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If you’ve ever Googled “F&B Manager job description,” you’ve probably noticed the same pattern: copy-paste bullet points, vague responsibilities, and zero insight into what actually attracts a great hire. The problem? Those generic posts might get you applicants, but not the right applicants.
An effective F&B Manager job post should do more than list duties — it should sell the role, reflect your culture, and set clear expectations. That’s how you attract candidates who aren’t just qualified on paper, but genuinely motivated to lead your team and elevate your business.
In this guide, we’ll walk through:
- What the F&B Manager role really is (in plain English)
- Two sample job description templates you can copy and tailor (experienced vs entry-level)
- A breakdown of why these templates work (and how yours can too)
- An example of a bad job post and how to fix it
- Bonus tips, AI best practices, and a quick copy-paste version for when you’re short on time
(If you haven’t yet, check out our full guide on how to write a job post that attracts top talent , Link https://workscreen.io/how-to-write-a-job-post/ — it lays the foundation so this article makes even more sense.)
WorkScreen simplifies the hiring process, helping you quickly identify top talent while eliminating low-quality applications. By saving you countless hours and reducing the risk of bad hires, it empowers you to build a team that delivers results
What A F&B Manager Actually Does - Their Roles
An F&B Manager (short for Food and Beverage Manager) is the person who makes sure your restaurant, hotel outlet, or bar doesn’t just run smoothly — but profitably.
In plain English, they:
- Oversee daily service operations (everything from guest experience to staff scheduling).
- Manage inventory and cost controls so the numbers add up at the end of the week.
- Lead, train, and motivate a team to deliver consistent, high-quality service.
- Build relationships with vendors, chefs, and front-of-house staff to keep things flowing.
Think of them as the bridge between the guest experience and the P&L sheet. They’re part coach, part operator, part business manager.
And because they’re often visible on the floor, F&B Managers also set the tone. Their leadership directly impacts guest satisfaction, employee morale, and profitability.
Key skills that matter most:
- Leadership & coaching
- Service excellence under pressure
- Scheduling & labor cost management
- Vendor & inventory control
- Problem-solving and conflict resolution
- Data-driven decision making
👉 In short: A great F&B Manager doesn’t just “manage operations.” They create a culture where service shines, teams stay motivated, and the business stays profitable.
Two Great F&B Manager Job Description Templates
✅ Option 1: Job Description for Experienced F&B Manager
Job Title: F&B Manager – Lead Teams, Elevate Service, Drive Profitability at Harbor & Hearth Hospitality
Location: [City, State] • Type: Full-Time • Schedule: 5 shifts/week incl. weekends • Salary: [$X–$Y base] + [performance bonus]
🎥 A quick word from our Operations Director: [Insert Loom/YouTube link]
Who We Are – Harbor & Hearth Hospitality
We’re a growing coastal restaurant group with two 120-seat venues and a 60-seat rooftop bar. Guests come for seasonal, wood-fire cooking and stay for service that feels personal. We average ~1,200 covers/week across outlets, keep a strong returning-guest base, and invest heavily in training so every shift runs clean and calm.
What You’ll Do (Outcomes First)
- Hit weekly revenue and margin goals; keep labor% and COGS% on target
- Raise guest ratings and close the loop on complaints within 24 hours
- Build a dependable roster; reduce churn via coaching and clear standards
- Tighten ordering, inventory, and vendor terms to cut waste and stock-outs
How You’ll Spend Your Time (3 Buckets)
- People: hire/onboard, schedule smart, run pre-shifts, coach on the floor
- Operations: service standards, menu & promos, H&S compliance, events
- P&L: weekly numbers review, labor model, COGS tracking, action plans
You’ll Succeed If You Have
- 3–5+ years leading F&B or multi-outlet floor teams
- A record of improving guest metrics and controlling costs
- Strong coaching presence under pressure; clear, calm communication
- Comfortable with scheduling/POS/inventory tools
Perks & Benefits
- Competitive base + performance bonus
- Health & dental coverage • Daily staff meal • Uniform provided
- PTO: [X] days + [X] public holidays • Predictable schedules posted 2 weeks ahead
- Learning stipend for certifications (HACCP, Wine/Spirits, Leadership)
Why This Role Is a Great Fit
- You want real ownership over service quality and the numbers
- You’ll lead visible changes guests feel—while building a team you’re proud of
- Clear path to Area/Operations Manager as we open new locations
Hiring Process
Workscreen evaluation → Ops interview → On-site service observation → Reference checks. We update every applicant.
