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If you’ve Googled “F&B Supervisor job description”, you’ve probably seen the same thing over and over again: a dry list of duties, generic buzzwords, and bullet points that could apply to any hotel, restaurant, or catering business. The problem? Those posts don’t actually help you attract a great F&B Supervisor—they just fill space.
A strong job post should do more than describe tasks. It should inspire the right candidates to apply by showing them the bigger picture: what the role means, who they’ll be working with, and why it matters. Because here’s the truth—top hospitality talent isn’t moved by generic checklists. They want to feel the energy of your team and the values of your brand.
That’s why before you dive into the examples in this article, I recommend checking 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 breaks down why most job descriptions fail and gives you a proven framework to write ones that truly connect.
Here, we’ll build on that foundation and show you exactly how to create an F&B Supervisor job description that stands out—with two sample templates, a breakdown of why they work, and a few common pitfalls to avoid.
Don’t let bad hires slow you down. WorkScreen helps you find the right people—fast, easy, and stress-free.
What Does an F&B Supervisor Actually Do?
An F&B Supervisor isn’t just someone who manages food and beverage service on a shift—they’re the person who makes sure every guest leaves with a great experience. In plain English, they’re the link between management and the front-line team.
They supervise staff, monitor service standards, handle customer feedback, and make sure daily operations run smoothly—whether that’s in a hotel restaurant, a bar, or a catering setup. Beyond checklists, their job is about leadership, consistency, and guest satisfaction.
That’s why the best F&B Supervisors aren’t only organized; they’re also strong communicators, problem-solvers, and motivators. They balance operational efficiency with a human touch—keeping the team aligned and the guests happy.
Two Great F&B Supervisor Job Description Templates
✅ Option 1: Job Description For Experienced F&B Supervisor
Job Title: F&B Supervisor — Willow & Rye Boutique Hotel
📍 Location: Austin, TX
💼 Employment Type: Full-Time
💲 Salary: $20–$24/hour + tip share (DOE)
🎥 A quick word from the hiring manager: [Loom/YouTube link]
Who We Are
Willow & Rye is a 78-room boutique hotel tucked into Austin’s South Congress district, known for warm, modern hospitality and a wood-fired kitchen that locals love. We operate a lively lobby bar, a 60-seat restaurant, and two event spaces. Our service style is relaxed but precise—think genuine smiles, tight timing, and plates that hit the pass hot.
What You’ll Be Doing
- Lead, coach, and set the pace for FOH teams during high-volume services.
- Uphold service standards, table touches, ticket timing, and floor flow.
- Resolve guest issues with empathy and urgency; follow up to drive returns.
- Own opening/closing checklists, cash handling, and shift reporting.
- Partner with the F&B Manager on scheduling, pre-shifts, and side work.
- Support hiring, onboarding, and on-the-floor training of new team members.
- Monitor compliance (TABC/ServSafe), cleanliness, and safety procedures.
What We’re Looking For
- 2+ years leading FOH teams in upscale-casual or boutique hotel settings.
- Calm, situational leadership and crisp communication under pressure.
- Strong grasp of steps of service, POS, and basic inventory controls.
- Guest-first mindset with a knack for coaching and developing talent.
- Flexibility to work nights, weekends, and holidays.
Perks & Benefits
- Health, dental, and vision insurance (eligible after 60 days).
- PTO accrual + 6 paid holidays; staff meal each shift.
- 401(k) with employer match after 6 months.
- Friends & Family room rates and 40% F&B discount.
- Commuter and parking stipend.
Why This Role Is a Great Fit
- You love leading from the floor—not a desk.
- You balance standards with warmth and coach people up, not out.
- You’re energized by busy services and solving problems in real time.
- You care about turning first-time guests into regulars.
- You want a clear path to Assistant F&B Manager within 12–18 months.
How to Apply
We use Workscreen to keep things fair and fast. Apply here: insert link here
You’ll complete a short, practical evaluation (10–15 minutes). We review every application and respond within 7–10 days.
✅ Option 2: Job Description For Entry-Level / Willing-to-Train F&B Supervisor
Job Title: F&B Supervisor (Train-to-Lead) — Blue Finch Café & Market
📍 Location: Denver, CO
💼 Employment Type: Full-Time
💲 Salary: $18–$21/hour + pooled tips
🎥 A quick word from the owner: [Loom/YouTube link]
Who We Are
Blue Finch is a neighborhood café and craft market in Denver’s City Park West—espresso in the morning, counter-service lunch, and a cozy wine bar after 5. We’re community-minded, quality-obsessed, and growing. We believe great leaders are developed, so we’re hiring a motivated team member ready to step into a supervisor role with training and mentorship.
