Hospitality Salary guide 2016

FRONTLINE HOSPITALITY 2016/17
SALARY GUIDE

Welcome to the Frontline Hospitality Recruitment
Salary Guide for the 2016/17 financial year!
First released in 2008, this guide provides a
comprehensive review of the latest recruitment
trends and salary information in the Australian
Hospitality Industry. {
FRONTLINE HOSPITALITY
SNAPSHOT
Number of agencies:
9
Countries of operation:
Australia
New Zealand
Number of staff:
approx 20
Year opened
2006
WELCOME TO OUR HOSPITALITY
SALARY GUIDE
After a fantastic first year in the Hospitality market in New
Zealand, we are excited to have expanded into the Darwin and
Adelaide markets in 2016.
In addition to this, our existing Canberra agency has recently
expanded their territory into Southern NSW, and we also have
welcomed a new franchise owner in Perth! The past year has
been an exciting chapter for Frontline Hospitality, and we cannot
wait to see what the next year will bring.
The salaries in this guide are collected from candidates who
have been placed in a new role in the past 12 months. This year
we have also conducted an extensive survey of more than 100
hospitality employers in Australia and New Zealand, to find out
more about their hiring and salary expectations for the next year.
The results of this survey can be found on the next three pages
in our ‘State of the Hospitality Market’ report.
We hope that you enjoy this year’s salary guide, and as always
we welcome any feedback.
Peter Davis
Managing Director
Frontline Recruitment Group
UNDERSTANDING THE
SALARY GUIDE
To provide usable data for each position
we have indicated the “Average” salary or
a salary “Range” for each level surveyed.
This “Range” indicates the typical
salary bracket, which is being paid in the
marketplace for each position and level
within that position.
In the case of salary packages, where a
car or car allowance was included, we
have not included the value of the car or
allowance in the salary figures.
The comments included by our Agency
Owners and Managers describe the
reasons for these changes specifically in
their states and territories.
This year the guide investigates salaries
in Adelaide, Brisbane, Canberra, Darwin,
Melbourne, Perth, and Sydney in
Australia, and Auckland in New Zealand.

STATE OF THE
HOSPITALITY MARKET
{ The hospitality industry in Australia & New Zealand
Australia’s hospitality industry employs over 830,000 people - approximately 7% of the employed
population - making it the seventh largest industry in the country in terms of employment. In the
five years between 2010 and 2016, the number of employed personnel in the industry in Australia
grew by 7%. In New Zealand, over 368,000 people work in the Retail Trade, Accommodation and
Food Services industry, approximately 15% of the employed population.
{ A review of hiring intentions in the next 12 months
In June 2016, we surveyed more than 100 hospitality
employers in Australia and New Zealand to gain an insight
into their hiring intentions for the next financial year, and their
behaviours when they are looking to employ new staff for
their organisations.
It was very positive to see that the majority of those surveyed
indicated that their business activity in the last 12 months
have increased, and that they expect to see a further increase
in the coming year.
We were also pleased to see that in the past year, more than
43% of respondents had increased their staff levels, with an
additional 41% indicating that their staff levels had remained
steady.
More than 54% of those surveyed conveyed that their staff
levels are expected to remain the same in the coming year,
with those who are looking to increase their numbers focusing
on employing full-time or permanent staff.
In regards to staff retention, 50% of respondents revealed
that their staff turnover rate has remained the same in the
last year, and this is strongly expected to stay the same for
the next year.
{ Where should candidates be searching for roles?
Online job boards and through “word of mouth” were the most
popular choices for employers when they are advertising
their job vacancies.
Given the resources that is being invested into digital
marketing and social media platforms such as LinkedIn, we were surprised to see that social media
was an advertising preference for less than 40% of respondents, and their company website was
lower still with just 33% of respondents choosing to utilise that platform.

{ What should you expect in the industry?
Most hospitality professionals work, on average,
between 30 - 40 hours per week, and the hardest
roles to fill are the Chef de Partie, Head Chef, and
Sous Chef.
Less than 33% of the hospitality businesses
surveyed offer flexible salary packages or benefits
to their employees. For those that do offer these
benefits, the most options are company car parking,
company paid training, flexible working hours, and
overtime payments. Flexible working arrangements,
and team building activities (off-site) are also
common benefits provided to support their staff’s
work/life balance, and training and development is
by far the most common initiative used to increase
staff retention - with 60% of respondents disclosing
that their company utilises this function.
The hospitality industry continues to be a difficult
industry to find experienced staff, with 70% of
those surveyed revealing that the find recruiting in
the current industry ‘Very Challenging’, and 25%
indicating that it is ‘Somewhat Challenging’. Less
than 6% of hospitality employers feel that the
current market is ‘Not Challenging’.
In a candidate-short market, a common way to
keep an organisation’s staff engaged is to offer a
competitive salary package. As demand continues
to increase, particularly for mid-level roles, almost
60% of employers are expecting to increase the
salaries of all their staff in the next 12 months, with
an average expected increase of between 1-3%.
These increases will be based on a variety of
company, team and the individual’s performance,
and companies are looking for measurable results
to justify this raise.
It is common in the hospitality industry for salary
packages to not include a bonus scheme. But
when a bonus is on offer, it is usually based on a
combination of company, team and the individual’s
performance, and is likely to be between 1-10% of
the employee’s gross salary.
If you find yourself with another job offer - there is no
guarantee that your existing employer will provide
a counter offer. 42% of respondents revealed that
they will never make a counter offer, with 33%
indicating that they may, but only if there will be
operational implications if the employee leaves.
Where do hospitality
employers advertise jobs?
4%
33%
83%
45%
22%
49%Word of
mouth
Employee
Referrals
Internal
Advertising
Online
Job Boards
Company Social
Media Pages
Company
Website
40%
Recruitment
Companies Only
43% of hospitality
employers have
increased their staff
levels in the last 12
months
48% of hospitality
professionals work
30 - 40 hours
per week
42% of hospitality
employers will never
provide a counter offer
to their employees
70% of hospitality
employers feel that it
is ‘Very Challenging’
to ﬁnd skilled staff in
the current market
Training and
development
opportunities are
the most common
incentive offered by
hospitality businesses to
support staff retention