How to Apply
- Click the Workscreen link below
- Complete the short skills evaluation (10–15 min)
- If shortlisted, we’ll schedule your Ops interview within 5 business days
📥 Apply now via Workscreen: [Insert Workscreen link]
🌱 Option 2: Job Description for Entry level F&B Manager (We’ll Train You)
Job Title: Junior F&B Manager – Step Into Leadership at Harbor & Hearth Hospitality
Location: [City, State] • Type: Full-Time • Schedule: 5 shifts/week incl. weekends • Salary: [$X–$Y] + tips/service charge eligibility
🎥 Meet your future mentor (Ops Director message): [Insert Loom/YouTube link]
Who We Are – Harbor & Hearth Hospitality
We’re a guest-obsessed coastal group known for seasonal menus, a tight service rhythm, and a team that backs each other up when it’s busy. We promote from within—many of our current managers started as shift leads.
Why This Role Exists
You’ve led as a Head Waiter/Shift Lead/Bar Supervisor and want your first full management role. We’ll teach you the systems (inventory, scheduling, simple P&L) while you lead on the floor.
What You’ll Learn & Lead
- Deliver guest excellence on shift; resolve issues with warmth and speed
- Own weekly inventory counts and assist ordering/receiving
- Support scheduling basics and build a steady bench
- Run pre-shifts; give clear feedback and follow-ups
Your First 90 Days
- 0–30: Shadow service leaders; learn playbooks, POS, H&S basics
- 30–60: Lead two services/week; own weekly stock check + mini cost project
- 60–90: Manage one outlet schedule for a week; present results & next steps
Who You Are
- Hospitality lead experience (FOH/bar) and a knack for coaching people
- Organized, numbers-curious, and calm when it’s busy
- Strong communicator; open to feedback and growth
Perks & Benefits
- Competitive base + tips/service charge eligibility
- Health & dental coverage • Daily staff meal • Uniform provided
- PTO: [X] days • Training & mentorship program with clear milestones
- Learning stipend for certifications (e.g., Food Safety, Wine/Spirits)
Why This Role Is a Great Fit
- You want a clear path into management with real mentorship
- You’ll see your impact quickly—on guest smiles, team confidence, and smoother services
- We invest in your growth and celebrate measurable progress
Hiring Process
Workscreen evaluation → Interview (remote or onsite) → Paid trial shift → Decision & feedback for all applicants.
How to Apply
- Apply via the Workscreen link below
- Complete the quick evaluation (10–15 min)
- If shortlisted, we’ll book your interview within 5 business days
📥 Apply now via Workscreen: [Insert Workscreen link]
Don’t let bad hires slow you down. WorkScreen helps you identify the right people—fast, easy, and stress-free.
Breakdown of Why These F&B Manager Job Posts Work
When you compare these templates to the generic “bullet point” posts you’ll find online, a few things stand out. Let’s break it down:
1. Clear, Specific Titles
Instead of “F&B Manager,” the titles highlight mission and context:
- “Lead Teams, Elevate Service, Drive Profitability at Harbor & Hearth Hospitality”
- “Junior F&B Manager – Step Into Leadership at Harbor & Hearth Hospitality”
This clarity attracts candidates who see themselves in the role right away — and filters out those who don’t.
2. Video Element for Human Connection
Adding a quick Loom or YouTube clip from the Operations Director or hiring manager makes the company feel real and personal. Candidates hear the tone, see the leadership style, and feel invited to apply. That’s a differentiator most posts ignore.
3. Warm, Contextual “Who We Are” Section
Rather than a dry company blurb, the About Us sections explain what makes the business unique (e.g., wood-fire cooking, coastal dining, strong returning guest base). This gives candidates a story and a mission, not just a job.
4. Outcomes Before Tasks
Responsibilities are framed as results to deliver, not just chores:
- “Hit weekly revenue and margin goals”
- “Raise guest ratings and close the loop on complaints within 24 hours”
This attracts higher-quality candidates who are motivated by impact, not just task completion.
5. 90-Day Plan for the Junior Role
The entry-level template sets clear expectations for the first 3 months. That transparency:
- Reduces candidate anxiety (“What will I actually be doing?”)
