Preview: Frontline Hospitality Salary Guide and Market Insight Report

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Source: http://www.doksi.net

FRONTLINE
H O S P I TA L I T Y
201 8/201 9

S A L A RY GUIDE
AND MARKET INSIGHT REPORT

HOSPITALITY

Providing you the best choice

Source: http://www.doksi.net

PR OV ID IN G YO U T HE BE ST C H O I C E

2

Source: http://www.doksi.net

W E LCOME TO OUR H EA L

SA
L
A
RY
GUID
W ELC OME
Welcome to the annual Frontline Hospitality
Recruitment Salary Guide for the 2018-19 financial
year! First released in 2008, this guide provides a
comprehensive review of:




Applications per advertisement



Placements from Search vs Advertising

Welcome
to the
annual
Frontline Health Recruitment
• Time from
application
to placement
Guide for the 2017-18 financial year!
• Percentage of Candidates placed in the position
apply for in 2012, this salary guide
Firstthey
released

Current Salaries in the hospitality industry

prov
• Time from Job listing
to placement
comprehensive
review
of the latest recruitment tren
salary
information in the Health Industry in Austra
Once again, the data behind these insights is real and
New
Zealand.
{ it provides actual perspectives on what
verified,
and as such

• Market Insights into recruitment trends specific
to the hospitality industry and
• Hiring and Salary Expectations of Employers in
the hospitality industry

is really happening in the Hospitality Recruitment Market.

We’ve
compiled the information for this guide both from com
If you are involved in recruiting in hospitality or if you are a
who have advertised roles through Frontline Health and candida
candidate these insights will help give you an understanding
have been placed.

SALARY GUIDE

of how the recruitment market is working and what changes
andsalary
trendsfigures
are happening
now.
Hospitality
The
are based
onFrontline
actual base
salaries for candida
updates
these
“market
insights”
annually
and
releases
them
have been placed during the past 12 months, and
candidate’s
each
month,
so
we
use
the
Salary
guide
as
a
vehicle
to Health.
in their position prior to being interviewed by Frontline
consolidate and present these in one place.

Unlike many other Salary guides that are based on
surveys which ask participants to disclose their salary,
the salary figures in this guide are based on:
• Actual base salaries of candidates who have been
placed by Frontline Hospitality during the past 12
months, and
• Candidate’s salaries which have been verified in the
position they held prior to being placed Frontline
Hospitality.

This year we have also conducted an extensive survey of he
We have also
included commentary
from each
ourout more ab
employers
in Australia
and New Zealand,
to of
find
Frontline
Agency Owners,
who next
have looked
hiring
andHospitality
salary expectations
for the
year. The results
at
the
challenges,
trends
and
predictions
for
candidates
survey can be found on the next three pages
in our ‘State of th
and recruiters
Market’
report. in their various markets.

So, you can be confident the figures in this guide are
authentic and very much up to date.

We hope that you enjoy this year’s salary guide, and as alw
H I R I N G A N D S A L A R Y E X P E C TAT I O N S
welcome any feedback.
Finally, this year we have also conducted an extensive
survey of over 250 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 also be found in our ‘State of the Market’ report.

MARKET INSIGHTS
Throughout this guide we have also included many
“market insights” specific to the Australian and New
Zealand hospitality Industries. These “market insights”
include information such as:

We hope that you enjoy this year’s salary guide, and as
always, we, welcome any feedback.

• Average time spent in roles in comparison to
previous years


Peter Davis
Managing Director

Average number of applications sent by a candidate

Peter
Davis
Frontline
Recruitment Group

• Percentage of candidates interviewed that are placed

Managing Director

3

Source: http://www.doksi.net

MARKET
INSIGHTS &
STATE OF THE
MARKET REPORT
B Y CO U N T R Y
890,800

Based on the latest
data pulled directly
from our candidate
database, as well
as results from an
external survey,
we present a range
of snapshots of
candidate behaviour
and recruitment
trends.

B Y S TAT E
3 74 , 9 0 0 *

Workforce
employed in
Hospitality
May 2018

*Figure represents the Retail Trade & Accommodation
and Food Service Industry in New Zealand

New South Wales
Victoria
Queensland
South Australia
Western Australia
Northern Territory
Tasmania
Australian Capital Territory

2 74 , 6 0 0
235,200
1 8 2 ,1 0 0
55,000
9 8 ,1 0 0
9,500
18,600
1 7,7 0 0

Source: Australian Bureau of Statistics and New Zealand Ministry of Business, Innovation & Employment

35
30
25
20

Average number
of days from
application
to placement
continues to
increase

15
10
5
0
2008

2009

2010

2011

22
Up to $50k

2013

2014

2015

2016

26

D AY S

Days from
job listing to
placement by
salary bracket

2012

D AY S

$50k–$70k

29

$70k–$100k

$100k+

26

D AY S

D AY S

4

2017

2018

Source: http://www.doksi.net

27%

Who did we
place more of:
new candidates,
or known
candidates?

not previously
on Frontline
database

7 3%

already on
Frontline
database

• 73% of the
candidates placed
were already on our
database
• The average amount
of time on the
database was
3 years
• We even had one
candidate who had
been on the database
for 14.1 years!

17%

of candidates
were placed in
the position they
applied for

Now more than
ever, the job you
first apply for isn’t
necessarily the job
you start.