{ How can you attract the best?
Long gone are the days when experienced
candidates were only looking for the highest
salary package when deciding if they should
accept a new job offer.
While this is an important factor to consider,
candidates are searching for an employer that
offers the right cultural fit and will allow them
to achieve their own career goals.
More than 84% of the hospitality employers
surveyed believe that the key reason that staff
leave their current positions is to further their
careers, with higher remuneration (including
salary, bonuses and benefits) a close second.
Other key factors include seeking a better
work/life balance, and searching for a role in a
more convenient location.
If you are having difficulty retaining your
hospitality staff, it may be worthwhile to
consider how your organisation can provide
these opportunities and work with them to
develop a career path within your company.
{ What can we expect in the next year?
The demand for hospitality workers is being
boosted as a result of a low Australian dollar,
which has led to a growth in international and
domestic tourism.
For the first time in a decade, more Australians
are choosing to holiday at home rather than
head overseas.
In New Zealand, with international tourism now
surpassing the dairy industry as the country’s
number one export earner, the industry has
also grown in the past year - according to a
recent commentary published by SEEK.
Job advertisements in the industry have
increased by 7% in the past year in Australia,
and 9% in New Zealand, which is consistent
with the increase in business confidence that
was indicated in our survey of hospitality
employers. There is an average level of
candidate availability - which provides both
job seekers and employers with reasonable
recruitment conditions - but the candidate
pool is tightening.
Across the industry it is challenging to
source candidates with the specific skills
and experienced required, and employers
are becoming increasingly specific about the
background that an employee must possess.
While there are a number of advertising options
available, employers are finding it difficult
to find candidates through the job boards,
and find that they are receiving a number of
unsuitable applicants. As a result of this, many
are turning to specialist hospitality recruiters
and using other candidate sourcing tools that
are now available. While these tools allow for
the required filtering, they can be extremely
time consuming and by the time they find a
suitable candidate, the candidate has already
found another position due to the candidate
shortage.
84% of hospitality employers
believe that their staff leave
to further their career
development
50% of hospitality employers
did not make changes to
their staff levels in the past 12
months
42% of employers, who will be
increasing salaries in the next
year, will provide an increase
of between 1-3% of the
employee’s annual salary
66% of hospitality
employers base salary
increases on a combination
of individual, team and
company performance

AGENCY INSIGHTS AND COMMENTARY

Number of staff: 6
First year of operation: 2010
FAST FACTS
THE ROLES WE PLACE:
ACT &
SOUTHERN
NSW
The hospitality market in Canberra continues to experience a
shortage of candidates, and it is becoming more important for
businesses to make smart, quick decisions when hiring.
Since the announcement of the 2016 Federal Election, we
have noticed that many passive candidates (often those who
are already employed) are reluctant to move jobs until the new
government is formed. This has translated into an increased
number of offer rejections and renegotiations across the market.
{ Increase in candidate expectations
The biggest challenge that we are facing is the shortage of
candidates in the market, and as this continues to decline, the
expectations of the candidates have increased. This has been
compounded by the number of fantastic new venues opening in
the market - including the Braddon resurgence, the boom at the
Kingston Foreshore and the impending redevelopment of some
key real estate in Civic. With all of these businesses looking for
the best, it has never been more of a candidate’s market.
{ Renewed focus on the hospitality industry
In the past 12 months we have seen significant growth in the
market - with a number of new venues opening and getting it
right from day one. We are very lucky to have some amazing
hospitality visionaries who call Canberra home and constantly
reset the standard, and as a result the market has become
confident, agile and intuitive.
One of the key drivers of this growth is the constant array of new
cooking shows on mainstream television. People are becoming
more interested in the hospitality industry and are more likely to
want to experience new venues.
CHEF - HEAD
EVENTS / CATERING $85K - $110K
HOTEL $70K - $90K
PUB $75K - $90K
REGISTERED CLUB $75K - $100K
RESTAURANT $75K - $90K
RESTAURANT (CHEFS HAT) $80K - $110K
CHEF - SOUS
HOTEL $60K - $70K
PUB $65K - $70K
CHEF - DE PARTIE
HOTEL $55K
PUB $55K - $63K
CHEF - COMMIS
HOTEL $45K - $50K
PUB $50K
RESTAURANT (CHEFS HAT) $50K

Frontline Hospitality ACT &
Southern NSW
Mezzanine Level, 64
Northbourne Ave Canberra 2601
P: +61 2 6162 4677
F: +61 2 6169 3251
canberra@frontlinehospitality.com.au
CONTACT
JEFF BAILEY
AGENCY OWNER
{ Importance of understanding the local market
If you are looking to source the best in the market, the
most important thing that you can do is to act quickly.
Speed has always been key in the Canberra market, and
having a thorough understanding the local market is a
great way to stand out from the crowd.
As candidates continue to expect more, businesses
that want to attract the best need to ensure that they
are offering a transparent, professional and appreciative
working environment. It’s far too easy for skilled job
seekers to find another offer, so make sure that you are
managing your relationships with your staff, and doing
everything that you can to keep them on board.
As a candidate in the market, you need to have your ear
to the ground to find out what’s available, and consider
partnering with an agency who will be able to keep you
front of mind for new opportunities.
{ Some exciting developments to come!
Over the next 12 months, we expect the market to
continue to be short of skilled candidates. The Canberra
CBD upgrade is coming along and many areas (such as
City Walk and Garema Place) are being redeveloped,
which will breath some life into the heart of Canberra that
has been neglected for too long!
With these new openings, and as new venues settle into
their groove, we will need to start working hard to attract
candidates from interstate to keep up with the demand.

Number of staff: 2
FAST FACTS
We are thrilled to announce that as of February 2016, we have
expanded our hospitality recruitment services into the Adelaide
market!
The industry in Adelaide has its own unique challenges, and
thankfully has not significantly impacted by the current skills
shortage that the rest of the country is experiencing.
{ Make sure that your offering stands out from the crowd
In Adelaide CBD, there are a number of candidates looking for
new opportunities - with an estimated average of 1.4 suitable
candidates per job vacancy.
While this has decreased from last year, it is a still a comfortable
market for hospitality businesses looking to hire new staff.
In regional areas across South Australia, many businesses are
struggling to attract candidates and are looking at creative ways
to make their offerings more desirable - such as competitive
salaries and bonuses, work/life balance with structured days
off, and career progression opportunities.
{ The importance of meeting the market
Offering accommodation (either temporary or permanent) is also
an enticing extra that businesses are leveraging to encourage
skilled candidates to relocate to regional areas.
If you are looking to source the best in the market, the most
important thing that you can do is to ensure that you are offering
a competitive salary and incentives.
While Adelaide seems to have been sheltered from the shortage
of quality candidates for now, we expect that the market will
begin to tighten in the next 12 months.
Money talks, and as candidates begin to regain control of the
market, businesses need to make sure that they are coming to
the table. In a candidate short market, it’s also a good idea to
partner with an agency who will be able to attract job seekers
from across the country and make use of the sourcing tools at
their disposal.
ADELAIDE
THE ROLES WE PLACE:
CHEF - HEAD
EVENTS / CATERING $65K +
HOTEL $65K - $75K
PUB $70K - $80K
RESTAURANT $65K +
RESTAURANT (CHEFS HAT) $65K +
CHEF - SOUS
HOTEL $53K - $60K
PUB $65K - $70K
CHEF - DE PARTIE
HOTEL $50K - $55K
PUB $50K - $58K
CHEF - COMMIS
HOTEL $48K +
PUB $45K - $49K