- Encourages ambitious but less experienced people to apply confidently
- Shows the company invests in structured growth
6. Split Sections: Perks & Benefits vs. Why This Role Is a Great Fit
Separating these ensures clarity:
- Perks & Benefits → tangible, practical (salary, PTO, health cover)
- Why This Role Is a Great Fit → emotional, motivational (impact, culture, growth)
This distinction helps candidates evaluate both logic (compensation) and feeling (fit).
7. Respectful Hiring Process
Both templates spell out timelines and steps. For example:
- “We update every applicant.”
- “Paid trial shift.”
- “Interview within 5 business days.”
Most companies skip this — but respectful processes improve employer brand and applicant trust.
8. Human, Conversational Tone
These descriptions read like a manager talking to you, not an HR system spitting out bullets. That tone makes posts approachable while still professional.
👉 In short: these job posts don’t just check boxes — they connect. They signal culture, leadership, and fairness, all of which top candidates are actively looking for.
Example of a Bad F&B Manager Job Description (And Why It Fails)
Here’s what a generic, outdated F&B Manager job post often looks like:
❌ Bad Job Post Example
Job Title: Food and Beverage Manager
Company: Global Hospitality Group
Job Type: Full-Time
Summary:
We are seeking an F&B Manager to oversee day-to-day operations in our food and beverage department.
Responsibilities:
- Supervise daily food and beverage operations
- Manage staff scheduling
- Ensure compliance with policies and procedures
- Maintain inventory and control costs
Requirements:
- Bachelor’s degree in Hospitality Management or related field
- 3–5 years of F&B experience
- Strong communication and leadership skills
How to Apply:
Send CV and cover letter to hr@example.com. Only shortlisted candidates will be contacted.
❌ Why This Post Fails
- Generic Title
“Food and Beverage Manager” says nothing about mission, location, or scope. It could apply to any hotel, anywhere. - Cold Summary
No story, no purpose — just a bland overview that doesn’t inspire. - Responsibilities Are Too Broad
“Supervise operations” and “manage scheduling” are vague. Candidates can’t visualize impact or day-to-day life in the role. - No Salary or Benefits
Withholding pay details feels outdated and erodes trust. Serious candidates often skip posts without ranges. - Zero Culture or Mission
Nothing about the team, values, or why this company is different. It fails to connect on a human level. - Dismissive Hiring Process
“Only shortlisted will be contacted” feels cold and impersonal. It signals to candidates that their effort may be ignored. - Weak Call to Action
“Send CV to email” is uninspiring and transactional. There’s no sense of excitement or fairness in the process.
👉 In short: this type of job post checks the HR box but does nothing to attract top talent. The best candidates scroll right past and apply somewhere else.
Bonus Tips to Make Your Job Post Stand Out
Even with a solid structure, there are small touches that make your job description feel more trustworthy, engaging, and candidate-friendly. Here are a few extras you can layer in:
1. Add a Security & Privacy Notice
Build trust by assuring applicants you’ll protect their data. Example:
Important Notice: We take applicant privacy seriously. We will never ask for payment, bank details, or personal financial information at any stage of the hiring process.
2. Mention Leave Days or Flex Time
Top candidates value rest as much as salary. Example:
Enjoy up to 24 flex days off per year, so you can recharge and come back stronger.
3. Highlight Training & Growth Opportunities
Show you invest in people, not just roles. Example:
We invest in your growth. You’ll receive structured mentorship, access to leadership courses, and opportunities for certification (HACCP, Wine & Spirits, Food Safety).
4. Include a Loom or Video from Leadership
Candidates trust faces more than words. A 1–2 minute video from the Operations Director or Owner sharing why the role matters can double your applicant quality.
Here is an example that we used in our master guide on how to write a great job post description , you can check it out here https://www.loom.com/share/ba401b65b7f943b68a91fc6b04a62ad4
5. Add Employee Testimonials or Glassdoor Reviews
Quote a current team member or link to Glassdoor. Example:
“At Harbor & Hearth, I’ve grown from server to floor supervisor in under 18 months. The mentorship is real, and you’re trusted to lead early.” — Current Team Member
6. Clarify Candidate Experience in the Process
Reassure them the process is respectful. Example:
We review every application and give updates to all candidates. You’ll never be left in the dark.
👉 These details may seem small, but together they signal respect, transparency, and culture — the things top talent actually cares about.
Should You Use AI to Write Job Descriptions?
