The team is the foundation of a restaurant's success
You can have an ideal concept, design by a star architect, and a location on the main street — but only the right team brings it all to life. A restaurant is a business of people for people. And the quality of those people determines everything: from the taste of the dishes to the guest's desire to return.
Across 100+ delivered projects, we can see: restaurants with a well-selected team reach their target figures significantly faster. And staff turnover — the main "quiet" enemy of profitability — drops substantially with a systematic approach to hiring.
The structure of a restaurant team
The kitchen — the heart of the venue
The minimum kitchen composition depends on the format:
- Head chef: responsible for the menu, quality, recipe cards, and food cost. A key position — the lion's share of success depends on them
- Sous chef: the chef's right hand, covering for them on weekends and the evening shift
- Cooks (line): the number depends on the format and the menu
- Dishwashers: 1-2 people per shift. Often an underrated position, but without it the kitchen grinds to a halt
The dining room — the face of the restaurant
- Floor manager: coordinates the service, resolves conflicts, controls quality
- Host: the first impression. For casual+ formats — a must
- Waiters: 1 waiter per 6-12 guests (fine dining) or 12-20 guests (casual)
- Bartenders: depends on the format — from 1 (café) to 3-4 (bar/pub)
Management
- Manager / director: general management, finances, strategy
- Accountant: can be outsourced for small venues
- Marketer / SMM: for venues with a stable income — ideally in-house
- Cooks: number of seats × format coefficient (0.08-0.25) × number of shifts
- Waiters: seats ÷ service ratio (6-20) × number of shifts
- Bartenders: depends on the format
- The general rule: the number depends on the format and the level of service
For a precise calculation, use our calculator below — it takes into account the format, floor area, and work schedule.
Hiring: how to find the right people
The Performia technology
We use the Performia technology to minimize hiring mistakes. It is a system for assessing candidates by three key parameters:
- Productivity: the ability to deliver results and achieve set goals
- Personal qualities: honesty, responsibility, teamwork, resilience to stress
- Motivation: what truly drives the person — money, recognition, development?
The result: a substantial reduction in hiring mistakes. Every hiring mistake costs the restaurant significant money (training, onboarding, losses from poor service, repeating the search).
Where to look for staff
- Specialized platforms: Work.ua, Robota.ua, OLX — for mass positions
- Professional communities: Facebook groups, Telegram channels for restaurateurs
- Referrals: a significant share of the best employees come through referrals
- Headhunting: for key positions (chef, manager) — direct search
- Culinary schools: interns and graduates — beginners with great potential and high motivation
Training and retention
Onboarding (the first weeks)
A critical period. Most employees who quit early make the decision very quickly. Systematic onboarding includes:
- The first days: getting to know the team, the standards, and the venue's philosophy
- The following week: on-the-job training with a mentor
- The second week: independent work with oversight and feedback
Motivation and retention
Money is only one of the factors. What keeps people in a restaurant:
- Fair pay: a market salary + a transparent system of tips and bonuses
- Schedule: predictable, with respect for personal time
- Development: training, promotion, rotation between positions
- Culture: respect, recognition, the absence of toxicity
- Meals: a quality staff menu — a small but important factor
Salaries and payroll
The salary market in the restaurant industry changes dynamically and varies significantly depending on the city, the venue format, and the level of the specialist. We will calculate specific figures for your project during a personal consultation, taking into account your location, format, and budget.
A general guideline: spending on staff (labor cost) should stay within a healthy range relative to revenue. If this spending grows, review the staffing schedule or look for ways to increase revenue.
⚠️ Please note: all figures and metrics in this article are indicative. Actual values vary significantly depending on format, location, season, and other factors. For precise calculations tailored to your project, submit a request and we will hold a personal consultation.