Frontline Hospitality Adelaide
Christie Corporate Building
Level 3, 320 Adelaide Street
Brisbane, 4000
P: +61 7 3310 8736
F: +61 7 3211 9981
adelaide@frontlinehospitality.com.au
CONTACT
PIA MANWARING
AGENCY OWNER
{ How to make the most of your resume
As a candidate in the market, you need to ensure that all
of your employment and resume details are up to date,
and presented in a professional and digestive format.
In a saturated market, the top businesses are going to
be bombarded with resumes, and it’s important to make
sure that your resume clearly shows why you are the best
person for the job. Also ensure that you have at least 3
references that were all direct reports to you, and have
agreed to be a reference for you in advance.
{ Do some research before the interview
All of your interviews will require preparation beforehand.
This includes researching the company (either through
their website, or visiting their venue), find out who you are
being interviewed by and look up their profile on LinkedIn,
and read the job description carefully.
The interviewer is going to be reviewing your skills against
that of the job description, so if you can clearly show that
you satisfy each requirement, it makes their decision easy!
While it may seem like common sense, it is also imperative
that you arrive on time for the interview and dress
appropriately. It’s also a nice idea to send them a quick
email thanking them for their time after the interview, and
once again expressing your interest in the role.

Number of staff: 5
FAST FACTS
BRISBANE
The hospitality market has been very busy in the past six
months - with employers actively seeking candidates and lots
of job seekers looking to make a move as consumer confidence
increased. There was also a surge of popularity in the informal
dining, hotel and QSR sector.
We have seen a number of changes in the market recently -
specifically a difficulty sourcing talent for hospitality businesses.
At one stage it was impossible to provide a short-list of more
than three applicants, as talented candidates were not on
the market for more than two days and counter offers from
employers were at an all time high.
{ Increase in the number of counter offers
Candidates have too much choice, and this has resulted in
many employers becoming frustrated if they were not able to
secure the best staff for their business.
Queensland is experiencing a very tight labour market - the
toughest market that we have seen in years. To combat this, the
selection process needs to happen quickly as we have been
finding the window of opportunity to work with candidates is
extremely short.
Due to the current shortage, counter offers are at an all time high
and we have found that in 9/10 cases the candidate is choosing
to stay rather than move. The best way to manage this is to
keep the process strict - do your references and criminal history
checks before the interview so when you interview you can offer
straight away, keep start dates to an absolute maximum of 2 - 3
weeks.
{ Significant shortage of Chefs and Restaurant Managers
Queensland has always been an attractive state for the lifestyle,
beaches and growth opportunities. Around the Brisbane and
Gold Coast market there is a significant shortage of qualified
Chefs, especially at the Chef de Partie level, Waiters, Bar Staff,
and Restaurant Managers, and businesses in the regional areas
have struggled to find candidates at all levels.
Businesses are still investing in growth especially within informal
dining, hotels, and QSR, and attempting to draw in travellers
both domestic and internationally.
THE ROLES WE PLACE:
CHEF - HEAD
HOTEL $65K - $75K
PUB $70K - $80K
RESTAURANT $65K +
RESTAURANT (CHEFS HAT) $65K +
CHEF - SOUS
HOTEL $55K - $70K
PUB $65K - $70K
CHEF - DE PARTIE
HOTEL $50K - $55K
PUB $50K - $58K
CHEF - COMMIS
HOTEL $48K - $50K
PUB $45K - $49K

Frontline Hospitality Brisbane
Brisbane, 4000
P: +61 7 3310 8736
F: +61 7 3211 9981
brisbane@frontlinehospitality.com.au
CONTACT
PIA MANWARING
AGENCY OWNER
{ Move quickly to secure the best for your business
most important thing that you can do is to make the
process as quick as possible. Candidates are interviewing
for multiple roles (often with your competition) as there are
so many opportunities due to shortages, so make your
offer and company attractive.
With the decrease in consumer confidence in the market,
we have also seen that many skilled candidates are not
prepared to do the legwork themselves and are partnering
exclusively with recruitment companies.
As a candidate in the market, there are plenty of options
at your fingertips. While it can be tempting to take the
first offer, prepare for counter offers and be mindful of the
reasons that you started looking for a new job in the first
place.
{ The importance of a recruitment plan for 2017!
We are looking forward to the election in early July as this
often leads to an increase in business confidence. We
expect that businesses will continue to grow moderately
for the next 12 months and shortages will still be an issue.
Employers in this market need to recognise that it is really
tough to find great staff, and they have to start being
savvy with how they secure the best in the industry. In a
candidate short market, it’s also important to prepare for
high staff turnover and have a recruitment plan ready for
action.

Number of staff: 2
FAST FACTS
DARWIN
With reports of huge economic growth in the past year, the
Northern Territory has become one of Australia’s strongest job
markets!
Some of Australia’s largest resorts are located here and it was
truly fabulous to hear that they have been experiencing almost
full occupancy and growth compared to last year. With an influx
of new businesses opening, the industry is going from strength
to strength.
{ How to find talent in a difficult market
With a strong job market in the Northern Territory and reduced
consumer confidence across the nation, candidate mobility has
been at an all time low. Finding talent has never been harder,
and employers in metropolitan areas are advertising for up to 4
months, with almost half of these roles are remaining unfilled.
Employers in regional areas in the territory are faring a bit better,
with approximately two thirds of roles advertising being filled
within 2 - 3 months.
Many employers are finding that they are receiving a good
responses when they post an ad online, but most of these
applicants do not have the skills and experience that they
require. The salaries on offer in Darwin are much higher than
that of QLD, WA & SA so it really is an attractive state for talent,
and with the Casuarina’s new wing and Gateway (Palmerston) to
be finished in November, we are excited to have new employers
entering the market.
{ Review your relocation and accommodation offerings
Compared to other capital cities in Australia, rent is Darwin is
high. This is one of the main objections for candidates who would
be open to relocate, and hospitality employers need to start
investing in relocation packages or short-term accommodation
options if they want to attract the best to their business.
important thing that you can do is review your relocation
packages and accommodation offerings.
THE ROLES WE PLACE:
CHEF - HEAD
HOTEL $75K - $85K
PUB $70K - $80K
RESTAURANT $70K +
CHEF - SOUS
HOTEL $60K - $75K
PUB $65K - $70K
CHEF - DE PARTIE
HOTEL $56K - $58K
PUB $50K - $58K
RESTAURANT $56K +
CHEF - COMMIS
HOTEL $48K +
PUB $45K - $49K
RESTAURANT $48K +

Frontline Hospitality Darwin
Brisbane, 4000
P: +61 7 3310 8736
F: +61 7 3211 9981
darwin@frontlinehospitality.com.au
CONTACT
PIA MANWARING
AGENCY OWNER
Thiscontinuestobethelargestobjectionthatweencounter
as the Northern Territory is very attractive for talent due to
the growth opportunities, strength of economy and the
higher salaries.
As a candidate in the market, you need to be realistic
about your salary expectations and don’t hold out for
more than the market is willing to offer. Make sure that
your resume is up to date and take the time to ensure that
it has the relevant information that will get the attention of
the recruiter or hiring manager. Details such as length of
tenure, duties and responsibilities, and reason for leaving
previous roles are very important.
{ Candidates will continue to control the market
We are expecting another strong year of growth in the
market in the Northern Territory. With a number of venues
set to open or expand, it is going to be even harder to fill
all the new vacancies, so employers need to develop a
strategy for sourcing candidates.
This will contribute to the existing shortage of quality
candidates in the market and candidates will become
more selective about where they send their resumes.
It is worthwhile to consider working with an agency who
will have access to passive candidates who are willing to
move for the right opportunity, and who can negotiate on
your behalf.