What You’ll Be Doing
- Learn to run shifts smoothly: deploy the floor, manage breaks, and keep lines moving.
- Support service quality across barista, counter, and floor teams.
- Welcome guests, resolve issues kindly, and maintain our “regulars first” vibe.
- Assist with ordering, receiving, and daily counts as you progress.
- Take part in a 90-day training plan with weekly coaching check-ins.
- Help with side work systems, cleanliness, and closing routines.
What We’re Looking For
- 6+ months in hospitality (barista, server, host, cashier, or similar) preferred.
- A positive, reliable teammate who communicates clearly.
- Curious, coachable, and steady under pressure.
- Comfortable with mornings, nights, weekends—whatever the café needs.
- Interest in learning basic inventory, scheduling, and service standards.
Perks & Benefits
- Medical stipend + staff meals + 35% employee discount.
- PTO accrual starting day 30; flexible scheduling.
- Paid barista certification and wine foundations course.
- Quarterly team tastings and maker nights.
Why This Role Is a Great Fit
- You want your first real leadership step—with structure and support.
- You like a fast pace and friendly regulars.
- You enjoy helping others win their shift.
- You want a pathway to Assistant Manager within 9–12 months.
How to Apply
Apply via Workscreen here: insert link here
You’ll complete a short, role-relevant evaluation (no fluff). We review every application and get back to everyone within 5–7 days.
Build a winning team—without the hiring headache. WorkScreen helps you hire fast, confidently, and without second-guessing.
Breakdown of Why These F&B Supervisor Job Posts Work
The difference between these templates and a generic “Responsibilities + Requirements” job post is clear. Here’s why they connect with strong candidates:
1. Clear, Specific Titles
Instead of “Supervisor” or “Shift Leader,” the titles spell out F&B Supervisor and even include the company name and location. This instantly signals relevance and avoids the vagueness that turns applicants off.
2. Video Element Adds Personality
By embedding a short Loom or YouTube video from the hiring manager or owner, candidates get to see the people behind the post. That single touch builds trust and makes the company feel approachable—something that matters a lot in hospitality.
3. Company-Specific ‘About Us’ Section
Rather than a generic “we are hiring” blurb, each template gives a snapshot of the venue—size, style, vibe, and values. This helps candidates self-select. Someone who thrives in a boutique hotel might not enjoy a café/bar hybrid, and vice versa.
4. Responsibilities Are Written Like Real Work, Not a Checklist
The duties aren’t written as lifeless bullets (“oversee staff, handle customers”). They’re framed around impact—keeping service smooth, mentoring staff, ensuring guests leave happy. That’s what attracts candidates who care about more than just “ticking boxes.”
5. Requirements Show Flexibility
For the experienced role, the bar is set clearly (2+ years in FOH leadership). For the entry-level role, it emphasizes attitude and coachability, while making previous hospitality experience a “nice to have.” This broadens the candidate pool without lowering standards.
6. Perks & Benefits Are Transparent
Listing pay ranges, staff meals, insurance, PTO, and discounts up front builds trust. Hospitality workers are tired of guessing compensation—clarity here shows respect.
7. Why This Role Is a Great Fit
This section does the selling. Instead of assuming candidates will connect the dots, it tells them directly what makes the role appealing: growth path, community vibe, or leadership opportunity. It answers the unspoken candidate question: “Why should I choose this job over another posting?”
8. Respectful, Modern ‘How to Apply’ Section
Instead of a cold “send your CV to hr@company.com,” the application process is explained step by step. Candidates know what to expect, how long it will take, and when they’ll hear back. Using Workscreen adds fairness and a performance-based element that’s appealing to serious applicants.
Example of a Bad F&B Supervisor Job Description (And Why It Fails)
Job Title: Supervisor
Company: Hotel XYZ
Location: Chicago, IL
Type: Full-Time
Job Summary
Hotel XYZ is seeking a supervisor to oversee day-to-day operations in the food & beverage department. The ideal candidate will manage staff, ensure service quality, and report to management.
Responsibilities
- Supervise daily operations
- Ensure customer satisfaction
- Handle staff scheduling
- Maintain standards
- Perform other duties as assigned
Requirements
- Bachelor’s degree in hospitality preferred
- 2–3 years of experience
- Strong leadership skills
- Ability to work flexible shifts
How to Apply
Send your CV and cover letter to hr@hotelxyz.com. Only shortlisted candidates will be contacted.
