervisor training will be provided alongside our management team, with structured development over 3 months including mentorship and operational training support."

Example for senior supervisory role

"Candidates should bring minimum 3 years' restaurant supervisor or senior front-of-house management experience in busy hospitality environments. You must demonstrate exceptional leadership abilities, service excellence, and operational competency with track record of team development and service improvement. Experience with high-volume operations, staff training, and administrative management is essential for immediate impact."

Example for family restaurant supervisor

"We require candidates with supervisory experience in family-friendly or casual dining environments. Previous experience managing large teams, coordinating children's services, and handling diverse guest needs is essential. Understanding of family restaurant operations, safety requirements, and positive team leadership necessary. Minimum 15 months in similar supervisory capacity with guest service focus required."

Step 5: Describe the Ideal Personality Fit

The restaurant supervisor role demands specific personality traits for successful leadership and guest relations. This position requires someone who can lead teams effectively whilst creating positive experiences for guests and maintaining operational standards.

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 behavioural 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 supervisory staff demonstrate?
• •What personality characteristics have struggled in previous supervisory hires?
• •Does your restaurant thrive with hands-on leadership or supportive guidance approaches?
• •Is guest interaction formal and professional or warm and casual?
• •What leadership communication style works best with your current team?
• •Do you need someone energetic and dynamic or calm and organised?
• •How does your restaurant handle pressure and busy service challenges?
• •What personality traits help during peak periods and difficult situations?

Develop keywords that capture the supervisory energy and approach desired.

2. Be definitive, not general

Avoid vague terms and instead illustrate traits in action:

• •"Maintains calm leadership during 200-cover services whilst inspiring team performance and guest satisfaction"
• •"Demonstrates natural positivity when handling challenging guest situations and staff coordination"
• •"Adapts communication style to motivate diverse team members whilst maintaining consistent service standards"
• •"Shows genuine enthusiasm for hospitality that inspires both staff development and guest experience"
• •"Exhibits patience and understanding when managing family guests and varying service demands"

3. Align personality attributes with supervisory responsibilities

• •In high-pressure, busy environments: Look for calm energy combined with organisational skills and ability to motivate teams
• •In fine dining establishments: Seek sophistication and attention to detail balanced with approachable leadership capability
• •In family restaurants: Value warmth and patience balanced with organisational skills and positive energy

Example for busy neighbourhood bistro

"You'll excel as our restaurant supervisor if you possess natural energy and organisational skills combined with genuine passion for hospitality excellence. We value leaders who inspire teams through positive communication and hands-on support, maintaining service standards whilst creating welcoming atmosphere for diverse guests. The ability to stay calm during busy periods, multitask effectively, and handle both staff and guest needs with equal attention is essential."

Example for fine dining restaurant

"This role suits someone with professional presence and attention to detail who genuinely enjoys creating exceptional dining experiences. We value sophisticated supervisory leaders who balance high standards with supportive team development, ensuring elegant service delivery whilst maintaining approachable leadership style. Strong interpersonal intelligence, quality focus, and ability to maintain composure during complex service situations are crucial."

Example for casual family restaurant

"Our ideal restaurant supervisor demonstrates warm, patient leadership combined with excellent organisational abilities appropriate for family dining. You should possess positive energy and understanding suitable for diverse guest needs whilst maintaining professional standards that ensure smooth operations. Natural empathy, flexibility, and ability to maintain cheerful demeanor during challenging family situations are essential qualities."

Tips if you're stuck

• •Consult current staff: "What leadership qualities do you most respect and respond to?"
• •Observe successful supervisors during different service 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 supervisory hires - what leadership personalities succeeded or struggled?
• •Be authentic about your environment - if it's fast-paced and demanding, seek energetic and resilient leaders
• •Consider cultural fit with your local market and guest expectations

Step 6: Provide Transparency on Compensation

Transparency about compensation is crucial for attracting quality restaurant supervisor candidates. This supervisory role often commands higher wages than standard service positions, 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 supervisory 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 supervisors.

Be clear about:

• •The salary range or hourly rate structure
• •Supervisory 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 restaurant supervisor positions in your area using hospitality job boards and industry contacts
• •Consider your expectations — are you seeking developing, experienced, or senior supervisory leadership?
• •Factor in the complexity and responsibility level of your specific supervisor role
• •Include performance bonuses, tips, or profit-sharing if applicable

Example: £28,000–£32,000 annually based on experience plus service charge £14.50–£16.00 per hour depending on experience with performance bonuses £30,000 starting salary with quarterly reviews and merit increases

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

2. Highlight supervisory benefits and opportunities

Benefits beyond salary can significantly attract quality candidates. Consider:

• •Professional development funding for hospitality qualifications and supervisory training
• •Leadership coaching, mentorship, and career advancement opportunities
• •Performance bonuses, tip sharing, or profit participation programmes
• •Healthcare benefits, pension contributions, and personal development support
• •Industry networking opportunities, training courses, and professional recognition
• •Flexible supervisory scheduling, holiday entitlement, and work-life balance support
• •Staff dining privileges, hospitality benefits, and team development activities

Example:

• •Annual training budget of £1,500 for hospitality education and supervisory development
• •Quarterly performance bonuses based on guest satisfaction and team performance
• •Comprehensive healthcare including medical and dental coverage
• •25 days paid holiday plus bank holidays and professional development time
• •Supervisory mentorship programme with senior hospitality professionals
• •Staff dining experiences and industry training opportunities

3. Discuss career progression and development (if available)

Communicate advancement opportunities and supervisory development support available.

Example:

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

Example section: Compensation & Benefits

Salary: £29,000–£34,000 per annum based on experience and performance Service Charge: Shared tips and service charge averaging £150+ monthly Performance Bonus: Quarterly bonuses up to £1,000 based on guest satisfaction and operational metrics Benefits:

• •Comprehensive healthcare including medical and dental coverage
• •Annual professional development budget of £2,000 for hospitality training and qualifications
• •26 days paid holiday annually plus bank holidays and training time
• •Supervisory coaching and mentorship programme with experienced hospitality leaders
• •Career advancement support with clear progression to management positions
• •Staff dining experiences and industry networking opportunities
• •Flexible supervisory scheduling with advance planning and work-life balance support
• •Employee benefits programme including retail discounts and wellness support

Example for fine dining restaurant

Salary: £32,000–£38,000 annually plus discretionary bonuses Guest Recognition Bonus: Monthly awards for exceptional service leadership and guest satisfaction Benefits:

• •Premium dining experiences and wine education during work and personal time
• •24 days paid holiday plus bank holidays and professional development leave
• •Supervisory development support including wine education and fine dining training
• •Performance-based salary reviews every six months with merit increase opportunities
• •Industry networking at hospitality conferences and fine dining events
• •Team recognition programme with supervisory achievements and leadership rewards
• •Clear progression to assistant management with restaurant group opportunities

Tips if you're stuck

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

What's Next

Now you've written your restaurant supervisor job description, it's time to advertise your role and start interviewing. Check out our guide to Restaurant Supervisor interview questions.