Number of staff: 5
FAST FACTS
MELBOURNE
The hospitality market in Victoria has been extremely strong
over the last 12 to 18 months. Growth in small restaurant and
hotel groups have been expanding during this period, opening
the door for new job opportunities internally and externally of
these businesses. In the quick service sector we have also seen
year on year growth, which doesn’t look like it will be slowing
down any time soon.
{ Candidates are searching for more than the right salary
The growth of smaller restaurant and boutique pub groups has
been bolstered by large corporate investment, as well as the
exciting expansions of a variety of quick service and casual
dining outlets which has opened career paths for school leavers
and current industry professionals.
We have noticed more consistency in roles as companies
attempt to sure up their venue and people management
structures in line with business growth. This leads to increased
suitability for candidates in a number of roles.
With a variety of opportunities available in the market, candidates
have their pick of the bunch, and they are searching for more
than just the right price. It is important that each role fits the
wants and needs of the candidate, including not only the salary,
but the location, opportunity for work/life balance and career
progression.
{ Make sure that your expectations are realistic
important thing that you can do is to ensure that you have a
clear understanding of the skills and experience that you require
for the role, and offer a competitive salary with a reasonable
expectation of hours worked. This will not only help to attract
the best staff, but to ensure longevity and retention of your top
performers.
As a candidate in the market, you need to be honest about your
needs and expectations from the beginning, and demonstrate
that you are prepared to make a long-term commitment to your
new role during the interview.
THE ROLES WE PLACE:
CHEF - HEAD
HOTEL $75K - $90K
PUB $65K - $80K
CHEF - SOUS
HOTEL $55K - $65K
PUB $55K - $60K
CHEF - DE PARTIE
HOTEL $50K - $55K
PUB $50K - $55K
CHEF - COMMIS
HOTEL $48K - $50K
PUB $45K - $48K

Frontline Hospitality Melbourne
Level 8, 350 Collins Street,
Melbourne 3000
P: +61 3 8676 0724
F: +61 3 8601 1180
melbourne@frontlinehospitality.com.au
CONTACT
JANE RIPPINGALE
AGENCY OWNER
Hirers are struggling to find the best for their teams, and
when they do, they want to know that they are going to
be in it for the long-haul, and are willing to offer career
advancement opportunities to encourage this. However,
if you are not looking for a long-term commitment,
it’s important to be honest with your recruiter and the
employer up-front to avoid wasting your own, and their
time.
{ The impact of increased consumer confidence
In the next 12 months, we expect that the Melbourne
economy will continue to grow steadily in our industry due
to consumer confidence and strong economic growth as
a result of inward migration of families with disposable
income, and leisure and entertainment needs from other
states to Victoria.
This can be seen through the recent growth in the casual
dining market, and we expect that this will continue
throughout 2017.
As a recruiter, our focus will be on building strong
relationships with our clients and candidates, and
preparing for the new opportunities that are going to
appear due to the industry growth.
It’s an exciting time to be in the hospitality industry in
Melbourne, and we cannot wait to see what the next year
will bring!

Number of staff: 2
FAST FACTSFRONTLINE HOSPITALITY
NORTH
COAST NSW
Mid North Coast NSW is going through a gentrification process.
With the end of the mining boom, and considering the rising cost
of living in the major cities, many are making the sea change.
{ Large hospitality groups seeking cheaper properties
There is a skill shortage of quality candidates as the industry is
growing without a large candidate base to service the growth.
When it comes to attracting candidates to the area, the lower
cost of living is an appealing factor and will often influence
highly skilled workers to relocate from major cities.
We are also seeing many of the larger hospitality groups
moving up the coast with the price of properties in the major
cities becoming prohibitive and also the returns can be greater
in growing areas. As the region is currently job rich and short
of skilled candidates, and we are directing our attention to job
seekers that are looking to move out of downturn areas both in
the Queensland and the Western Australian markets to fill the
gaps in the market.
{ Increased quality of hospitality service in the area
There is a lack of skill and enthusiasm in the industry, due to a
stigma of a lack of progression and salary growth in the area.
Newcastle’s gentrification and culture shift has seen some savvy
operators focus on the area, which has increased the quality of
hospitality product available in the market. There have also been
a number of the larger Sydney hospitality groups moving up the
coast, recognising the opportunities and population growth.
In the past 12 months, we have seen an increase in the fresh
“paddock to plate” style of dining, and a focus on the “food side”
of the business within hotels and pubs, who are also adopting
a more creative strategy to promotion and marketing. This has
been coupled with many QSR groups slowly encroaching on
the area aiming at the growth in the family market.
THE ROLES WE PLACE:
CHEF - HEAD
HOTEL $70K - $90K
PUB $75K - $90K
REGISTERED CLUB $75K - $100
CHEF - SOUS
HOTEL $60K - $70K
PUB $65K - $70K
CHEF - DE PARTIE
HOTEL $55K
PUB $55K - $63K
CHEF - COMMIS
HOTEL $45K - $50K
PUB $50K

Frontline Hospitality North Coast NSW
Suite 107, Junction Village Centre
10 - 16 Kenrick Street
The Junction 2291
P: +61 2 4044 0570
F: +61 2 8016 5490
northcoastnsw@frontlinehospitality.com.au
CONTACT
STEPHEN MCGUIRE
AGENCY OWNER
{ Thesearchforprogressiveandproactivecandidates
most important thing that you can do is to make decisions
quickly when you come across a skilled candidate.
Considering the shortage of skilled job seekers, you need
to act fast. We have also seen that a number of employers
are behind the market in terms of salary offers, and this
has inhibited their ability to secure quality staff.
As a candidate in the market, you need to do your research
and find out about the current trends in the industry. While
there are a number of opportunities available, hospitality
businesses are looking for candidates that have a
progressive and proactive approach which will help their
business to stay ahead of the market.
{ Finding the right culture and work/life balance
In the next 12 months, we expect the market to continue
to grow. Those hospitality businesses that are ahead of
trends are starting to see the return of their investment,
and this is influencing the direction of the industry -
ensuring that offerings are more diverse and current.
The challenge that this market faces is that the industry is
growing at a faster rate than the skill of the local candidates.
By focusing on hiring techniques and ensuring that you
are offering the skilled candidates a point of difference is
the key to attracting them to your business.

