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If you’ve searched for “Food and Beverage Manager job description,” you’ve probably seen the same tired format over and over again.
Responsibilities. Requirements. Bullet points.
No story. No personality. No insight into what actually makes someone successful in the role.
Here’s the problem:
Most of these job descriptions don’t help you attract great candidates—they just help you fill a seat.
But if you’re looking to hire a high-performing Food and Beverage Manager—someone who leads with confidence, understands margins, motivates your team, and creates a memorable guest experience—you need more than a checklist.
You need a job post that reflects your company’s standards.
That speaks directly to the kind of leader you want.
And that doesn’t get lost in a sea of generic posts.
In this guide, we’ll show you how to do exactly that.
We’ll break down:
- What this role actually involves (in plain English)
- Two job description templates—one for experienced hires, and one for people you’re willing to train
- A breakdown of why these posts work
- A real-world bad example (so you don’t make the same mistakes)
- Bonus tips, AI usage guidance, a quick-copy version, and more
👉 Before we begin—if you haven’t yet read our full guide on how to write a job post that attracts top talent , Link https://workscreen.io/how-to-write-a-job-post/ , check that out too. It explains why most job ads fail and how to fix them fast.
Ready to write a job post that actually attracts top talent?
Let’s get into it.
Don’t let bad hires slow you down.
WorkScreen helps you find the right people—fast, easy, and stress-free.
What the Food and Beverage Manager Role Actually Is
A Food and Beverage Manager isn’t just someone who oversees meals and menus. They’re the person responsible for making sure your entire dining experience runs smoothly—from what’s served on the plate to how your staff treats every guest.
They manage the front-of-house team, coordinate with the kitchen, handle suppliers, monitor costs, maintain food safety standards, and ensure guests walk away happy (and eager to return).
But the best ones?
They do more than just manage operations.
They lead with empathy.
They think like owners.
They balance quality, efficiency, and profitability—without compromising team morale or customer experience.
Whether you run a restaurant, hotel, resort, or venue, your Food and Beverage Manager plays a direct role in your brand reputation and bottom line. So when hiring for this position, look for someone who’s not just organized and experienced—but also people-focused, numbers-aware, and passionate about hospitality.
Two Great Food and Beverage Manager Job Description Templates
We’ll provide two tailored job description options:
1.✅ Option 1: For employers looking to hire an experienced candidates with prior experience.
2.Option 2: For employers open to hiring entry-level candidates or those willing to train someone with potential.
✅ Option 1: Job Description For Experienced Candidates
📌 Job Title: Food & Beverage Manager for The Marigold Hotel, Savannah, GA
💼 Full-Time | On-Site | $55,000–$70,000/year (based on experience)
⏰ Schedule: 5 days/week (including weekends), flexible hours based on events
🎥 A Quick Welcome from Our GM
Want to meet the person you’d be working with?
Watch this short video from our General Manager, James Carter, as he shares what we’re building at The Marigold and why this role is key to our guest experience:
👉 [Insert Loom or YouTube link]
🏨 Who We Are
The Marigold Hotel is a 38-room boutique property located in the heart of Savannah’s historic district. Known for its rooftop dining, garden brunches, and elegant private events, The Marigold blends Southern charm with modern hospitality. We’re proudly independent—and we believe unforgettable guest experiences start with an empowered, well-supported team.
💼 About the Role
We’re looking for an experienced Food & Beverage Manager to lead our front-of-house operations across our rooftop bar, restaurant, and events space. You’ll be in charge of service standards, staff management, cost controls, and daily coordination with our Executive Chef.
🌟 Company Culture
We’re a close-knit, high-accountability team that thrives on feedback, communication, and mutual respect. We don’t micromanage—we hire people we trust and give them room to lead. At The Marigold, every role matters and every guest interaction is an opportunity to leave a lasting impression.
👥 Who You’ll Work With
You’ll report to our GM, lead a FOH team of 12+, and collaborate with our kitchen, events, and front desk teams.
