A head cook leaving on a Thursday is an operations emergency, not a hiring project. Separate the two problems and handle them in that order.
Hours one to four: protect service
Trim the menu to what the remaining team can execute confidently, brief the floor on what is unavailable, and reassign stations before the shift begins rather than during it.
Days one to three: bridge with temporary staff
A verified temporary hire buys you the time to hire well. Rushing a permanent decision under pressure usually creates a second vacancy within two months.
- Share the exact role, shift and skill requirement in writing.
- Handover notes on recipes, suppliers and passwords, immediately.
- Reset access and keys the same day.
Weeks two to four: hire on your terms
With cover in place, run the full process — screening, references, trial shift — and hire the person who will still be with you next year.
Key takeaway
Stabilise the shift, bridge with verified temporary staff, then hire calmly. We keep a standby pool for exactly this situation.
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