❌ Why This Job Post Fails
- Generic Title
“Supervisor” is vague—it doesn’t say F&B or specify the environment. Candidates scanning job boards will scroll right past. - Cold, Corporate Summary
The introduction says nothing about the hotel’s culture, guest experience, or why the role matters. It feels like copy-paste filler text. - Bland Responsibilities
Every bullet is lifeless. “Ensure customer satisfaction” could apply to any job. Nothing here paints a picture of real work or the team environment. - No Salary or Benefits Mentioned
In 2025, hiding pay details signals a lack of transparency. This immediately turns off many serious applicants. - Zero Personality
There’s no warmth, no mission, no voice. It reads like a legal document, not an invitation to join a team. - Dismissive Hiring Process
“Only shortlisted candidates will be contacted” feels outdated and disrespectful. It tells applicants: “We don’t value your time.”
Bonus Tips to Make Your Job Post Stand Out
Most job posts stop at “Responsibilities” and “Requirements.” But if you want to attract better candidates than your competitors, you need to add details that show respect, trust, and culture. Here are some easy ways to elevate your F&B Supervisor job description:
1. Add a Security & Privacy Notice
Hospitality candidates are often wary of job scams. A short statement builds trust:
“We take the privacy of all job applicants seriously. We will never ask for payment, personal banking details, or sensitive information during any part of the hiring process.”
2. Mention Staff Meals & Flex Days
Hospitality is demanding work. Highlighting perks like shift meals or flexible leave days signals you value work-life balance. Example:
“Enjoy free staff meals every shift and up to 20 flex days off per year so you can recharge.”
3. Highlight Training & Growth Opportunities
Hospitality workers are hungry to grow. Let them know they’ll be supported:
“We invest in growth. You’ll receive leadership coaching and training programs to help you step into higher management roles.”
4. Showcase Your Culture with a Loom or Video
A 60-second video from the GM, chef, or owner can humanize your job post more than paragraphs of text. Candidates instantly connect when they see real faces and voices.
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. Spotlight Employee Testimonials
Even one short quote from a current staff member (“I started as a barista and was promoted in 9 months—this place invests in you”) adds credibility and inspiration.
A Word of Caution on Using AI for Job Posts
Lately, it seems like everyone is turning to AI to whip up instant job descriptions. Even some ATS platforms now promise “one-click job posts.” But here’s the truth: relying on AI blindly is a shortcut that backfires.
❌ The Wrong Way
If you type into ChatGPT or another tool: “Write me a job description for an F&B Supervisor,” you’ll probably get something generic, corporate-sounding, and lifeless. It’ll be full of buzzwords, missing pay details, and—most importantly—it won’t reflect your brand or culture. Candidates can smell these posts a mile away, and the best ones won’t bother applying.
✅ The Smarter Way
AI can be a powerful tool if you use it to polish your voice—not replace it. The key is to give it the raw ingredients. For example, try prompting like this:
“Help me write a job post for Blue Finch Café in Denver. We’re hiring an F&B Supervisor to lead shifts, support staff, and ensure guests leave happy. Our culture is casual but precise—warm service, strong teamwork, and community-focused. We offer $18–$21/hour + tips, free staff meals, PTO, and training opportunities. Here’s what I’ve drafted so far: [paste your notes]. Please refine it into a clear, engaging job post.”
By feeding AI your company details, tone, perks, and values, you’ll get a draft that feels specific, human, and aligned with your brand.
Bottom Line
Don’t let AI strip personality from your hiring process. Treat it like an editor, not a recruiter. The magic happens when you provide the substance, and AI helps polish the delivery.
WorkScreen simplifies the hiring process, helping you quickly identify top talent while eliminating low-quality applications. By saving you countless hours and reducing the risk of bad hires, it empowers you to build a team that delivers results
Copy-Paste F&B Supervisor Job Description Templates
✅ Option 1: Conversational / Culture-First Style
Job Title: F&B Supervisor – Lead Service & Team at [Company Name] 💼 Location: [Remote/On-site/Hybrid] (HQ: [City, State]) 🕒 Type: [Full-Time/Part-Time] 💰 Salary Range: [$X – $Y]/hour + tips
🎥 A quick word from your future manager: [Loom/YouTube link]
Who We Are
[Company Name] is a [brief descriptor: e.g., 70-room boutique hotel / high-volume neighborhood restaurant / café + wine bar] known for [two to three qualities: e.g., warm, precise service; seasonal menus; lively bar; community feel]. We care about the details that turn first-time guests into regulars.
The Role
We’re hiring an F&B Supervisor who leads from the floor—keeping service smooth, coaching teammates in real time, and making sure guests leave happy. You’ll set pace and standards during busy shifts, solve problems quickly, and support a consistent guest experience.