Ads vs search:
which results
in the most
placements?

• The figures show that
once a candidate
is on our database,
even if they miss
out on the role
they first apply for,
the overwhelming
majority land a
subsequent role

8 3%

of candidates were
placed via search
or in alternate
positions

3 9. 8 %

ad response

6 0. 2 %
search

5

• Because of the
exceptional reach of
our database, most
of our placements
were of candidates
who were already
registered and
matched the role
criteria

Source: http://www.doksi.net

Head Chef

3 5. 3%

Sous Chef 3 2 .7 %
Chef de Partie

What are the
hardest roles
to fill in the
Hospitality
industry?

2IC / Operations Manager 23 .7 %
Duty Manager 2 0. 5%
Bar Manager 19.9 %

% of respondents
who named this role
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as the hardest to fill

Forecast employee
salary increases over
the next 12 months

19.1%

31 .6 %

2 2 .0 %

Yes, all my
employees
will receive
the same %
increases

Yes, but
it will vary
according to
performance

Yes, but
only my best
performing
employees

What do you think are
the top key reasons
employees are likely
to leave a job?

2 7. 2 %
No
forecast
salary
increases

At what stage do you
generally discuss
salary during the
interview process?

40.5%
During the
application
process or
first interview

3 2 .0 %

2 0 .7 %
Second or
subsequent
interviews

3 5 .1 %
Final
interview or
offer stage

1

Further career
advancement

2

Higher remuneration (including
salary, bonus and benefits)

3

Better work-life balance

4

Dissatisfaction with company,
role or employer

5

Better location

7 5.9 %

6 9.6 %

5 2 .7 %

51 . 8 %

1.8%
Never

6

3 6.6 %

Source: http://www.doksi.net

Over the next 12 months,
Hospitality Employers
predict their staff levels to...
Increase full-time staff

3 6. 4%

Increase part-time staff

1. Measurable results

What are the
top 5 factors
Hospitality
Employers
review before
offering a salary
increase?

2. Professional conduct
3. Company loyalty
4. Taking on extra tasks
5. Time since last payrise

24 . 2 %

Increase casual staff

2 9.7 %

Remain the same

What factors do Retail
Employers expect to
impact salary levels in the
next 12 months?

3 3 .9 %

Decrease

3 .6 %

Individual, team or company performance

5 9.1%

Other

0.6 %

Minimum Wage / Award changes

4 5.9 %

Domestic economic conditions

21.2%

Do Hospitality Employers
offer salary packages or
fringe benefits to their
employees?

Inflation
Competition

1 7. 5%

Global economic conditions

5. 8 %

6 8 .9 %
No

19 %

31 . 2 %

Don’t expect any factors to impact

Yes

5. 8 %

4 4 .9 %
Word of
mouth

3 5. 2 %

Where do
Hospitality
Employers
advertise their
vacancies?

Company
website

77%

Online job
boards

2 . 4%
Other

2 6.7 %

Advertise
internally

4 3%

Social
media

14 .6 %

4.2%

Employee
referral
program

Recruitment
agencies

7

Source: http://www.doksi.net

Hot air ballooning near
Black Mountain,
Canberra ACT

FRONTLINE
H O S P I TA L I T Y

AC T & S OU T HERN NSW
E D E N MO R R I S AG E NC Y OW N E R

W

hat has changed in the ACT & Southern
NSW market in the last 12 months?

Being such a transient town it is getting harder to keep
staff from job-hopping around Canberra.

Over the last twelve months we have witnessed
the candidate market in Canberra tighten further with
many new venues opening. The Kingston foreshore
continues to expand, along with the revitalisation of
Braddon and some amazing additions to the City
Centre. The light rail project that began earlier in the
year has made Northbourne Avenue change drastically
and no doubt we will see some exciting redevelopment
in the retail and hospitality space along the corridor
over the coming years.

We have seen a growth of unskilled workers moving into

What are some challenges that you are
experiencing in Canberra?

new opportunities in the market.

Canberra has always had a shortage of qualified skilled
labour.

the skilled labour our clients are after due to the skill

Canberra which is making it harder for new Hospitality
businesses to keep high standards without outlaying
large investments on staff training and upskilling.

What is the best way to manage these challenges
as a recruiter?
We need to constantly be in touch with candidates to
know when they are thinking of a change or are open to

We are also having to search far abroad of ACT to find
shortage in Canberra and Southern NSW.

8

Source: http://www.doksi.net

Is there anything that has had a positive impact on
the Canberra market in the past 12 months?

What is the most important thing that candidates
can do to secure a new position?

There has been a strong growth in new business in
Canberra over the last 12 months. This is creating more
jobs and also more choice for consumers. This can be
seen as a positive in the employment market but can
also have the opposite affect on finding the right staff
for all the new businesses that are opening.

Candidates need to make sure they are keeping their
profile or CV up to date on social media. A trend we are
seeing is that more and more employers are looking
at candidates profiles on social media and this can
sometimes give a false representation of the candidate.
We are reminding candidates to always research the
business they are interviewing with as this shows
initiative and how serious you are about your interview.
Always be honest with your employer regarding
your employment history, as well as having genuine
references available is a great start.

What trends have you seen in the hospitality
industry in the last 12 months?
There has been a move away from candidates looking
for Visa sponsorship as the laws and rules are
constantly changing. Businesses are also structuring
their venues to be able to use less skilled staff to still
have the same results. This can be seen across the
board with most venues offering QSR style food.