Number of staff: 2
FAST FACTS
PERTH
Like most industries in Perth, we are experiencing a downturn,
largely due to the slump in the resource sector. This has had
a huge knock on effect into our industry as businesses and
consumers alike attempt to minimise their expenses and
discretionary spending.
While there are a number of people currently searching for
roles in the hospitality industry, we have noticed a shortage of
candidates who have the specific skills required, particularly in
Chef roles.
{ Minimising the effects of the economic downturn
We have noticed that employers are opting to handle their
recruitment internally to save money due to the downturn in
their business. While many are receiving a considerable number
of applications to their online ads - they are quickly becoming
frustrated at the lack of skilled candidates in the market, and
end up investing a significant amount of time into the process
with no result.
In an attempt to minimise the disruption to our economy, the
local government has been investing in tourism campaigns for
both domestic and international visitors.
In addition to this, there has been a lot of development
proposed, such as several new hotels and apartment buildings
in the coming year, and more restaurant and bar offerings in the
Elizabeth Quay Development.
{ Focus on providing best possible value for money
As consumers are trying to reduce their spending, we have
noticed that the industry has become focused on providing the
best possible quality and value for money for customers, as this
is the key to repeat business in this market.
important thing that you can do is offer the best possible terms
of employment to the candidate. It’s a tough market out there
with lots of uncertainty, so make sure that you are making it
worth their while to move.
THE ROLES WE PLACE:
CHEF - HEAD
HOTEL $75K - $95K
PUB $75K - $95K
CHEF - SOUS
HOTEL $70K - $80K
PUB $70K - $80K
CHEF - DE PARTIE
HOTEL $52K - $55K
PUB $52K - $55K
CHEF - COMMIS
HOTEL $40K - $45K
PUB $40K - $45K

Frontline Hospitality Perth
38/44 Kings Park Road
West Perth, 6005
P: +61 8 6263 4433
F: +61 8 6263 4433
perth@frontlinehospitality.com.au
CONTACT
MARTIN SMITH
AGENCY OWNER
{ Preparing for your interview with an employer
As a candidate in the market, you need to ensure that you
are researching the companies that you are applying to -
whether it be via their website and social media channels,
or physically visiting their venue beforehand.
It’s also important to make sure that you are making your
resume as attractive as possible. Read the job description
carefully and tailor your resume to specifically address the
needs of the employer as outlined in that job description,
then highlight how your skills and experience is relevant
to the role that you are interviewing for.
If you find yourself with multiple job offers, take the time
to review the company culture within each business and
which one fits all of your needs - not just salary.
{ Accommodating a more cost conscious customer
Over the next 12 months, we expect that the market
in Perth will become dedicated to finding and securing
quality trained staff who are able to deliver superior service
and products to a more demanding and cost conscious
customer.
Just as the customer will become more demanding
about quality of service and value for money, as will the
expectations of the employers as they attempt to manage
the financial demands of their business - including
possible cost cutting and downsizing measures.

Number of staff: 7
FAST FACTSFRONTLINE HOSPITALITY
SYDNEY
The hospitality industry in Sydney has expanded in the last 12
months, with a shift towards more “approachable” food rather
than fine dining.
We are currently experiencing a shortage of skilled candidates,
which has been challenging as we are required to mine through
data and spend more time searching than in the past.
{ Don’t miss out on the best by offering a low salary!
A common issue that we have experienced is that many
businesses are not prepared to meet the market in terms of
salary and when we do find someone who fits the brief, the
good candidate will turn down the offer as they have their pick
of the jobs out there.
We are finding the it is becoming more necessary for us to
educate our clients that they need to be offering competitive
salaries, and how this investment for their business will pay off
in the long-term.
Hospitality employers also need to be prepared to be flexible
when reviewing current market trends, such as the significance
that has been placed on company culture, benefits and lifestyle
expectations.
{ The importance of understanding the local market
Over the past year, we have seen a number of new players
enter the industry who are committed to understanding the
unique needs of the Sydney market. With this comes a better
understanding of their customers, and a great reputation across
the industry - which can be a key decision factor for candidates
when they are deciding whether to accept an offer.
The market continues to be highly competitive, and with the
rise of salaries across the state - particularly for Chefs - it has
become more important for employers to meet the market and
attract those top performers to their businesses.
We have also noticed that this competitive market has resulted
in many businesses recognising their current teams, which is
great for the industry as a whole.
THE ROLES WE PLACE:
CHEF - HEAD
HOTEL $70K - $90K
PUB $75K - $90K
CHEF - SOUS
HOTEL $60K - $70K
PUB $65K - $70K
CHEF - DE PARTIE
HOTEL $55K
PUB $55K - $63K
CHEF - COMMIS
HOTEL $45K - $50K
PUB $50K

Frontline Hospitality Sydney
Level 11/ 70 Pitt Street,
Sydney 2000
P: +61 2 9231 0011
F: +61 2 8016 5490
sydney@frontlinehospitality.com.au
CONTACT
STEPHEN MCGUIRE
AGENCY OWNER
{ Always remember, this is the hospitality industry!
most important thing that you can do is to move faster
once you have decided to offer the role to a candidate.
Make sure that your deadlines and salary offerings are
realistic and meet the current market, and be prepared to
act quickly when you come across good talent.
As a candidate in the market, you need to make sure that
your view of the industry and the conditions are realistic.
While it’s acceptable to want balance, it’s important to
remember that this is the hospitality industry, and it’s
unlikely that you will be able to have time off during crucial
money making times - such as school and public holidays.
{ Competitive market set to increase in next year
We expect that in the next 12 months, we will continue to
see a candidate short market in Sydney. With the opening
of multiple new restaurants in Barangaroo, coupled with
new hotels and the Convention Centre, this could add
several thousands of jobs in the upcoming year that will
be hard to fill with our current pool of candidates.
This influx of jobs available will add to an already
competitive market, and may lead to a raise in the starting
salary in many brackets, especially in the Chef area. As an
employer, the best way to prepare for this shortage will be
to review if your business is able to provide sponsorship
and be available to some of the inbound professionals.