🛠️ What You’ll Be Doing
- Manage daily food & beverage operations (bar, restaurant, events)
- Hire, train, and mentor service staff
- Coordinate closely with the kitchen and events team
- Track costs, vendor relationships, and inventory levels
- Uphold safety, sanitation, and alcohol compliance standards
- Resolve guest issues quickly and professionally
- Set the tone for service quality across the board
✅ What We’re Looking For
- 3+ years in restaurant or hotel F&B leadership
- Strong communication and team-building skills
- Familiarity with POS and inventory systems (Toast, MarketMan, etc.)
- Food safety and alcohol certifications (or willingness to obtain)
- Calm under pressure, solutions-oriented, and service-obsessed
🎁 Perks and Benefits
- Medical, dental, and vision insurance after 60 days
- 10 days paid time off in your first year
- Free shift meals + rooftop staff discounts
- Quarterly wellness stipend ($100)
- Parking pass provided
- Referral bonus program
💬 Why This Role Is a Great Fit
This is a visible leadership role where your ideas, standards, and energy will shape guest experience daily. We promote from within, encourage creativity, and give our team the freedom to lead. If you’re passionate about hospitality and want to build something meaningful, The Marigold is your place.
📥 How to Apply
We respect your time. That’s why we use WorkScreen—so you’re evaluated based on strengths, not buzzwords.
Click the link below to complete your short, structured evaluation:
👉 [Insert WorkScreen Link Here]
✅ Option 2: Job Description For Trainable / Entry-Level Candidates
📌 Job Title: Assistant Food & Beverage Manager (Training Provided) — Sonoma Harvest Winery
💼 Full-Time | In-Person | $20–$25/hour
🗓️ Schedule: Thurs–Mon, including weekends and special events
🎥 A Message from the F&B Director
Want a peek into the role and our team?
Watch this short video from Erin (our Food & Beverage Director), where she shares what it’s like to work at Sonoma Harvest and why we care more about your attitude than your résumé:
👉 [Insert Loom or YouTube link]
🍷 Who We Are
Sonoma Harvest is a family-run winery with a focus on locally sourced, farm-to-table experiences. We host weekend tastings, vineyard picnics, and private dinners in the barn—and our food and beverage team is at the heart of it all.
💼 About the Role
We’re hiring a trainable Assistant Food & Beverage Manager to support daily operations across our tasting room and events. If you love food, wine, and helping people feel at home, this is your chance to grow into a leadership role—with guidance and hands-on support every step of the way.
🌟 Company Culture
We believe in doing excellent work without ego. Our team is collaborative, supportive, and always willing to roll up their sleeves. You’ll work in an environment where you’re trusted, treated like family, and never micromanaged.
👥 Who You’ll Work With
You’ll work under our F&B Director and help oversee a small, passionate team of tasting room attendants, servers, and event staff.
🛠️ What You’ll Be Doing
- Assist in managing daily service and weekend events
- Learn to manage inventory, vendor relationships, and cost tracking
- Help train and schedule FOH staff
- Step in during service to lead by example
- Communicate with the kitchen and event planners to align logistics
✅ What We’re Looking For
- Some experience in food service or hospitality
- Comfortable leading a team (or eager to learn)
- Positive, flexible, and calm under pressure
- Must be able to work weekends and evenings
- Food Handler certification (we’ll help you get it if needed)
🎁 Perks and Benefits
- Weekly wine allotment + 40% staff discount
- Free farm lunches on weekends
- Paid training + mentorship from our senior team
- Annual wellness retreat for staff
- Reimbursement for certifications and professional development
💬 Why This Role Is a Great Fit
You don’t need years of experience—just the right mindset. This is a chance to step into a growing winery, learn the ropes, and take on more responsibility over time. You’ll be supported, appreciated, and trusted to grow into the role at your own pace.
📥 How to Apply
We use WorkScreen to give every candidate a fair, structured opportunity.
Click the link below to complete your short skills evaluation:
👉
Build a winning team—without the hiring headache.
WorkScreen helps you hire fast, confidently, and without second-guessing.
Why These Food & Beverage Manager Job Posts Work
Let’s break down what makes both versions of the job description effective—not just in terms of structure, but also in attracting the right candidates.