How do you think the market will change in the next
12 months?
I think we will start to see some Canberra operators
closing due to over supply.

More technology is entering businesses, which is
helping with stock control and also accuracy with meals
and dietary requirements.

This will have two affects on the market.
1. There will be more candidates looking for work

What is the most important thing that clients can
do to secure quality talent?

2. The remaining businesses will need to make sure
that they have the best service and products on offer to
secure their market share.

There is always a tough balance for clients when it
comes to looking after staff and having a high retention
rate. The biggest thing we see candidates moving on
from is over promising and under delivering. Candidates
work hard and put a lot of trust in their employer to do
the same.

Businesses will need to be constantly adapting to
changes and trends in the market place. This will keep
their business fresh and show consumers they listen
to what people are asking for. We will see more social
media advertising coming at us as this is the new
platform for business and advertising. Being proactive
with social media and structuring your business to
able to take advantage of market trends will be hugely
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important. {

We constantly hear of candidates that are finding it too
hard to keep up the 50 to 60 hour weeks that some
operators have, so offering simple things like having
set rosters and fair hours of work will help. Making sure
that staff have 2 consecutive days off is such a simple
thing that people want as the start of a genuine work life
balance.
Investing back into your staff is also something that
candidates seem to ask for. It could be as simple as a
monthly staff meeting with a new product presentation
or an expert in the local industry talking to staff.

CO N TAC T
Frontline Hospitality ACT & Southern NSW
The Mezzanine

C A N D I DAT E S WO R K H A R D A N D
PUT A LOT OF TRUST IN THEIR
E M P L OY E R T O D O T H E S A M E .

64 Northbourne Ave Canberra ACT 2600
P: +61 2 6230 1170
canberra@frontlinehospitality.com.au

9

Source: http://www.doksi.net

Story Bridge crossing
the Brisbane River QLD

FRONTLINE
H O S P I TA L I T Y

BRISB A NE
P I A M A N WA R I NG AG E NC Y OW N E R

W

of top talent for employers within very short time

hat has changed in the Brisbane market in
the last 12 months?

frames. Employers seeking qualified applicants found
that only 27 per cent of the applicants that applied for

Never has there been a more exciting time
for Brisbane! Poised as one of Australia’s fastest
growing leisure destinations, we saw a year of strong
business confidence with clients investing, growing
and expanding into our market. We had nine new hotels
open their doors in the past 18 months and six stunning
properties to be completed by the end of 2018 and
a strong outlook of growth planned over the next 5
years, Queen’s Wharf, Howard Smith Wharves and the
proposed Brisbane Line.

the position were qualified for the position. What we
envision looking ahead with the large scale projects is
our industry will face a crisis within the next two years,
it is estimated about 9,000 jobs will be need to be filled
by 2020.

What is the best way to manage these challenges
as a recruiter?
At Frontline Hospitality we’ve had to adapt to the

What are some challenges that you are
experiencing in Brisbane?

insurgence in opportunity and we are pro-active rather

With the rapid growth this year, it certainly is becoming
harder for our recruitment consultants to source choice

quickly and efficiently. When the market has more

than reactive. We are ensuring our database is up to
date with candidates ready to move for opportunities
opportunities than qualified applicants, clients really

10

Source: http://www.doksi.net

process. Right now even before the boom, highly

What is the most important thing that candidates
can do to secure a new position?

hours.

Given the conditions of the current job market,

Is there anything that has had a positive impact on
your market in the past 12 months?

be both a blessing and a curse. Take the stress out of

do need to move efficiently through the recruitment
sought after applicants are off the market within 24

candidates will be faced with endless choice which will
finding a new career and partner with an agency that

will take the time to understand your motivations and

With the explosion of food and beverage focused

seek out the best opportunity for you.

venues the hospitality sector is fiercely competitive
Brisbane. The W Hotel opening in Brisbane as the first 5

How do you think the market will change in the next
12 months?

lot of excitement!

The forecast ahead for our market is just too exciting for

What trends have you seen in the hospitality
industry in the last 12 months?

two years is going to certainly create high demand for

which has changed the dining landscape within

star hotel to open in the last 20 years has also created a

our Industry. The rapid growth we will see in the next

top talent; it will become a lot harder for employers to

find staff and also retain due to the volume of positions

There’s no denying that social media platforms has

these new ventures will create.

exploded in our industry, especially Instagram which

menu items for their Insta-worthiness. Social media

What impact do you think these changes will have
on your market and what is the best way to deal
with them?

venues and menus than ever before. We have seen a

This market will propel clients to be more stringent

ordering with UberEats being a game changer,

become a little more creative in their job offerings to

by 2% this year, not only increasing sales but also

conscious of the changing landscape and have already

has become very influential and very cost effective

for operators. Savvy operators are purposely creating
is giving consumers access to information on more
real shift towards technology advances from online

in their recruitment process and they will have to

suspected to have increased revenue in restaurant

set themselves apart from the rest. Our team are very

attracting new customers and awareness.

adapted to ensure clients are informed of the economic
conditions, state of the market, future predictions and

time frames for the hiring process that you will embark
upon to mitigate any issues. Due to the abundant

NEVER HAS THERE BEEN A MORE

choice in the market for candidates, partnering with an
agency will ensure you will only meet with clients that

EXCITING TIME FOR BRISBANE!

meet you needs. {

What is the most important thing that clients can
do to secure quality talent?
If you are an employer looking for top talent within

CO N TAC T

this strong growth period, we recommend that you

do plan in advance and don’t leave recruitment to the

Frontline Hospitality Brisbane

last minute. Take the time to plan and prepare realistic

Christie Corporate Building Suite 9,

time frames and partner with a specialist agency. Trust

Level 3, 320 Adelaide Street

in your recruitment consultant, spend time with them
so they really understand your business, so they can

Brisbane QLD 4000

you abreast of the market and future top talent before

brisbane@frontlinehospitality.com.au

P: +61 7 3010 9522

become your brand ambassador and continually keep
your competition.