Number of staff: 3
FAST FACTS
AUCKLAND
The Auckland market remains candidate short especially at
the middle to upper management level. The largest demand is
currently for Duty Managers, CDP and Sous Chefs.
Most hospitality clients face high staff turnover due to salaries
being offered below market trend and the offer of better working
conditions. Head hunting is also at an all time high, and this has
been extremely frustrating for most businesses.
{ Candidates becoming more selective about their needs
We have noticed that there are high job volumes being advertised
on the job boards, but no qualified candidates to fill the roles as
most skilled candidates are travelling overseas for better pay
and opportunities. The best way to operate in this market is to
search for your staff carefully and ensure that you are offering
competitive salaries and attractive working conditions - including
flexible working arrangements for experienced candidates.
Due to the shortage of candidates in the market, job seekers
have started to become more selective about their needs and
the type of position they will consider. Most candidates want
to stay close to home, as they are concerned about time spent
travelling and in traffic.
{ Employers need to meet the market with salaries
We have also noticed that many hospitality employers are not
flexible on salaries and are taking too long to make decisions
- which unfortunately leads to them missing out on the best
candidates. Skilled job seekers have a number of options
available to them, and are happy to hold out for a competitive
salary, attractive working conditions, and career progression
opportunities.
The hospitality market in Auckland is booming with tourism,
and we are struggling to keep up with the demand in hotels and
accommodation.
As a result there has been a shift of focus to development and
expansion, with a number of new chains opening in the market,
and a few big groups expanding into the QSR or retail trade.
THE ROLES WE PLACE:
CHEF - EXECUTIVE
PUB $90K - $110K
CHEF - HEAD
PUB $60K - $65K
CHEF - SOUS
HOTEL $48K - $55K
PUB $48K - $55K
CHEF - DE PARTIE
HOTEL $38K - $45K
PUB $38K - $48K
GENERAL MANAGER
PUB $55K - $65K
GENERAL MANAGER
PUB $45K - $50K

Frontline Hospitality Auckland
DLA Piper Tower
Level 5, 205 Queen Street
Auckland 1010
P: + 64 9 557 0616
F: + 64 9 379 5853
auckland@frontlinehospitality.co.nz
CONTACT
MANDY JACOBSON
AGENCY MANAGER
{ Shortage of management candidates
Another concerning trend is that many skilled candidates
at the lower to middle level are leaving the industry to
pursue other opportunities, and experienced managers
are considering a change of career for a more attractive
lifestyle and work/life balance. This is making it particularly
difficult to source candidates for middle to upper
management roles, and many businesses are choosing to
promote internally to fill in the gaps at this level, but often
these candidates do not have the necessary management
skills and require significant training.
{ Be realistic about what you’re looking for
most important thing that you can do is to act with a sense
of urgency and communicate effectively about what you
are actually looking for from your new staff member.
As a candidate in the market, you need to be more flexible
in regards to the location of the role on offer, and ensure
that you are available to coordinate interview times.
In the next 12 months, we expect to see a number of
new hotel developments which will create a number of
job opportunities - but in turn will also put pressure on a
market that is already experiencing a candidate shortage.
As the shortage continues, candidates will continue to
dictate the market and clients will need to start investing
in training their current staff to fill any gaps in their teams.

SALARY COMPARISON TABLES
AUSTRALIA - NSW, VIC & ACT
RESTAURANT, RESTAURANT (CHEFS HAT) & VENUE / BAR
NSW VIC ACT
RESTAURANT
Chef - Commis $50K - $55K $47K - $50K $50K - $55K
Chef - de Partie $55K - $63K $50K - $55K $55K - $63K
Chef - Sous $65K - $75K $55K - $65K $65K - $75K
Chef - Head $75K - $90K $65K - $80K $75K - $90K
Chef - Executive $75K - $110K $80K - $120K $75K - $110K
Chef - Pastry $60K - $65K $55K - $60K $60K - $65K
Supervisor $50K - $55K $45K - $48K $50K - $55K
Bar Manager $55K - $65K $50K - $60K $55K - $65K
Assistant Manager $60K - $70K $55K - $65K $60K - $70K
Manager $70K - $90K $65K - $80K $70K - $90K
RESTAURANT (CHEFS HAT)
Chef - Commis $50K $45K - $48K $50K
Chef - Sous $65K - $75K $58K - $65K $65K - $75K
Chef - Head $80K - $110K $65K - $85K $80K - $110K
Shift Supervisor $50K - $55K $50K - $55K $50K - $55K
Manager $75K - $100K $65K - $85K $75K - $100K
Sommelier $65K - $75K $55K - $70K $65K - $75K
Reservations Manager $55K - $60K $55K - $65K $55K - $60K
VENUE / BAR
Duty Manager $55K - $60K $48K - $55K $55K - $60K
Operations Manager $65K - $75K $55K - $70K $65K - $75K
Manager $65K - $75K $65K - $85K $65K - $75K
Functions Manager $55K - $65K $55K - $60K $55K - $65K
BDM $60K $60K - $70K $60K

HOTEL
NSW VIC ACT
HOTEL
Breakfast Commis $45K - $50K $48K - $50K $45K - $50K
Chef - Breakfast $50K $50K - $60K $50K
Chef - Apprentice $38K AWARD $38K
Chef - Commis $45K - $50K $48K - $50K $45K - $50K
Chef - Demi $50K - $54K $48K - $55K $50K - $54K
Chef - de Partie $55K $50K - $55K $55K
Chef - Sous $60K - $70K $55K - $65K $60K - $70K
Chef - Head $70K - $90K $75K - $90K $70K - $90K
Chef - de Cuisine $70K - $90K $80K - $100K $70K - $90K
Chef - Executive Sous $70K - $80K $70K - $80K $70K - $80K
Chef - Pastry $60K $55K - $60K $60K
Shift Supervisor $45K - $50K $45K - $50K $45K - $50K
Duty Manager $50K $48K - $52K $50K
Front Office Manager $65K $55K - $65K $65K
Guest Services Manager $55K $55K - $65K $55K
HR Manager $70K - $100K $65K - $80K $70K - $100K
F&B Supervisor $45K - $50K $50K - $55K $45K - $50K
Bar Manager $55K - $60K $50K - $55K $55K - $60K
F&B Manager $70K - $85K $65K - $80K $70K - $85K
Event Manager $55K - $60K $60K - $65K $55K - $60K
Conference & Events
Sales Executive
$65K - $75K $70K - $80K $65K - $75K

REGISTERED CLUB, PUB & QSR / CAFÉ
NSW VIC ACT
REGISTERED CLUB
Cook/Chef $53K $45K - $48K $53K
Chef - Demi $54K $48K - $52K $54K
Chef - Sous $65K - $75K $55K - $65K $65K - $75K
Chef - Head $75K - $100K $65K - $80K $75K - $100K
Bistro Manager $60K - $65K $55K - $60K $60K - $65K
PUB
Chef - Commis $50K $45K - $48K $50K
Chef - Demi $50K - $54K $45K - $50K $50K - $54K
Chef - Sous $65K - $70K $55K - $60K $65K - $70K
Chef - Head $75K - $90K $65K - $80K $75K - $90K
Chef - Executive Group $120K - $140K $75K - $100K $120K - $140K
Supervisor $50K - $55K $47K - $50K $50K - $55K
Duty Manager $55K - $60K $55K - $60K $55K - $60K
2IC / Operations Manager $65K - $75K $60K - $70K $65K - $75K
Event Coordinator $55K $48K - $55K $55K
Functions Manager $55K - $65K $55K - $65K $55K - $65K
QSR / CAFÉ
Barista $44K - $48K $45K - $48K $44K - $48K
Shift Supervisor $45K $45K - $48K $45K
Manager $55K - $65K $55K - $75K $55K - $65K
Area Manager $70K - $90K $75K - $90K $70K - $90K