✅ 1. The Job Titles Are Specific and Contextual
Instead of “Food and Beverage Manager,” the posts clearly define:
- The company (The Marigold Hotel or Sonoma Harvest)
- The location (Savannah, GA or Sonoma, CA)
- The level of the role (Manager vs. Assistant)
- Whether training is offered
This helps candidates self-qualify instantly and increases relevance in search results.
✅ 2. Each Post Starts With a Video From a Real Team Member
By including a short Loom or YouTube link, the post becomes personal and human.
It allows candidates to meet their future boss, hear the tone of the company, and feel a connection before they even apply.
This alone can dramatically increase quality applications and reduce ghosting later in the process.
✅ 3. The ‘Who We Are’ Section Shows Personality and Mission
Rather than a vague company overview, these posts highlight:
- The company’s personality (boutique hotel charm, winery warmth)
- What they’re proud of (service, community, farm-to-table)
- Why the role matters to the bigger picture
It makes the role feel meaningful—and helps attract mission-aligned candidates.
✅ 4. The Culture Section Sets Clear Expectations
Most companies say “we value teamwork”…but don’t show what that looks like.
These descriptions actually demonstrate their culture:
- No micromanagement
- Mutual respect
- High accountability
- Collaborative, calm, and supportive teams
That gives applicants the info they need to decide if they’d truly fit in.
✅ 5. The Responsibilities Are Framed With Purpose
Instead of just listing duties like a checklist, the tasks are connected to outcomes:
- “Set the tone for service quality”
- “Shape guest experience daily”
- “Help events run seamlessly”
This helps the candidate understand why each responsibility matters—and how their role contributes to the bigger vision.
✅ 6. The Perks & Benefits Are Real and Specific
Generic perks like “competitive salary” or “employee discounts” don’t inspire trust.
These job posts include concrete benefits like:
- Paid time off
- Parking passes
- Staff wellness stipends
- Weekly wine allotments
- Professional development support
That builds transparency, excitement, and trust with applicants.
✅ 7. The Hiring Process Is Clear and Respectful
Both templates explain that the company uses WorkScreen to evaluate applicants based on skills—not just resumes.
This signals:
- Fairness
- Transparency
- Efficiency
It also helps applicants feel respected, knowing they’ll be evaluated on merit.
✅ 8. The CTA Is Human and Encouraging
Rather than “Apply Now” or “Send Resume,” both posts explain:
- Why the company uses WorkScreen
- What the candidate can expect next
- That they’ll be kept informed
It lowers anxiety, builds trust, and gives applicants a reason to follow through.
Example of a Bad Food and Beverage Manager Job Description (And Why It Fails)
❌ Bad Job Post Example
Job Title: Food and Beverage Manager
Company: Confidential
Job Type: Full-Time
Location: Not Specified
Salary: Negotiable
Job Summary:
We are looking for a Food and Beverage Manager to oversee operations and ensure efficient service. The ideal candidate will be responsible for supervising staff, maintaining inventory, and complying with food safety standards.
Responsibilities:
- Manage staff schedules
- Order supplies
- Ensure cleanliness and hygiene
- Coordinate with kitchen staff
- Handle customer complaints
Requirements:
- Bachelor’s degree in Hospitality Management preferred
- 3+ years in a similar role
- Strong communication skills
- Able to work weekends and evenings
How to Apply:
Please send your CV and cover letter to fnbmanager@xyzcorp.com. Only shortlisted candidates will be contacted.
❌ Why This Job Post Falls Short
Let’s break down why this post will likely repel high-quality candidates:
🚫 1. The Job Title Is Vague and Generic
No context. No location. No employer branding. Just “Food and Beverage Manager”—which could apply to a stadium, a cruise ship, or a cafeteria. It lacks any hook or specificity.
🚫 2. The Company Is “Confidential”
This sends the wrong signal. Top candidates want to know who they’re applying to. If you can’t share your company name, you come across as untrustworthy or disorganized.
🚫 3. There’s No Culture or Mission
There’s no sense of what the company stands for, what kind of team the applicant would join, or what it’s like to work there. The post is cold, corporate, and disconnected.