11

Source: http://www.doksi.net

FRONTLINE
H O S P I TA L I T Y

Federation Square,
Melbourne VIC
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MELB OURNE
JA N E R I P P I NG A L E AG E NC Y OW N E R

W

hat has changed in the Melbourne market in
the last 12 months?

This can make the decision process slow and if their

The biggest change I have observed is the

with our agency, we do the due diligence with the client

research is not done effectively can lead to short term

roles and continually rejoining the job market. Working

confidence and growth of the Melbourne market, with

and the candidate to get the best long term job fit for

hospitality groups expanding through opening new

both parties. The best long term option is to ensure the

restaurants, cafés and bars, one owner operators

candidate commits to roles understanding the skills

taking the chance on opening a business, to new

required, the location and the salary package on offer.

accommodation properties and serviced apartments. The

What is the best way to manage these challenges
as a recruiter?

ongoing activity in Melbourne through entertainment and
the arts, to highly attended sporting events, this spells
very exciting times for Melbourne.

As a recruiter we follow our processes to assist the client

What are some challenges that you are
experiencing in Melbourne?

appointing and retaining great staff, through a thorough

interview process, screening and reference checks. The

biggest challenge for employers is the constant push from

The challenges are with the busy job market, candidates

candidates for salary increases, so adding incentives and

have a lot of choice.

bonuses on performance is a great option for both sides.

12

Source: http://www.doksi.net

The candidate also needs to commit to a role, once a

values and previous success, any additional incentives

best efforts forward to succeed in the role for both

path.

and bonuses to make the offer a great long term career

decision has been made to see it through and put their
employer and employee.

How do you think the market will change in the
next 12 months?

CLIENTS NEED TO ENSURE THEY
H AV E A S T R O N G T E A M C U LT U R E
WITHIN THEIR BUSINESS OR
B U S I N E S S E S T O AT T R A C T T H E B E S T
C A N D I DAT E S

This market has continued to show growth, versatility and
variety in all aspects of the hospitality industry over the
past 5 years, and does not look like slowing down. The

opportunities will continue to present themselves and this
will attract better candidates from across Australia and
New Zealand.

T H E B E S T A DV I C E F O R S E C U R I N G
A N E W R O L E , I S T O D O YO U R
RESEARCH

Is there anything that has had a positive impact
on your market in the past 12 months?
The positive aspects of the Melbourne market are

the employers and clients that have confidence in the
market to continue to expand their businesses, open

new opportunities and seek the best staff available to

What impact do you think these changes will
have on your market and what is the best way to
deal with them?

build their success. Melbourne is seen as the Food,

Entertainment and Sporting capital of Australia and this

attracts the best businesses and outlets to our region and
the best staff.

The biggest threat over the next 12 to 18 months will be

What trends have you seen in the hospitality
industry in the last 12 months?

the shortage of chefs at all levels within the industry, the

The trends standing out in the Melbourne market are

candidates for overseas and the clients going through

changes of the visa applications for chefs has added new
restrictions, which has made it even more difficult for the

the growth and expansion of the Casual Dining / Quick

this lengthy process. Encouraging current candidates to

Service Restaurant sector, some of the most successful

take on a chef apprenticeship is a great career choice and

and long term restaurateurs and group hospitality outlet

needs to be offered whenever the opportunity is available

owners have joined this sector very successfully as

for both parties. {

another tier in their portfolios.

What is the most important thing that clients can
do to secure quality talent?
Clients need to ensure they have a strong team culture
within their business or businesses to attract the best

candidates, as it doesn’t need to be only salary focused or

CO N TAC T

style of business that attracts a candidate, as a venue that
is enjoyable to work at each day can be the biggest draw

Frontline Hospitality Melbourne

card.

Unit 4, 15-17 Pakington St
St Kilda VIC 3182

What is the most important thing that candidates
can do to secure a new position?

P: 1300 120 461
melbourne@frontlinehospitality.com.au

For candidates the best advice to secure a new role, is to
do your research, speak to your recruiter for advice and
further information on the long term role, the company

13

Source: http://www.doksi.net

Twilight over
Queenstown,NZ

FRONTLINE
H O S P I TA L I T Y

NE W ZE A L A ND
K I R I H E NA R E AG E NC Y OW N E R

W



hat has changed in the New Zealand market
in the last 12 months?

Visa applications getting denied.

• Visa applications taking longer than they use to,
causing stress for both candidates and clients alike.

Visa restrictions have been tightened with visa
applications taking 8-10 weeks instead of the original
4-6 weeks.

• Candidates wanting to relocate out of the cities to
score more points for residency.