EVENTS/CATERING/FUNCTIONS & EXECUTIVE ROLES
NSW VIC ACT
EVENTS / CATERING / FUNCTIONS
Chef - Sous $65K - $75K $55K - $65K $65K - $75K
Chef - Head $85K - $110K $65K - $80K $85K - $110K
Event Manager $60K - $75K $60K - $70K $60K - $75K
Event Coordinator $55K - $70K $50K - $55K $55K - $70K
Functions Coordinator $50K - $60K $47K - $52K $50K - $60K
Events Sales Executive $60K - $80K $65K - $80K $60K - $80K
EXECUTIVE ROLES
General Manager $80K - $115K $70K - $120K $80K - $115K
Group BDM $70K - $90K $70K - $80K $70K - $90K
Group Venue Manager $110K - $140K $90K - 140K $110K - $140K
Marketing Manager $65K - $75K $55K - $60K $65K - $75K
Operations Manager $75K - $120K $70K - $85K $75K - $120K
Group Operations
Manager
$100K - $140K $80K - $130K $100K - $140K

AUSTRALIA - QLD, NT, WA & SA
RESTAURANT, RESTAURANT (CHEFS HAT) & VENUE / BAR
QLD NT WA SA
RESTAURANT
Chef - Commis $45K - $48K $48K + $40K - $45K $45K - $48K
Chef - de Partie $50K - $58K $56K + $50K - $55K $50K - $58K
Chef - Sous $55K - $65K $62K - $65K $65K - $75K $55K - $65K
Chef - Head $65K + $70K + $80K - $95K $65K +
Chef - Executive $70K - $75K $70K - $80K $95K - $110K $70K - $75K
Chef - Pastry $60K - $65K $65K - $70K $75K - $85K $60K - $65K
Supervisor $48K - $55K $48K - $55K $50K - $55K $48K - $55K
Bar Manager $50K - $55K $50K - $55K $55K - $60K $50K - $55K
Assistant Manager $55K + $55K + $50K - $55K $55K +
Manager $55K - $65K $60K - $65K $60K - $70K $55K - $65K
Chef - Commis $45K - $48K $45K - $48K $40K - $45K $45K - $48K
Chef - de Partie $50K - $58K $45K - $50K $52K - $55K $50K - $58K
Chef - Head $65K + $70K $85K - $100K $65K +
Shift Supervisor $50K - $55K $50K - $55K $55K - $65K $50K - $55K
Assistant Manager $55K - $60K $55K - $60K $50K - $60K $55K - $60K
Sommelier $60K + $60K + $75K - $85K $60K +
Reservations Manager $55K - $65K $55K - $65K $50K - $55K $55K - $65K
VENUE / BAR
Duty Manager $55K $55K $55K - $60K $55K
Operations Manager $70K + $70K + $80K - $90K $70K +
Functions Manager $60K + $60K + $70K - $80K $60K +
BDM $80K - $90K $80K - $90K $70K - $80K $80K - $90K

HOTEL
QLD NT WA SA
HOTEL
Breakfast Commis $42K - $45K $42K - $45K $40K - $45K $42K - $45K
Chef - Breakfast $45K $45K $60K - $65K $45K
Chef - Apprentice AWARD AWARD $35K - $40K AWARD
Chef - Commis $48K - $50K $48K + $40K - $45K $48K +
Chef - Demi $48K - $50K $48K - $50K $45K - $48K $48K - $50K
Chef - Head $65K - $75K $75K - $85K $75K - $95K $65K - $75K
Chef - de Cuisine $60K - $70K $60K - $70K $85K - $95K $60K - $70K
Chef - Executive Sous $85K - $90K $80K - $90K $75K - $85K $70K - $80K
Shift Supervisor $45K - $48K $45K - $48K $45K - $50K $45K - $48K
Duty Manager $50K - $55K $50K - $55K $50K - $55K $50K - $55K
Front Office Manager $60K - $65K $55K - $65K $60K - $65K $55K - $65K
Guest Services Manager $55K - $60K $55K - $60K $60K - $65K $55K - $60K
HR Manager $65K - $80K $65K - $80K $85K - $100K $65K - $80K
F&B Supervisor $45K - $50K $46K - $50K $45K - $50K $46K - $50K
Bar Manager $48K - $50K $48K - $50K $65K - $75K $48K - $50K
F&B Manager $60K - $70K $60K - $70K $75K - $95K $60K - $70K
Event Manager $60K - $70K $60K - $70K $65K - $75K $60K - $70K
Conference & Events
Sales Executive
$60K - $70K $60K - $70K $65K - $80K $60K - $70K

REGISTERED CLUB, PUB & QSR / CAFÉ
QLD NT WA SA
REGISTERED CLUB
Cook/Chef $45K - $50K $47K $45K - $50K $45K - $47K
Bistro Manager $50K - $55K $50K - $55K $55K - $60K $50K - $55K
PUB
Chef - Commis $45K - $49K $45K - $49K $40K - $45K $45K - $49K
Chef - Executive Group $100K + $100K + $95K - $120K $100K +
Supervisor $48K - $50K $48K - $50K $45K - $50K $48K - $50K
Duty Manager $55K $55K $55K - $60K $55K
2IC / Operations Manager $75K + $75K + $65K - $70K $75K +
Event Coordinator $50K - $55K $50K - $55K $50K - $55K $50K - $55K
Functions Manager $60K + $60K + $60K - $65K $60K +
QSR / CAFÉ
Barista $40K - $45K $40K - $45K $45K - $55K $40K - $45K
Shift Supervisor $45K - $48K $45K + $40K - $50K $45K +
Manager $55K - $60K $55K - $58K $58K - $65K $55K +
Area Manager $100K - $120K $80K + $80K - $100K $80K +

EVENTS/CATERING/FUNCTIONS & EXECUTIVE ROLES
QLD NT WA SA
Chef - Sous $60K + $60K + $60K - $70K $60K +
Chef - Head $65K + $65K + $80K - $100K $65K +
Chef - Executive $70K + $70K + $90K - $120K $70K +
Chef - Pastry $65K + $65K + $75K - $85K $65K +
Event Manager $55K - $60K $55K - $60K $65K - $70K $55K - $60K
Event Coordinator $55K + $55K + $55K - $65K $55K +
Functions Coordinator $55K + $55K + $55K - $65K $55K +
Events Sales Executive $55K - $65K $55K - $65K $65K - $75K $55K - $65K
EXECUTIVE ROLES
General Manager $65K - $90K $65K - $90K $80K - $110K $65K - $90K
Group BDM $75K + $75K + $85K - $100K $75K +
Group Venue Manager $60K - $65K $60K - $65K $75K - $85K $60K - $65K
Marketing Manager $65K - $100 $65K - $100 $75K - $95K $65K - $100
Operations Manager $70K - $100K $70K - $100K $85K - $110K $70K - $100K
Group Operations
Manager
$80K + $80K + $100 - $150K $80K +