🚫 4. No Salary Transparency
Saying “Negotiable” with no range tells the candidate nothing. It often pushes away serious professionals who expect fair pay and don’t want to waste time applying blindly.
🚫 5. The Responsibilities Are Too Broad
The tasks listed are overly general and feel like filler. There’s no detail or relevance to the day-to-day experience. A good job post makes the role feel tangible—this one doesn’t.
🚫 6. The Application Process Feels Dismissive
“Only shortlisted candidates will be contacted” is cold and outdated. It implies a one-way relationship, and it discourages people from applying—especially those who value transparency.
🚫 7. There’s Zero Personality or Warmth
No tone. No welcome. No sign of the team behind the scenes. It reads like it was generated by a form, not written by a real person.
👉 Bottom line: This post might get some applicants—but they’ll likely be low-effort, low-fit, or desperate. High-quality candidates will scroll right past.
Bonus Tips to Make Your Job Post Stand Out
Once you’ve written a strong job post with clear responsibilities, company culture, and a respectful application process—there are a few extra touches that can dramatically improve the quality of candidates you attract.
These aren’t mandatory—but if you want to stand out in a crowded hiring market, they’re worth the effort.
✅ Tip 1: Add an “IMPORTANT NOTICE” to Build Trust
Scams are common in online hiring. Show applicants you’re legit and thoughtful by adding a quick security disclaimer at the bottom of your post.
Example:
🔒 We take the privacy and safety of all applicants seriously. We will never ask for payment, banking information, or sensitive personal data during any part of the hiring process.
This builds instant credibility and reassures serious candidates that they’re applying to a professional organization.
✅ Tip 2: Mention Leave Days or Flex Time
Candidates care deeply about work-life balance—and too many job posts forget to mention it.
Even if it’s just a few days off or flexible hours for certain events, highlight it.
Example:
“Enjoy up to 10 paid days off in your first year—plus additional flex time during slower seasons.”
✅ Tip 3: Highlight Training, Mentorship, or Growth Opportunities
Top applicants want more than just a job—they want a path. If you offer internal promotions, paid certifications, or shadowing opportunities, make it known.
Example:
“We invest in your growth. You’ll get hands-on mentorship from senior staff and access to professional development funds after 90 days.”
This is especially important for junior roles or trainable positions, where growth matters more than salary.
✅ Tip 4: Include a Video From a Team Member or Hiring Manager
Already included in the templates above—but worth repeating:
Why it works:
- It humanizes your post
- Helps candidates connect with your brand
- Builds trust before they ever hit “apply”
- Makes your listing memorable in a sea of boring text
Even a 60-second Loom video can dramatically increase application 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
✅ Tip 5: Use Plain English Over Jargon
Don’t say:
“Leverage cross-functional alignment for stakeholder-facing initiatives.”
Say:
“Work closely with our kitchen and events team to make sure everything runs smoothly.”
Simple language = stronger impact = better applicants.
These advanced touches take just a few extra minutes—but they go a long way in signaling that:
- You respect candidates’ time
- You’ve thought about the person, not just the position
You’re offering more than just a paycheck—you’re offering purpose
Should You Use AI to Write Job Descriptions?
Let’s be honest—AI is everywhere right now.
And sure, tools like ChatGPT, Jasper, or even built-in ATS features (like Workable and Manatal) can generate job descriptions in seconds.
But here’s the problem:
If you rely on AI without giving it context, you’ll end up with a job post that looks like every other generic listing online.
It might sound professional…
But it won’t connect.
It won’t convert.
And it certainly won’t attract high-quality, thoughtful applicants.
❌ What Happens When You Use AI the Wrong Way:
- You get a lifeless, checklist-style post with no heart or story
- It attracts candidates using the exact same tools to apply (think: AI-generated résumés and cover letters)
- You end up spending more time sorting through low-effort applications than finding great hires
Your job post is the first impression your company makes—don’t let it feel like a template.
✅ The Right Way to Use AI: Bring the Ingredients
AI can absolutely help you write better job descriptions—if you give it the right material.