There is an extreme shortage of quality chefs in New
Zealand making the recruitment process expensive and
lengthy for the employer.

What is the best way to manage these challenges
as a recruiter?
As a recruiter, you need to make sure you are forging
close relationships with candidates, and gaining
referrals for other candidates.

What are some challenges that you are
experiencing in New Zealand?
Some of the challenges we are experiencing across
New Zealand include:

Clients and companies you are working with need
to have the best in the market employee benefits,
including onsite accommodation and meals. Employee
benefits are very important to retain staff and gain
quality candidate interest

• Finding skilled candidates in this candidate short
market.

14

Source: http://www.doksi.net

Is there anything that has had a positive impact on
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your market in the past 12 months?
Many of New Zealand’s markets are now outperforming
key regions in Australia, with Queenstown and Auckland
ranking first and second respectively in RevPAR growth
over the past 12 months across Australasia. This is
amazing news for the hospitality & tourism industry in
New Zealand!

What trends have you seen in the hospitality
industry in the last 12 months?
Some major trends we have seen in the hospitality
industry include higher salaries, more employee
benefits, and the lowest unemployment rate in New
Zealand in last couple of years.

What is the most important thing that clients can
do to secure quality talent?
Clients need to make sure that they meet the salary
expectations of Visa requirements, and offer employee
benefits including parking, accommodation, meals, etc.
in order to secure and retain quality talent.

What is the most important thing that candidates
can do to secure a new position?
Candidates really need to be honest with recruiters
and future employers about all opportunities they have
applied to, as well as other agencies they are working
with.

How do you think the market will change in the next
12 months?
I am feeling optimistic that there will be a shuffle in jobs
in Auckland and candidates will start to think of their
next steps. {

CO N TAC T
Frontline Hospitality New Zealand
Level 4, 326 Lambton Quay
Wellington Central NZ 6011
P: +61 9 557 0616
P: +64 2 7543 4385
auckland@frontlinehospitality.co.nz

Night view of the Sky Tower,
Auckland NZ

15

Source: http://www.doksi.net

Nobby’s Lighthouse,
Newcastle NSW

FRONTLINE
H O S P I TA L I T Y

N OR T H C OAST NSW
J U L I A L O NG AG E NC Y OW N E R

W

With the further expansion of the industry within the
territory, the skill shortage is becoming even more
apparent. Salary expectations have also increased so
businesses are needing to ensure that they are making an
informed decision when hiring for key positions.

hat has changed in the North Coast NSW
market in the last 12 months?

North Coast NSW has continued to expand and
gentrify. More Sydney hoteliers are expanding into the
area, therefore increasing wage expectations to closer to
a large city standard, yet this opens up opportunity for
employers to breathe fresh talent and new innovation into
their businesses. The draw card for candidates is of course
the cheaper cost of living as house pricing and rents
continue to skyrocket in the larger cities.

What is the best way to manage these challenges as
a recruiter?
As a recruiter for North Coast NSW, I rely on our National
database. For key positions I am increasingly looking
outside of the territory for candidates who are willing to
move for opportunity to work within exciting businesses
and locations as they continue to adapt and gentrify to the
growing population and customer expectation.

What are some challenges that you are
experiencing in North Coast NSW?
The hospitality industry as a whole is at present facing
an image problem – the industry is known for long hours,
weekend work, high stress and high expectations – we
need to attract the best talent in the market and keep them
motivated within our industry by being adaptable and offer
attainable opportunity for progression.

I also really probe candidates for what drives them.
Understanding a candidate’s key drivers and passions for
their future will also allow me to find the right employer for
them long term.

16

Source: http://www.doksi.net

Is there anything that has had a positive impact on
your market in the past 12 months?

Research the industry and be well informed with the
change in trends and customer expectation. Understand
that a clear communication style with business owners
and higher management is the best way to work on your
progression plan and achieving long term goals within a
business.

The increase of cost of living and over crowding of the
larger cities continues to be reported within the media
leading a huge surge of movement to smaller cities
and regional areas. The dream of owning property for
young families and singles is becoming increasingly less
achievable and therefore skilled, standout candidates
are moving up the coast and increasing the skill set and
offering throughout the hospitality industry in the area.

How do you think the market will change in the next
12 months?
The market is in a great position with most employers
seeing an increase in business. The growth amongst the
industry will continue to create further need for skilled
candidates. Consumer confidence is high which not only
creates an upturn in business for the hospitality industry
but also increases candidate’s confidence to entertain
new job opportunities.

What trends have you seen in the hospitality
industry in the last 12 months?
With the industry’s expansion and the population
movement, customers expectations continue to develop
also. Dining options within pubs and clubs are moving to
a more gastro-pub style offering than general pub fare
requiring a higher skilled chef to manage menu creation
and brigade management and training. As the industry
moves from an owner-operator style management
structure to a group style management with publicans
and hoteliers increasing their footprint and ownership to
multiple venues, management candidates are required to
have a larger understanding of the financial workings of a
business. KPI bonuses and accountability are becoming
part of most negotiations for higher positions and a
great opportunity to create long term buy-in from strong,
experienced and skilled candidates.