AI tools can be powerful, but here’s the truth: most job posts generated by AI alone are boring, generic, and ineffective. If you just type “Write an F&B Manager job description” into ChatGPT or another tool, you’ll usually get a dry list of duties with no personality, no culture, and no context.
That kind of post might fill your inbox with applications, but not with the right candidates.
❌ Why You Shouldn’t Rely on AI Alone
- Generic language: Produces lifeless posts that feel copy-pasted.
- Wrong applicants: Attracts quantity, not quality.
- Damages your brand: A bland job ad reflects poorly on your company’s culture and professionalism.
✅ The Right Way to Use AI
Think of AI as an assistant to polish your inputs, not as the author of your entire post. The difference comes down to the data you give it.
Instead of saying:
“Write me a job description for an F&B Manager.”
Say something like:
“Help me write a job post for our company, Harbor & Hearth Hospitality. We’re hiring an F&B Manager to improve guest experience, lead a 25-person team, and control labor/COGS percentages across 3 outlets. Our culture is team-first, growth-minded, and guest-obsessed. The role comes with $55k–$65k base + bonus, 20 PTO days, health cover, and a clear path to Area Manager. Please make the tone conversational and human. Add a respectful process with a Workscreen link at the end. Here are a few notes I’ve written to get you started: [paste your notes]”
🧠 Pro Tip: Use a Prompt Template
Here’s a reusable prompt you can copy for any role:
“Help me write a job post for [Company Name] hiring a [Job Title]. The role’s key outcomes are [3–5 measurable outcomes]. Responsibilities should be grouped into [3 categories]. Our culture is [3 adjectives]. Salary is [range], perks are [list], and the hiring process is [steps + timeline]. Tone should be [human, approachable, professional]. End with a clear CTA and privacy notice.”
👉 Bottom line: AI works when you lead with real company info, culture, and values. Use it to sharpen your language and formatting — not to skip the thinking.
If your hiring process is stressful, slow, or filled with second-guessing—WorkScreen fixes that. Workscreen helps you quickly identify top talent fast, eliminate low-quality applicants, and make better hires without the headaches.
Copy-Paste Job Description Templates for Quick Use
✅ Option 1: Conversational (Culture-First Style)
Job Title: F&B Manager – Lead Service & Drive Profitability at [Company Name]
💼 Location: [On-site/Hybrid/Remote (HQ: [City, State])] 🕒 Type: [Full-Time/Part-Time] 💰 Salary Range: [${X},000 – ${Y},000]/year + [Bonus/Service Charge]
🎥 A quick message from your future leader: [Insert Loom/YouTube link]
About [Company Name]
[Company Name] is a [casual/fine-casual/hotel F&B/multi-outlet] concept with [#] locations serving [cuisine/style]. We average [~X,000] covers/week, run [bar/banquets/rooftop], and are known for [signature experience—e.g., wood-fire cooking, live raw bar, seasonal menus]. We believe managers are coaches, not clipboard checkers.
The Role (Outcomes First)
- Hit weekly revenue and margin goals; keep labor% and COGS% on target
- Lift guest ratings; close the loop on complaints within [24/48] hours
- Build a dependable roster; reduce churn via coaching & clear standards
- Tighten ordering, inventory, and vendor terms to cut waste & stock-outs
How You’ll Spend Your Time (3 Buckets)
- People: hire/onboard, smart scheduling, pre-shift briefs, on-the-floor coaching
- Operations: service standards, menu/promos, events, H&S compliance
- P&L: weekly numbers, labor model, COGS tracking, simple dashboards + actions
You’ll Succeed If You Have
- [3–5+] years leading F&B/restaurant floor teams (single or multi-outlet)
- A record of improving guest metrics and controlling costs
- Calm, clear leadership under pressure; strong coaching presence
- Comfortable with [scheduling/POS/inventory] tools ([name your stack])
Perks & Benefits
- Base + [bonus/service charge] • [Health/Dental/Vision] • [PTO: X days]
- [Staff meals] • [Uniform] • Learning stipend (HACCP/WSET/Leadership)
- Predictable schedules posted [X weeks] in advance
Why This Role Is a Great Fit
- You want ownership over the guest experience and the numbers
- You’ll lead visible changes guests feel — and a team you’re proud of
- Clear path to [Area/Operations Manager] as we scale [#] new locations
How to Apply
Apply via Workscreen (link below). We review every application and update all candidates.