Responsibilities
- Lead and support FOH teams through pre-shift, service, and close.
- Maintain service standards (timing, table touches, floor flow).
- Resolve guest issues with warmth and urgency; follow up as needed.
- Own opening/closing checklists, cash handling, and shift reports.
- Assist with onboarding and on-the-floor coaching for new hires.
- Ensure cleanliness, compliance, and safety procedures are met.
Requirements
- [X+] years in hospitality; [Y+] in a lead/server/bartender/supervisor role preferred.
- Confident communicator; calm under pressure; hands-on leader.
- Comfortable with [nights/weekends/holidays] and changing priorities.
- Working knowledge of [POS name, inventory basics, food safety/ServSafe].
Perks & Benefits
- [Health/Dental/Vision] after [X] days + staff meal each shift.
- [PTO/paid holidays/flexible scheduling].
- [401(k) match / commuter stipend / parking].
- [Employee discounts / friends & family rates].
Why This Role Is a Great Fit
- You love leading from the floor—not a desk.
- You balance standards with warmth and coach people up, not out.
- You’re energized by busy services and real-time problem solving.
- You want a clear path to [Assistant F&B Manager / Management] in [X–Y] months.
How to Apply
Apply via Workscreen: insert link here
You’ll complete a short, role-relevant evaluation (~10–15 minutes). We review every application and respond within [X–Y] days.
✅ Option 2: Structured (Job Brief + Responsibilities + Requirements)
Job Title: F&B Supervisor – Drive Daily Service at [Company Name] 💼 Location: [Remote/On-site/Hybrid] (HQ: [City, State]) 🕒 Type: [Full-Time/Part-Time] 💰 Salary Range: [$X – $Y]/hour + tips
Job Brief
[Company Name] is a [concept/venue type] serving [cuisine/style] to [guest profile/volume]. We’re hiring an F&B Supervisor to run shifts, support the team, and deliver consistent, warm service. This role offers [training/clear growth path] for the right candidate.
Responsibilities
- Supervise daily FOH operations; lead pre-shift huddles.
- Keep service on pace; monitor ticket times and floor coverage.
- Resolve guest concerns promptly and professionally.
- Train, coach, and support new team members.
- Handle basic ordering, receiving, and inventory counts.
- Ensure compliance with [food safety/local regulations].
Requirements
- [X+] months/years in hospitality (barista/server/host/counter) preferred.
- Clear communicator; team-oriented; steady under pressure.
- Reliable, punctual, and comfortable with [nights/weekends/holidays].
- Willing to learn [inventory, scheduling, POS, compliance].
Perks & Benefits
- [Medical stipend/Health benefits] + staff meals.
- [PTO/flexible scheduling].
- Training in [leadership/wine/barista/service standards].
- [Employee discounts / team tastings / education stipend].
How to Apply
Submit via Workscreen: insert link here
A short evaluation (~10–15 minutes) helps us review everyone fairly. We reply to all applicants within [X–Y] days.
Next Step: Let Workscreen Help You Hire Smarter
Writing a strong F&B Supervisor job description is the first step. The next challenge is sorting through applicants to find the ones who will actually thrive in your team. That’s where Workscreen.io comes in.
With Workscreen, you can:
- ✅ Quickly identify your most promising candidates.
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.
- ✅ Easily administer 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.
- ✅ Eliminate low-effort 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.
By pairing a compelling job post with Workscreen’s smart evaluation system, you’ll attract stronger applicants, save hours of screening time, and make confident, data-driven hiring decisions.
create your job post, share the link, and let Workscreen handle the heavy lifting while you focus on meeting the right candidates
FAQ
A strong F&B Supervisor combines hard and soft skills. On the technical side, look for knowledge of food safety standards, inventory management, and shift operations. On the people side, key skills include leadership, communication, conflict resolution, and the ability to motivate a diverse team. Emotional intelligence and calm problem-solving under pressure are especially valuable in hospitality environments.
Compensation varies widely depending on location, venue type, and experience level. In most U.S. cities, the range is $18–$24 per hour plus tips, with higher-end hotels and resorts offering $45,000–$55,000 annually on a salaried basis. Supervisors in luxury or high-volume settings may earn more, especially with performance bonuses or service charge pools.
Not always. Many successful Supervisors grow into the role after years in frontline service positions. However, certifications such as ServSafe, TIPS (Training for Intervention Procedures), or a hospitality management diploma can strengthen a candidate’s profile.
The toughest part is balancing operational demands with people management. Supervisors are often in the middle—ensuring guest expectations are met while also keeping staff motivated and supported. Handling peak hours without compromising service or morale is where great Supervisors set themselves apart.