What impact do you think these changes will have
on your market and what is the best way to deal
with them?
The expansion of the industry will continue and therefore
the need to attract skilled staff to your business has
become even more important. We partner closely with
employers and are not only working on urgent fill roles but
also have our client’s businesses in mind for when we meet
candidates that suit their brand and culture. We continue
to educate national candidates on the real wins of moving
to more regional areas - the opportunity to be an influential
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part of the territory’s gentrification along with the a cheaper
cost of living and more affordable housing has created a
real buzz within our agency and the territory. We can only
expect that the expansion continues and we look forward
to assisting our clients with their recruitment needs during
this very exciting time. {

What is the most important thing that clients can
do to secure quality talent?
In order for businesses to attract the best talent within
the market, salary is not the only driver for candidates.
Flexible working arrangements, opportunity of
progression with clear key performance indicators and
some work/life balance is in some cases more important
to hospitality candidates than salary.
Providing a harmonious work environment with adaptable
conditions is very important. Due to the competitive
market for the best talent in the industry, employers need
to really understand what drives a candidate. Candidates
are more interested in targeting a business/ preferred
employer than sending out multiple applications without
prior research therefore job advertisement applications
are dwindling. It is often challenging to find the talent
that you require to boost your business to new heights
through the conventional channels of job boards and now
we must look at referral based applications and passive
candidates that are not applying to positions but are
happy to hear regarding new opportunity.

CO N TAC T
Frontline Hospitality North Coast NSW
Level 11, 70 Pitt St
Sydney NSW 2000
P: +61 2 8016 5490
northcoastnsw@frontlinehospitality.com.au

What is the most important thing that candidates
can do to secure a new position?

We now also have an agency recruiting for the
Gold Coast & Byron Bay! Contact Julia Long to
discuss all of your recruitment needs.

As a candidate looking for your next position, ensure that
you have a clear understanding of your progression plan
and the style of business that you are interested in.

17

Source: http://www.doksi.net

Elizabeth Quay Bridge,
Perth WA

FRONTLINE
H O S P I TA L I T Y

PER T H
M A R T I N S M I T H AG E NC Y OW N E R

W

hat has changed in the Perth market in the
last 12 months?

What are some challenges that you are
experiencing in Perth?

Unfortunately unemployment is still very high in

As has been the case for many years, there is still a

WA, but the green shoots of economic growth are starting

critical skill shortage of professionally trained hospitality

to show through. We’ve had some amazing new additions

staff from chefs to front of house service staff. This

to the Perth skyline including the 60,000 seat capacity

is particularly evident with the recruitment of trained

Optus Stadium (the home of WA AFL), along with the

hospitality staff for remote locations.

opening of Australia’s largest pub next door, The Camfield.
Several international hotel groups have opened new hotels
including the Westin and Intercontinental along with the

THERE IS STILL A CRITICAL SKILL
S H O R TA G E O F P R O F E S S I O N A L LY
T R A I N E D H O S P I TA L I T Y S TA F F

reopening of the iconic Melbourne Hotel in the Perth CBD.
Direct flights have also started from Qantas flying directly
from Perth to London which should have an ongoing
enormous contribution to visitor numbers in the state.

18

Source: http://www.doksi.net

What is the best way to manage these challenges
as a recruiter?

Ensure your cover letter is written for the job you intend
on applying for adding points about how you can bring
value to their business.

We endeavour to match the correct candidates with

How do you think the market will change in the
next 12 months?

the business to ensure they fit the required skill set
and culture fit. We are lucky to be the first port of call
for Interstate Hospitality candidates looking for a new

Although the economy is starting to improve, we will

position in WA. We always meet with them face-to-face

probably not see an immediate benefit to the hospitality

to explore their background along with their wants and

industry for a year or so as people start to get back on

needs to be able to match them with the perfect job.

their feet again.

Is there anything that has had a positive impact
on your market in the past 12 months?
The State Government has pledged to increase funding

WITH A DROP IN
C U S T OM E R S P E N DI NG
OV E R T H E PA S T F E W
YEARS, BUSINESSES ARE
F IG H T I NG H A R D FO R
C U S T OM E R S

to Tourism WA to back their two-year plan to attract and
retain international visitors to all parts of the state. We
also have several new exciting hotel developments with
Ritz-Carlton due to open a $500m flagship 204 room
hotel at Elizabeth Quay in 2019 along with Doubletree
opening a 206 room hotel in Northbridge and QT
opening a 184 room hotel in 2018.

What trends have you seen in the hospitality
industry in the last 12 months?
What impact do you think these changes will
have on your market and what is the best way to
deal with them?

With a drop in customer spending over the past few
years, businesses are fighting hard for customers with
increased marketing and special price sensitive offers
along with venues offering a distinct point of difference,

We see business continuing to be tough for operators

whether it be a small bar specialising in tequila or a
restaurant offering a unique style of cuisine.

so it’s vitally important to be attracting talented staff to

What is the most important thing that clients can
do to secure quality talent?

accommodation. Quality staff like to be working in quality

retain customers through quality service, cuisine and
businesses. {

With higher unemployment rates, employers obviously
have more choice with the amount of candidates who
apply for positions. Unfortunately the vast majority
are unskilled or inexperienced. This is where a strong
relationship with an experienced recruiter can save
businesses time and money by tapping into their

CO N TAC T

enormous pool of talent sourced throughout the country.

Frontline Hospitality Perth

What is the most important thing that candidates
can do to secure a new position?