Process: short skills evaluation → interview with [Ops/GM] → [on-site observation/paid trial shift] → references → decision.
📥 Apply now via Workscreen: [Insert Workscreen link]
✅ Option 2: Structured (Job Brief → Responsibilities → Requirements)
Job Title: Junior F&B Manager – Step Into Leadership at [Company Name]
💼 Location: [On-site/Hybrid/Remote (HQ: [City, State])] 🕒 Type: [Full-Time/Part-Time] 💰 Salary Range: [${X},000 – ${Y},000]/year + [Tips/Service Charge eligibility]
About [Company Name]
We’re a [style/segment] group with [#] outlets known for [signature experience] and a team-first, guest-obsessed culture. Many of our managers started as [Shift Leads/Bar Supervisors] — we promote from within and coach for growth.
Job Brief
You’ll support floor operations while learning the business side (inventory, scheduling, basic P&L). This is a hands-on leadership track into a full F&B Manager role.
Responsibilities
- Lead FOH during service; ensure standards and guest satisfaction
- Own weekly inventory counts; assist ordering/receiving & stock rotation
- Support scheduling basics and pre-shift briefs; give clear feedback
- Maintain H&S compliance and clean service handovers
Requirements
- Experience as [Shift Lead/Head Waiter/Bar Supervisor] (or similar)
- Organized, numbers-curious, and calm under pressure
- Strong communicator; coachable and growth-minded
Perks & Benefits
- Base + [tips/service charge eligibility] • [Health/Dental/Vision] • [PTO: X days]
- [Staff meals] • Paid training & mentorship with clear milestones
- Learning stipend for [Food Safety/WSET/Leadership]
How to Apply
Apply via Workscreen (link below).
Process: quick skills evaluation → [remote/on-site] interview → paid trial shift → decision & feedback for all applicants.
📥 Apply here via Workscreen: [Insert Workscreen link]
Let WorkScreen Handle the Next Step of Hiring
Once you’ve written a strong job post, the next challenge is filtering through applications quickly — without missing the best candidates. That’s where Workscreen.io comes in.
With Workscreen, you can:
- ✅ Spot top talent faster
WorkScreen automatically evaluates, scores, and ranks applicants on a performance-based leaderboard—making it easy to spot top talent, save time, and make smarter, data-driven hiring decisions.
- ✅ Run one-click skill tests
With WorkScreen, you can administer one-click skill tests to assess candidates based on real-world ability—not just credentials like résumés and past experience. This helps you hire more confidently and holistically.
- ✅ Filter out low-effort or AI-driven applicants
WorkScreen automatically eliminates low-effort applicants who use AI Tools to apply, copy-paste answers, or rely on “one-click apply.” This way, you focus only on genuine, committed, and high-quality candidates—helping you avoid costly hiring mistakes.
- ✅ Save hours on screening
Instead of slogging through hundreds of résumés, you focus only on high-quality applicants who’ve already proven effort and capability.
In short: Write a great job post, then let Workscreen handle the heavy lifting. You’ll hire smarter, faster, and with more confidence.
FAQ
Beyond basic hospitality knowledge, the best F&B Managers combine leadership, financial acumen, and guest experience skills. Look for:
- Ability to coach and motivate teams under pressure
- Strong cost-control and scheduling experience
- Vendor negotiation and inventory management
- Conflict resolution and guest recovery skills
- Data-driven decision-making (labor %, COGS %, sales mix)
These aren’t just “nice-to-haves” — they directly affect revenue, team morale, and guest satisfaction.
Compensation varies by region, outlet type, and seniority. In the U.S., F&B Managers typically earn $50,000 – $70,000 per year, with bonuses or service charge eligibility in some venues. In luxury hotels or multi-outlet groups, salaries can rise to $80,000+. Entry-level or junior F&B managers may start closer to $40,000 – $45,000 with room to grow.
Not always. While a degree in Hospitality Management or Business can help, many F&B Managers move up from frontline roles (server, shift lead, supervisor). What matters most is experience, leadership ability, and financial literacy. Certifications in food safety, HACCP, or wine/spirits are often more valuable than formal education.
Most F&B Managers are measured on a mix of financial and service metrics. Common KPIs include:
- Food & beverage cost percentage (COGS%)
- Labor percentage and scheduling efficiency
- Revenue per cover or average check size
- Guest satisfaction/online review scores
- Employee retention and turnover rates
