Hiring a chef in the UK isn’t straightforward. There are a lot of routes, agencies, job boards, referrals, social, and the costs vary more than most people expect.
What usually happens is you try a few options, then work out what it really cost once the invoices and time spent start adding up.
This guide breaks down the main ways kitchens are hiring in 2026, what each one actually costs, and when each approach is worth it.
Why chef recruitment costs more than you think
The short version is: there aren’t enough chefs.
Since Brexit, the pipeline of EU kitchen staff hasn’t really recovered, especially in places like London. At the same time, wages are up, the cost of living has pushed some people out of hospitality altogether, and there aren’t enough new entrants coming through to replace them.
So you end up with a simple dynamic. Lots of employers chasing a relatively small pool of candidates.
That pushes costs up in two ways:
- Agencies charge more because they can
- Vacancies drag on, which costs you in overtime, stress on the team, and lost covers
If you don’t have a clear idea of what each hiring route should cost, it’s very easy to overspend without realising.
Route 1: Recruitment agencies
Cost: 15–25% of first-year salary
This is the most expensive option, and still the default for a lot of head chef and senior hires.
In theory, you’re paying for:
- Access to candidates you can’t reach yourself
- Screening and shortlisting
- Less time spent hiring
In reality, it’s mixed.
Some recruiters are excellent. They know the market, they know their candidates, and they’ll bring you people you wouldn’t have found otherwise.
Others will send you CVs you’ve already seen and still expect a full fee.
To put numbers on it:
- Head chef on £45k → ~£9k fee
- Executive chef on £65k → £13k+
That’s a big number to justify unless the hire is spot on.
When it makes sense:
Senior roles, hard-to-fill positions, or when you’ve already tried everything else.
When it doesn’t:
CDPs, commis chefs, kitchen porters, basically any role where candidates are already out there and applying.
Route 2: Generic job boards
Cost: £150–£600 per listing
Think Indeed, Reed, Totaljobs, CV-Library.
These platforms do one thing well: volume.
The problem is relevance.
You’ll often get a lot of applications, but a fair chunk won’t be from chefs. People apply broadly, especially on platforms where it takes two clicks.
There’s also a visibility issue. Your job is competing against everything else on the site. Without paying for extra exposure, it gets buried pretty quickly.
When it works:
Entry-level roles, seasonal hiring, when you just need numbers.
When it doesn’t:
Anything where experience actually matters.
Route 3: Specialist hospitality job boards
Cost: £200–£800+ per listing
This is where platforms like The Caterer sit.
They’ve been around for years, they have strong brand recognition, and they do attract experienced candidates.
You’re paying for that reputation.
For some roles, that makes sense. Being seen in the right place matters, especially for senior hires or well-known venues.
But it comes at a cost, and if you’re hiring regularly, those listing fees add up quickly.
When it works:
Mid to senior roles, employers who care about brand positioning.
Trade-off:
You’re paying a premium, and not all of that spend translates into better applicants.
Route 4: Dedicated chef job boards
Cost: Free to low cost
This is a newer category, and it’s growing for a reason.
A dedicated platform like Only Chefs is focused on one audience, chefs.
That changes the dynamic completely:
- You’re not paying for irrelevant traffic
- Applications are much more likely to be from actual chefs
- Costs are far lower, often free for standard listings
It also means you can afford to advertise more roles. Things you might not bother putting on a paid platform, a part-time pastry role, a short-term CDP, a KP, suddenly become worth posting.
The trade-off is scale. Newer platforms are still building their audience, so you may not get the same volume as a long-established site straight away.
When it works:
Most brigade roles, regular hiring, and any situation where cost matters.
Route 5: Social media
Cost: Free to variable
Still underrated.
Facebook groups in particular can be very effective for certain roles. Post a job in the right group and you can get responses within hours.
Quality is mixed, but for junior roles it’s often worth the effort.
Instagram and TikTok are becoming more relevant, especially for younger chefs. A simple “we’re hiring” post with a bit of behind-the-scenes content can work surprisingly well.
LinkedIn is a different story. It’s useful for senior roles, less so for day-to-day kitchen hiring.
Reality:
Low cost, but you have to put a bit of time in.
Route 6: Word of mouth and referrals
Cost: Free or low
This is still the most effective channel for a lot of kitchens.
Chefs talk. If your place is known as a good environment to work in, people will recommend it.
A simple referral scheme, say £200 to £500 for a successful hire, is one of the best returns you’ll get in recruitment.
The limitation is obvious. It only works if you already have a network and a decent reputation.
What does it actually cost?
Rough guide based on typical roles:
Kitchen Porter
- Agency: rarely used
- Job board: £150–£300
- Dedicated board: free–£50
- Referral: free
Commis Chef
- Agency: £3k–£5k
- Job board: £200–£400
- Dedicated board: free–£100
- Referral: up to £500
Chef de Partie
- Agency: £4.5k–£7k
- Job board: £300–£500
- Dedicated board: free–£150
Sous Chef
- Agency: £6k–£9k
- Specialist board: £400–£800
- Dedicated board: £50–£200
Head Chef
- Agency: £7.5k–£12k
- Specialist board: £500–£800+
- Dedicated board: £100–£300
The hidden costs no one factors in
The listing fee isn’t the real cost.
Time to hire
Every extra week means overtime, pressure on the team, and potentially lost revenue.
Bad hires
Replacing someone quickly can cost thousands once you factor in time, training, and doing the whole process again.
Onboarding time
Better-matched candidates get up to speed faster. That has real value.
What actually works for most kitchens
Most employers don’t need to rely on a single channel.
A sensible setup looks like:
- A dedicated chef job board as your main channel
- Referrals running alongside it
- Agencies or premium platforms only when needed
That combination keeps costs down and gives you decent coverage.
The idea that every hire needs to go through an agency doesn’t really hold up anymore.
Post your next role on Only Chefs
If you want to keep costs under control and still reach relevant candidates:
- Post for free
- Get applications direct
- Avoid agency fees