Recruitment & organisation

We clarify the current need and why it exists. Some businesses need additional staff; others need clearer workflows, rotas or responsibilities. We then define the organisation, role profile, recruitment process and onboarding required.

We can support the entire search or selected stages, including defining the need, writing the role profile, structuring the search, assessing candidates, participating in interviews and planning onboarding. The candidate must fit the concept, pace, responsibility and actual organisation.

We base it on real tasks and decisions: responsibilities, hours, skills, interfaces with other roles, success criteria and mandate. This prevents a new employee from entering a vague or overloaded position.

Sometimes, but the responsibilities do not disappear. Rota planning, ordering, food safety, recipes, quality, training, consumption and leadership must still be owned. We assess whether the existing team, a sous-chef structure or an external function can cover them safely.

Yes, for an agreed fixed period, ongoing arrangement or transition. The scope can include rotas, ordering, consumption, quality, procedures, training, coordination and follow-up, with a clearly defined mandate, presence and time allocation.

We review roles, responsibilities, skills, hours, collaboration, workload, management time and tasks that cannot currently run without the owner. The outcome is a practical recommendation on what to train, move, recruit or reorganise.

Yes. We turn expectations, service standards, product knowledge and operational tasks into a structured learning plan with follow-up. Good onboarding reduces repeated questions, early mistakes and unnecessary departures while helping new employees become independent.

The price depends on whether the assignment covers role clarification, job description, search structure, candidate assessment, interviews, onboarding or the full process. Responsibilities and fees, including any special or result-based fees, are agreed in writing before work begins.

Yes. Management support can cover overview, prioritisation, delegation, follow-up and the use of procedures in real operations. The objective is to prevent the owner or manager from becoming the permanent caretaker, dishwasher and solver of every problem.

Retention depends on clear roles, realistic rotas, training, procedures and consistent follow-up. If people leave because duties constantly change or the working environment is unclear, recruitment alone will reproduce the same problem. We therefore assess the organisation around the role as well as the candidate.