Here’s what you should bring to the table:
🎯 Example Prompt:
“Help me write a job post for our company, Sonoma Harvest Winery. We’re hiring an Assistant Food & Beverage Manager to help with tasting room operations and weekend events. Our culture is friendly, calm, and supportive, and we want to attract candidates who are positive, curious, and love hospitality. We offer paid training, wine discounts, flexible weekends, and mentorship from our senior staff. Our salary range is $20–$25/hr. Here’s our hiring process: We use WorkScreen to fairly evaluate all candidates based on skills and attitude. We respect your time, and we keep you updated every step of the way.”
Then tell AI:
“Here are a few notes I’ve written [paste notes here]. Can you turn this into a warm, conversational job post that includes a video message, a perks section, and a culture paragraph?”
Now the AI is working with you, not for you.
It’s refining your thinking, not replacing it.
🛠 Use AI to:
- Polish your writing
- Rephrase sentences for clarity
- Reorganize structure
- Suggest better headlines or intros
But always inject your:
- Voice
- Values
- Culture
- Vision
Because that’s what attracts top talent—not buzzwords or bullet points.
Smart Hiring Starts Here
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 Job Description Templates for Quick Use
We get it—sometimes you just need something fast.
Maybe you’ve already read the full guide and understand what a strong job post looks like. But you still want a solid starting point you can copy, paste, and customize in a few minutes.
That’s what this is.
✏️ Important Reminder:
Don’t copy this word-for-word and expect magic.
This is a foundation, not a final draft.
Add a Loom video, inject your team culture, and edit the details to reflect your actual company.
In this section, you’ll find two ready-to-use job description templates for quick copy-paste use — but please remember, like we mentioned above, don’t just copy them word-for-word and expect results.
Think of these as starting points, not final drafts.
- Option 1: A more conversational, culture-first job description that highlights personality and team fit.
- Option 2: A more structured format, including a Job Brief, Responsibilities, and Requirements for a traditional approach.
✅ Option 1: Conversational Job Description Template (Culture-First Style)
📌 Job Title: Food & Beverage Manager – [Company Name]
💼 [Job Type] | [Location] | [$Salary Range]
📅 Schedule: [Insert working days and typical hours]
🎥 Meet your future GM or Hiring Manager
[Insert Loom or YouTube video link here]
🏨 Who We Are
[Company Name] is a [short description of your business – e.g., boutique hotel, winery, restaurant group] known for [insert your unique strength: rooftop dining, farm-to-table experiences, etc.]. We pride ourselves on providing memorable guest experiences and building strong, people-first teams.
🌟 Company Culture
We believe in clear communication, mutual respect, and hiring people we trust. No micromanagement here—just ownership, accountability, and real teamwork.
💼 About the Role
We’re looking for a Food & Beverage Manager to oversee front-of-house operations and work closely with our kitchen and events team. If you’re calm under pressure, great with people, and obsessed with smooth service—we’d love to meet you.
👥 Who You’ll Work With
You’ll lead a [small/medium/large] front-of-house team and report to [insert GM, Director of Operations, etc.]. You’ll collaborate daily with our kitchen, events, and guest services teams.
🛠️ What You’ll Be Doing
- Run daily restaurant/bar/event service
- Train and schedule FOH staff
- Manage inventory, suppliers, and cost controls
- Ensure safety, cleanliness, and compliance
- Work closely with the kitchen to align timing and service flow
- Handle guest concerns with empathy and professionalism
✅ What We’re Looking For
- [3+] years in a food & beverage leadership role
- Strong communication and leadership skills
- Familiarity with POS and inventory tools (e.g., Toast, MarketMan)
- Food safety and alcohol certifications (or willingness to obtain)
- Calm, confident, and focused on hospitality
🎁 Perks and Benefits
- Health, dental, and vision insurance
- Paid time off and flexible scheduling
- Free shift meals and staff discounts
- Wellness stipend or development reimbursement
- Growth opportunities and performance bonuses
💬 Why This Role Is a Great Fit
You’ll have a real seat at the table. We’ll trust you to lead, innovate, and shape the guest experience. If you want a leadership role with impact—not just oversight—this is it.