NEW ZEALAND
ALL INDUSTRIES
NZ
PUB
Chef - de Partie $38K - $48K
Chef - Sous $48K - $55K
Chef - Head $60K - $65K
Chef - Executive Group $90K - $110K
Duty Manager $45K - $50K
Assistant Manager $45K - $50K
General Manager / Licensee $55K - $65K
QSR / CAFÉ
Manager $45K - $50K
Area Manager $55K - $70K
Chef - Head $60k - $75k
Conference & Events Sales
Executive
$45K - $55K
EXECUTIVE ROLES
Group HR Manager $65K - $80K
Group Operations Manager $80K - $110K
National Operations Manager $100K - $120K
Group General Manager $80K - $120K
NZ
RESTAURANT
Chef - Executive $70K - $90K
Chef - Pastry $50K - $55K
Bar Manager $45K - $50K
General Manager $60K - $80K
Group Operations Manager $70K - $90K
Sommelier $50K - $60K
VENUE / BAR
Duty Manager $45K - $50K
General Manager $55K - $75K
HOTEL
Chef - de Cuisine $50K - $55K
Front Office Manager $35K - $40K
F&B Supervisor $38K - $42K
Bar Manager $40K - $45K
F&B Manager $50K - $60K

With a huge pool of talent to draw from, you can count on us to give you the best
choice of quality candidates. We handle every aspect of the process, from placing
advertisements to arranging interviews, reference checks and follow-ups. At every
stage we’ll give you honest, realistic advice on the ever-changing talent market. And
we even guarantee our services, so if things don’t work out with a candidate within
the guaranteed period, you can feel secure knowing we’ll find an alternative.
Our goal is to find the person you need, when you need them. As well as looking
at candidates’ experience and skills, Frontline Hospitality is careful to match their
personality and values to your company so we achieve the right cultural fit. We also
pride ourselves on our ethical approach operating with integrity and transparency
- we take this very seriously as it underpins the values of our business.
Need to find talent, fast? Frontline Hospitality is here to help.
As specialists in hospitality recruitment, we understand
the ins and outs of your industry – and we take the time to
understand your specific job requirements too. {
ABOUT FRONTLINE
HOSPITALITY
Frontline Recruitment Group (FRG) was
founded in 1995 by Debbie Davis. As a
mum caring for a young son, she switched
from her former full-time role with a leading
fashion retailer to a part-time one, handling
the brand’s recruitment needs. Over time,
Debbie received recruitment enquiries
from other retailers in NSW, and then
interstate – and so FRG was born.
In the beginning, FRG was operated
exclusively by ex-retailers with young
children who were unable to work
full-time hours. As a home-based
business, candidates were interviewed
in coffee shops, shopping centres and
hotels. Our first offices were in a garden
shed in Sydney, a garage in Melbourne
and a caravan in a front garden in
Brisbane!
THE FRONTLINE
RECRUITMENT STORY

EVIDENCE OF
OUR SUCCESS
In 2015, Frontline Hospitality posted
3,557 job ads with 526 different clients
and placed 533 candidates in roles
ranging from Chefs (all levels) to General
Managers to Conference Coordinators
and Wait Staff. Our dominant advertising
presence, extensive local networks and
large candidate database enable us to
attract more of the best candidates in the
market.
WHAT OUR
CLIENTS SAY
“Dealing with your company makes
our life a lot easier and much more
time efficient.”
Gavin Pitts,
Gracemere Hotel
“I’ve thoroughly enjoyed working
with Frontline Hospitality. They
take the time to understand our
frustrations and are incredibly
empathetic. We have a working
relationship built on integrity, and
that means a great deal when
working with an agency.”
Belinda Dos Santos,
C.inc Hospitality
“Frontline Hospitality was
excellent, they maintained regular
communication to ensure we were
constantly aware of the progress
and also called onto the campus to
ensure their understanding of our
needs was accurate.”
Jos Lamb,
Griffith University Food Services
“Frontline Hospitality has provided
efficient and reliable service. Their
team is focused on what is required
and professionally worked with us
to find the best candidates for our
needs. ”
Bernard Glaude,
Frangos and Frangos
{ The recruitment professionals
of choice. At Frontline Hospitality, our
team is dedicated to helping employers
and candidates connect. With years of
experience and a passion for what we do,
we work hard to find the right candidate
for every role, and vice versa. It all comes
down to understanding what people need,
and giving them the best options possible.
There’s a world of choice out there – we
just help you make the most of it.
{ We know our sector inside out.
We’ve chosen to focus purely on the
hospitality market. Over the years, we’ve
developed an intimate understanding of
the industry, so we’re perfectly positioned
to meet your needs. We know how your
world works, and we speak your language.
{ Nothing but honesty. We don’t
believe there’s anything to be gained by
dressing up the truth. So we’re always
100% honest with people, whether it’s
about salary expectations, interview
feedback or the state of the market. We
think you deserve to know the truth and
with us, that’s what you get.
{ Making great matches makes
our day. Our work is all about people
and problem solving. We love getting to
know different individuals, learning what
makes them tick, and figuring out how we
can help. After all, there’s nothing more
satisfying than finding the perfect fit.
{ Ethics are everything. Integrity
may not be a quality you’d immediately
associate with recruitment – but for
us, it’s crucial. We want to build long
term relationships based on trust and
our integrity is central to this goal. As
an example, we have a policy against
poaching; you can rest assured we will
only deal with candidates who approach
us. Yes, the standards we set for
ourselves are high, but we’re determined
to live up to them.
{ Enjoy stress-free searching. Life’s
too short to be stressing over resumes,
references and interviews. At Frontline
Hospitality, we handle all of these details
for you, so you can get on with life as
usual. Communication is open and easy,
and we’re always there when you need
us. So you can relax knowing you’ll get
the result you want, without losing sleep
over it.
{ We’re not just about jobs - we’re
about careers. It matters to us that our
candidates end up in positions where
they can thrive – and this is probably
why so many return to us for help as
their careers progress. We spend plenty
of time getting the right fit, last year over
69% of candidates placed were placed in
a role different to the one they applied to.
We can only do this because we provide
unparalleled choice and because of this,
over their career many candidates return
time and again. This allows us to build
long-term relationships with candidates,
and help them achieve their long-term
goals.
{ Our candidates come guaranteed.
While we’re confident in the people we
put forward, we do know chemistry is
important within the workplace. So, if a
candidate doesn’t work out within the
guarantee period (usually 90 days after
placement), we’re happy to find you an
alternative.
WHY FRONTLINE
HOSPITALITY?
WORK WITH US
– THE HOSPITALITY RECRUITMENT SPECIALISTS –
Visit frontlinehospitality.com.au
for more information.
We also invite you to
connect with us via Linkedin
at linkedin.com/company/
frontline-hospitality-recruitment

www.frontlinehospitality.co.nz
www.frontlinehospitality.com.au

Hospitality Salary guide 2016

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Hospitality Salary guide 2016