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Join the Culinary Team as a Cook II at Desert Mountain Club, one of the largest and most beautiful private country clubs in North America, and work under Master Chef of France, Chef Bertrand Bouquin.
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Report irregularities and defects in equipment and machinery to Executive Chef and Executive Sous Chef. Responsible for writing transfers and food requisitions which are overseen by the Executive Chef or Executive Sous Chef.
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The total compensation for this position includes, private living quarters with full bath, utilities, cable, internet/Wi-Fi, reserved parking space, private chef prepared meals during the academic year and paid time off including university recognized holidays.
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Set up their own station and mise en place to Executive Chef and Executive Sous Chef specifications and recipes. Communicate with Executive Chef and Executive Sous Chef regarding the daily inventory and ordering process.
$52,500 - $68,500 a yearFull-timeExpandApply NowActive JobUpdated Yesterday - UpvoteDownvoteShare Job
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Ensure all given tasks are completed daily before leaving for the day and communicate departure with the Banquet Chef and Banquet Sous Chef / Garde Manger Chef / Restaurant Chef on Duty.
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Maintain clock in/outs in Paylocity in absence of Executive Sous Chef. Communicate and anticipate needs of Pastry Chef and Banquet Chef. Assume authority in absence of Executive Chef and Executive Sous Chef.
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Will report to the Pastry Sous Chef in the absence of the Executive Pastry Chef. In this position you will produce beautiful desserts under the guidance of the Executive Chef. Learn how to make delicious Plant Based and Gluten Free desserts with the use of alternative ingredients.
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The Pastry Cook will ensure all mise en place is completed to the satisfaction of the Executive Pastry Chef and Pastry Sous Chef. They must be able to follow established recipes and plating guide provided to exact specifications, as well as, organize and maintain their station and equipment in a neat and orderly fashion to meet the Chef’s expectations.
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Private patient rooms, including Amenity Suites (larger rooms, private chef, robes, larger bathrooms, concierge service)- Artwork primarily by Colorado artists to complement the environment and create a feeling of comfort and healing.
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The Cheese Bar are looking for a capable Junior Sous Chef to join the Back of House team at our flagship restaurant in Camden Market. - Supporting the Head Chef in maintaining positive relationships and workflow within BOH team, and between FOH & BOH.
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Interacts with the Banquet Chef and Catering department on training regarding food knowledge and menu composition. Encourages and builds mutual trust, respect, and cooperation among team members.
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Walters Wedding Estates a brand of Walters Hospitality is actively seeking a Catering Chef to join our kitchen team! Working Relationships - Reports directly to the Hub Chef - Works closely with the venue Hub Food & Beverage Operations Manager, other area Food & Beverage Operations Managers, and the Sales team to ensure flawless event execution for our clients.
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Experience in setting up virtual private clouds in public cloud infrastructure such as Amazon Web Services, Microsoft Azure, Alibaba Cloud, or Google Cloud Platform. Experience with automating network functions through tools such as Chef, Puppet, Ansible, or Terraform.
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Ensure appropriate processes are in place and executed to encourage collaboration and drive alignment within the team and with the broader IT organization. Establish cross team level relationships and partnering with all Business disciplines and other MI teams to define IT Property Network services, meet service level requirements and serve as an escalation point to resolve service delivery and operational issues.
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This role is accountable for leading cross team relationships and partnering with all business disciplines, other MI teams, outsourcing vendors, and external suppliers to define and implement the Property Networks roadmap, building and enforcing the standards defined in it.
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private chef jobs Title: production team member
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One day it's a covert statement to a mother returning to work after maternity leave. Another day it's a lingering gaze at an employee enjoying a culturally rich meal. These microaggressions (or sometimes macroaggressions) can take an employee from a confident, high-performer to one that feels insecure being themselves at work. Your employees engage with people with different ideas and feel most comfortable and valued when they can work without losing their cultural, racial, and gender identity. While most employers know this, why have workplace racism and sexism often been neglected?
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As the job market remains highly competitive, we have seen a surge in "rage applying." This is when candidates apply to multiple jobs, often without considering whether they are truly interested in the role. Rage applying goes hand-in-hand with quiet quitting. Often, employees want to entertain the thoughts and feelings of leaving their job, but they aren't necessarily serious about leaving yet. Meanwhile, other employees engaging in this trend are actually trying to find a better role. As a recruiter, it can be hard to identify who are the real applicants in a sea full of quiet quitters, but understanding rage applying and identifying red flags will certainly help.
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In today's competitive job market, writing quality job ads is critical for attracting top talent to your organization. While networking and candidate referrals are prime real estate for finding qualified candidates, nothing beats the tried-and-true method of writing an extraordinary job ad. But while writing a great job ad is the first step, what's more important is increasing visibility. You could have the most detailed, well-written ad on the internet, but if no one sees it, then you are wasting time (and potentially money!). Employers often believe that job boards are the root of the problem, but you can learn how to increase job ad exposure by tweaking a few steps of your recruitment process.
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Building a candidate pipeline through a great internship program for local college students and recent graduates at local universities is a great and cost-effective way to attract and retain top talent. By offering meaningful and impactful work experiences, regular feedback, coaching, and mentorship, you can create a positive internship experience that will make your organization a sought-after destination for future employees. This not only benefits the organization in the short-term but also in the long-term, as you'll have a pool of well-trained and experienced candidates who may be interested in full-time employment once they graduate. Furthermore, building relationships with local universities and college students can increase brand awareness and build a positive reputation for your organization in the local community.
Hiring Transparency
Transparency in hiring refers to the open and honest communication and information sharing that takes place between employers and job candidates. It encompasses all aspects of the hiring process, from posting job descriptions to providing feedback on performance during and after the interview process. In today's job market, hiring transparency has become increasingly important for both employers and candidates alike.
Recruitment strategies that are weird, but actually work
In the current candidate-driven job market, recruiters are looking for unique ways to attract talent. Some have resorted to even (dare we say it?) recruitment strategies on the border of weird and wacky. What can we learn from the unusual recruitment tactics that are being used and actually getting results? Here’s a rundown of some unique recruitment strategies that actually work.