📥 How to Apply
We use WorkScreen to evaluate candidates based on real skills—not just résumés.
Click the link below to complete your short, structured evaluation:
👉 [Insert WorkScreen Link Here]
📋 Option 2: Structured “Job Brief + Responsibilities + Requirements” Format
Job Title: Assistant Food & Beverage Manager
Company: [Company Name]
Location: [Location]
Pay: [$Salary Range]
Job Type: [Full-Time/Part-Time]
Schedule: [Insert typical workdays and shift type]
🎥 Meet your future team lead or director
[Insert Loom or YouTube video link here]
Job Brief:
[Company Name] is hiring an Assistant Food & Beverage Manager to support day-to-day operations across our dining areas, events, or tasting room. This role is ideal for someone with energy, initiative, and a strong desire to grow into a leadership position.
Responsibilities:
- Assist with scheduling and training FOH staff
- Help manage daily restaurant/bar/event service
- Coordinate with kitchen and events team
- Track inventory and assist with ordering
- Uphold food safety and hospitality standards
- Address guest concerns professionally and promptly
Requirements:
- Some hospitality or food service experience preferred
- Strong interpersonal and team leadership skills
- Comfortable working evenings, weekends, or events
- Willingness to learn inventory and compliance systems
- [Insert certifications if required—or mention willingness to train]
Perks and Benefits:
- Staff meals and shift discounts
- Professional development support
- Paid training or certifications
- Team retreats, wellness perks, or bonuses
- A respectful, supportive work culture
How to Apply:
We use WorkScreen to ensure a fair, skill-based evaluation process.
Start your application here:
👉 [Insert WorkScreen Link Here]
Why You Should Let WorkScreen Handle the Next Step
Writing a great job post is just the first half of the hiring equation.
The second half?
Finding out who’s actually qualified.
That’s where most hiring falls apart—resumes get polished with AI tools, cover letters are copied from templates, and interviews are filled with rehearsed answers.
You don’t just need applicants.
You need clarity.
You need proof of ability.
You need to know who’s serious—and who’s just applying to everything.
✅ WorkScreen Helps You Hire Smarter, Faster, and Fairer
Here’s how it works:
🔍 1. 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.
🛠 2. Run One-Click Skill Evaluations
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.
🚫 3. Eliminate Low-Effort Applicants and AI Spam
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.
💡 Bottom Line:
If you want to avoid costly hiring mistakes and stop wasting time on interviews that go nowhere, WorkScreen gives you the data and structure you need to hire with confidence.
👉 Ready to check it out?
[Insert link to WorkScreen signup or demo page]
FAQs – Food and Beverage Manager Job Description
A great Food and Beverage Manager needs a combination of people skills, operational efficiency, and financial awareness. Look for:
- Leadership and team management
- Strong communication (especially during service pressure)
- Inventory and cost control
- Scheduling and staff training experience
- Familiarity with POS and ordering systems
- Guest conflict resolution
- Knowledge of food safety and compliance
Soft skills like emotional intelligence, adaptability, and attention to detail are also essential—especially in high-touch environments like restaurants and hotels.
The average salary depends on the location, industry segment (e.g., hotel vs. restaurant), and experience level. In the U.S.:
- Entry-level roles start around $45,000/year
- Experienced F&B Managers earn between $55,000–$75,000/year
- Premium hospitality or resort roles can exceed $85,000+/year
Hourly assistant roles may range from $18–$25/hr, depending on the region.
While there’s some overlap, a Food and Beverage Manager typically oversees multiple service areas—including restaurants, bars, room service, banquets, or events.
A Restaurant Manager is usually focused on a single dining venue.
In hotels and resorts, the F&B Manager is often a department head, coordinating between outlets, kitchen, and events.
Traditional interviews and resumes can be misleading. Instead:
- Use a platform like WorkScreen to run structured skill evaluations
- Ask scenario-based questions (e.g., “How would you handle a double-booked event space?”)
- Consider a short working trial shift (for junior hires) to observe service style and leadership ability
Also look at how they communicate—not just what they say. Calm, clear communication under pressure is a strong predictor of success.
