We always seek to receive feedback from our clients as soon as possible after your interview. Ideally, we hope they will get back to us on the day of your interview.

However, in practice, this doesn’t always happen. When it doesn’t, we usually wait until the next day before following up with them. If we are unable to speak to the relevant person the next day, we continue our efforts until we do. If after five working days the client or their representatives have not contacted us or remain elusive, we will send them a letter informing them that they are at risk of losing you as a candidate.

The only exception to this default approach is when clients have informed us in advance of special circumstances that may cause delays. In such instances, you can expect us to pass on this information to you ahead of time.

We take this proactive approach because we value and respect the chefs who work through us just as much as we appreciate the business our clients bring to us. We believe compromising on this would put our reputation with the culinary community at risk. Therefore, we willingly decline business from clients who are unwilling to provide timely feedback for our chefs.I applied for a Job. What’s next? .

If you’ve applied for a chef job and your Curriculum Vitae matches the position advertised and aligns with the profile our client is seeking, you can expect to hear from us soon. If you don’t receive a personalized response within a couple of days, it usually means that we have had to prioritize other applications ahead of yours.

Please don’t interpret this as a reflection on the quality of your application.

Clients often approach an agency with specific requirements for a vacancy, which can sometimes be very detailed and restrictive. While we try to encourage clients to consider a wider range of possibilities, ultimately we must follow their instructions and only suggest CVs and candidates who closely match their criteria.

Even if you are not successful with your current application, it is still valuable because we frequently fill positions from our database. By applying to us, you have let us know what type of job you are interested in, making it easier for us to match you with similar roles in the future.

There is no definitive answer to this question, but in our opinion, trying to apply for the same job through multiple chef recruitment agencies will not increase your chances of success. In fact, it may prove to be a disadvantage for you.

As part of our selection process, we are required to ask candidates about the jobs they have recently applied for in order to avoid duplication.

Furthermore, we suggest that if your CV ends up in the hands of an employer more than once, especially if it is through multiple recruitment agencies, it sends the wrong signals and may devalue you as a candidate.

Contingency Chef Recruitment defines the majority of recruitment transactions. A contingency recruiter, or recruitment agency, receives payment only upon the successful placement of a candidate in a job.

TOPCHEFS Careers & Recruitment operates as a contingency recruiter, so we invoice you only if we successfully place a chef with you.

This contrasts with “Retained Recruitment.” In this model, it is customary for the client to pay a percentage of the fee upfront to initiate the search process. Further fees become due upon the submission of an agreed number of Curriculum Vitae, and a final fee is collected when a candidate starts working with the client.

Any fee associated with contingency recruitment belongs to the client and never to the candidate—this ensures that the recruiter works solely for the client.
Fees are typically calculated as a percentage of the candidate’s first-year remuneration.

No, we will never charge a chef for job placement or recruitment services.

On those occasions when we’re placing chefs abroad and working in tandem with accredited  immigration agents, fees may be due to them but only upon a chef receiving both their placement and their visa.

There is not, and there will not be, any fees due from chefs for placement.

When we conduct reference checks on a chef’s former employers, we only do so with the candidate’s prior permission.

If a CV/Resume is submitted with individual referees provided by the candidate, it is assumed that permission has been granted and those referees will likely be contacted.

However, employers themselves may also perform reference checks.

We believe that it is best practice to respond to all applications, and we strive to provide personal responses to applications that align well with the type of opportunities our clients typically offer.

However, we kindly request applicants to understand that we receive an immense volume of CVs each week before hastening to judge our response rate.

To date, we estimate that our response rate surpasses 70%. Occasionally, we’ve found CVs trapped in spam filters, or instances where agents have unintentionally overlooked a CV set aside for later review.

While we are not perfect and are continually working to minimise such incidents, if your situation is particularly urgent, we encourage you to give us a call.

Conversely, if you uploaded your CV rather than applying for a specific vacancy, you will receive a standard acknowledgement of receipt.

In contrast to “Contingency Chef Recruitment,” in retained recruitment, the recruiter or agency is paid for both the process of recruitment and successfully delivering the desired result.
The deal is typically structured in three parts: one-third of the fee upfront, another third upon delivery of an agreed number of suitably qualified candidates’ CVs, and the final third after the successful candidate has begun work.
Retained recruitment is usually reserved for more senior positions and higher salaries.
This fee structure enables recruiters to deploy more manpower and resources to the search process than in contingency recruitment, where all risk is borne by the recruiter.