38/44 Kings Park Rd West Perth WA 6005
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P: +61 8 6263 4433
perth@frontlinehospitality.com.au

Reliability along with a solid job history, ensure your
resume is factually correct and well presented to catch
the eye of a prospective employer. Always detail your
roles and responsibilities in bullet point form.

19

Source: http://www.doksi.net

Fireworks at the Geelong
Waterfront, VIC

FRONTLINE
H O S P I TA L I T Y

REGION A L V IC TORI A
JA N E R I P P I NG A L E AG E NC Y OW N E R

W

hat has changed in the Regional Victorian
market in the last 12 months?

What are some challenges that you are
experiencing in Regional Victoria?

The continuous expansion of regional epicentres

Changes to the Australian Government’s 457 Visa and
Sponsorship programs have brought a lot of change
to the Regional Victorian workforce; with mandatory
labour market testing, and tighter restrictions on
both candidate and employer changing recruitment
behaviour across the board. With regional metropolis’
on the rise, getting quality candidates to regional and
remote areas is putting pressure on employers to come
to the party on salary, training, and that ever elusive

such as Geelong, Ballarat, and Tasmania, has seen
consistent growth in the Hospitality Industry across
Victoria, with the quality and strength of the region’s
offering on the rise. This has seen an influx of service
driven businesses; and as business booms, so does
competition - driving positive growth and development
across the sector from cafés to hotel chains. With
competition for top talent fierce, and market skewed to

work like balance.

the advantage of candidates who now have a world of

What is the best way to manage these challenges
as a recruiter?

choice outside of Metropolitan Melbourne - the talent
market in Victoria has changed dramatically, and will
continue to do so as Government initiatives begin to

A job rich market in a candidate poor region can be a
tough challenge for any business owner or recruiter,

come into play and the market continues to evolve.

20

Source: http://www.doksi.net

best opportunity. Having an understanding of what you

but a real opportunity exists for business owners to

really showcase their businesses and attract the best

would like to achieve from your next role, and what you

talent as candidates seek transparency and integrity

are (or are not) willing to compromise on, will make it

in businesses where career progression and working

easier for you to choose the best role for you. Keeping

conditions are paramount. As a recruiter, this means

in mind, that particularly in growing Regional areas,

thinking outside the box - training up a junior staff

the value in a particular role may not necessarily be in

member, and planning for progression from within, or

dollars.

seeking an interstate candidate.

How do you think the market will change in the
next 12 months?

Is there anything that has had a positive impact
on your market in the past 12 months?

We are feeling optimistic about the market for the next

Growth in the industry means more jobs than ever

year, as Regional Victoria and Tasmania continue to

before and new openings across the region, from the

gain traction as destinations that can truly compete

Mornington Peninsula to Hobart has seen interest in

with Metropolitan standards and some excellent talent

regional areas continue to grow, particularly in the

following the hype into some of these regions of Victoria

Hotel Sector where nation wide recognition has been

and Tasmania.

booming across the board from best boutique hotel, to

best bar and best large hotel being won by Victoria and

What impact do you think these changes will
have on your market and what is the best way to
deal with them?

Tasmania’s finest.

What trends have you seen in the hospitality
industry in the last 12 months?

Continual growth in the market will result in stronger

As growth in the industry drives competition, the

competition - not just to be the best, but to attract the

changed - with higher expectations from both sides,

fierce competition and some serious results as we

the top role, and top candidates. Technology is making

securing the best of the best. We expect the change in

candidates having opportunity and their fingertips,

continuing in the new financial year - so as recruiters,

behaviour of employer and candidate alike have also

best, so expect this twelve months to produce some

and more pressure than ever to succeed in securing

continue to assist some of the regions prime venues in

a massive impact on the recruitment market, with

candidate behaviour over the last twelve months to be

and more and more passive candidates waiting for

and employers, we need to remain flexible in our

opportunity to come knocking in this candidate short

approach, thinking out side the box, and continuing to

market.

provide opportunity for young hospitality professionals
to drive this change and growth in the business. {

What is the most important thing that clients can
do to secure quality talent?
As candidates continue to seek the best of the best

in venues, it is important for employers to maintain a

transparent approach to recruitment, particularly in a
market where there is more to a venue’s appeal than

the pay check: from training, and growth potential, to

CO N TAC T

their own reputation in the industry. In saying that - a
candidate short market in a job rich industry, could

Frontline Hospitality Regional Victoria

mean that you may need to up the salary to attract

metropolitan professionals to take a tree or sea-change.

Unit 4, 15-17 Pakington St

What is the most important thing that candidates
can do to secure a new position?

P: 1300 120 461

St Kilda VIC 3182
melbourne@frontlinehospitality.com.au

As a candidate, more than ever, it’s important to be

clear and realistic in your approach - while there is a lot
of choice, sometimes the biggest buck may not be the

21

Source: http://www.doksi.net

Rundle Mall,
Adelaide SA

FRONTLINE
H O S P I TA L I T Y

S OU T H AUST R A LI A
P I A M A N WA R I NG AG E NC Y OW N E R

W

partners look beyond their local candidate pool and

hat has changed in the South Australian
market in the last 12 months?
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enjoy the choice of looking outside of their state which
will ultimately give our partner choice.

How exciting it has been for us down in
South Australia, we are proud to say we have been
operating successfully now for the past three years and
experienced another year of growth with our partners.

