Head Chef Interview Questions: What to Ask (and Why)

If you’re preparing head chef interview questions, remember this is one of the most important recruitment decisions you’ll make in hospitality. This isn’t just a cook in charge of the pass – this is your kitchen’s leader, the person who sets the tone for service, inspires the team, keeps costs under control, and ensures your customers leave happy.

CVs and references can tell you part of the story. A trial shift will show you how they handle service. But the interview? That’s your chance to dig deep – to understand their leadership style, problem-solving skills, and cultural fit.

Here’s how to ask the right questions, spot the red flags, and hire a head chef who will elevate your kitchen, not just fill a vacancy.

What to look for in a Head Chef

Before you start firing questions, know exactly what you’re looking for. The strongest head chefs:

Lead with authority and empathy:

They know how to set standards without breaking morale.

Balance creativity and consistency:

They can push boundaries while delivering reliably high-quality dishes.

Control costs without cutting corners:

They’re financially savvy as well as culinarily gifted.

Train, mentor, and retain staff:

They build teams that stick around.

Stay calm under pressure:
Whether it’s a packed service or a missing supplier order, they adapt fast.

If you can identify these traits during the interview, you’re already halfway to a great hire.

5 Head Chef interview questions to reveal the right candidate

Each of these questions is designed to go beyond rehearsed answers and give you real insight.

1. “Tell me about a time you led your team through a high-pressure service.”

Why it matters: Leadership during chaos is where the best head chefs shine.

Good answers sound like: “We had 100 covers plus unexpected walk-ins. I delegated calmly, supported the weakest section and kept service running on time.”

Red flag: Blaming the team or focusing only on their own performance without acknowledging others.

2. “How do you approach menu development while keeping food costs in check?”

Why it matters: Creativity means nothing if it kills your profit margin.

Good answers sound like: “I design menus seasonally, negotiate with suppliers and use cross-utilisation to reduce waste.”

Red flag: Talking about creativity without mentioning costs or profitability.

3. “What’s your process for training and motivating kitchen staff?”

Why it matters: Your head chef is also your head coach.

Good answers sound like: “I run regular skills sessions, give constructive feedback mid-service and celebrate small wins to keep morale high.”

Red flag: No mention of structured training or staff development.

4. “How do you handle conflict in the kitchen?”

Why it matters: Kitchens are intense environments – disputes happen.

Good answers sound like: “I address it quickly, speak privately with those involved and focus on solutions, not blame.”

Red flag: Avoidance, aggression, or ‘my way or the highway’ attitudes.

5. “What does a healthy kitchen culture look like to you?”

Why it matters: Culture impacts everything from staff retention to service quality.

Good answers sound like: “Mutual respect, clear communication and a shared commitment to quality.”

Red flag: Overly hierarchical or dismissive of junior staff.