Our Industry across Australia has predicted
unprecedented growth, and with rapid growth comes
many challenges, one being the ability to source and
secure top talent.

We saw a year of strong business confidence with
clients investing, growing and expanding into our
market which created an amazing buzz amongst our
state of world class food and wine, festivals and natural
wonders.

OU R I N DU S T R Y AC R O S S
AU S T R A L I A H A S P R E DIC T E D
U N P R E C E N T E D G R OW T H

What are some challenges that you are
experiencing in South Australia?
Due to such a competitive, buoyant market one of the
key challenges we experienced this year is helping our

22

Source: http://www.doksi.net

What is the best way to manage these challenges
as a recruiter?

QUA L I F I E D C A N DI DAT E S
A R E I N H IG H D E M A N D
A N D T H E Y H AV E
C H OIC E U N L I K E E V E R
B E FO R E .

In this market we are going to experience a large skill
and candidate shortage like never before, we are feeling
it slightly now but are going to really feel the pinch over
the next two years.
Partnering with a national recruitment agency that has
local and metro agencies across the country will ensure
that you will be able to meet the right talent pool for
your opportunity.

How do you think the market will change in the
next 12 months?

Frontline Hospitality prides themselves on their
candidate share internal database which means, when

We are feeling very optimistic about the market for the

talent interview in our Melbourne agency they can

next year with recent reports showing an influx of new

be contacted by our Adelaide office with their clients

businesses entering in the market. With this, it is going

opportunities. We have the reach that not many do with

to become more of a challenging market for employers.

gives our clients a competitive advantage from the rest.

What is the most important thing that clients can
do to secure quality talent?

What impact do you think these changes will
have on your market, and what is the best way to
deal with them?

Qualified candidates are in high demand and they have

Not only will this candidate short market provide

choice unlike ever before. Preparation is key to ensure

challenges to fill vacancies within teams, but employers

a smooth recruitment process from start to finish. Once

will also need to focus on retaining their existing

you have met the perfect candidate for your role, it is

employees and stop them from being tempted by the new

our recommendation to make the decision quickly once

job openings.

the recruitment process starts, as talented staff are in

In this market, thinking holistically, offer a competitive

high demand and statistics show on the market for less
than two days.

salary package, as well as clear career pathways and

It’s important to remember that the rest of Australia

development and seek how you can partner with them to

speak to them about their own personal professional

is experiencing a severe candidate shortage and

ensure longevity. {

that while our market in South Australia is somewhat
protected, this will not last forever.

What is the most important thing that candidates
can do to secure a new position?
Partner with a recruitment agency that can help you
sort through the noise in the market. Their are going

CO N TAC T

to be many opportunities available to you and it can
become very overwhelming.

Frontline Hospitality SA & NT
Christie Corporate Building Suite 9,

When you partner with a consultant we get to know
you on a professional and personal level and with

Level 3, 320 Adelaide Street

that knowledge, we will be really able to work closely

Brisbane QLD 4000

in ensuring you are always hear about the best

P: +61 7 3010 9522

opportunities that are inline with what you need and the

darwin@frontlinehospitality.com.au

reasons why you are on the market.

23

Source: http://www.doksi.net

Running at Dawes Point,
Sydney NSW

FRONTLINE
H O S P I TA L I T Y

SY DNE Y
S T E P H E N MCGU I R E AG E NC Y OW N E R

W

What is the best way to manage these challenges
as a recruiter?

hat has changed in the Sydney market in
the last 12 months?

One of the main issues to hit the Sydney and
Australia Hospitality market in the last 12 months has
been the changes to the 457 visa scheme and the effects
on an already tight candidate pool. This has had an
adverse effect on many businesses being able to operate
efficiently and has held many back from expansion plans.

To manage these challenges, we all need to focus our
energies on our relationships and networks, as the job
boards of yesterday no longer hold the key to finding the
best in the market. Many employers are also spending
resources on the implementation of internal training and
development programs and with a focus on lowering
turnover and employee retention.

What are some challenges that you are
experiencing in Sydney?
We, like many others, are facing challenges in candidate
attraction and retention as are our clients. Although at
this time we have higher unemployment, there is a lack
of quality in the market and many more are leaving the
hospitality industry than are entering. This is being even
more highlighted by the low enrolments in apprenticeship
programs in NSW.

M A N Y M O R E A R E L E AV I N G T H E
H O S P I TA L I T Y I N D U S T R Y T H A N
ARE ENTERING...

24

Source: http://www.doksi.net

Is there anything that has had a positive impact
on your market in the past 12 months?

What is the most important thing that candidates
can do to secure a new position?

There have been many positives in the industry in the
last year. The Sydney market has seen a large amount
of new hotel builds, the Barangaroo precinct and the redevelopment of the main foodie hub in Parramatta have all
added to a very buoyant and growth oriented hospitality
market. This is being coupled with many sites being
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taken over by larger hospitality groups with a focus on the
development of new food trends in the market, which has
had a very beneficial effect in the larger dining scene.

Be professional and think of the future, not just the
moment. There are many fantastic opportunities that
are missed by pre-conceptions and not doing ones
homework. The candidate needs to interview the employer
just as much as the other way, so be prepared to ask
questions.

How do you think the market will change in the
next 12 months?
The year ahead looks exciting! There are many projects
and large international players entering the market and this

THERE ARE MANY
PROJECTS AND LARGE
I N T E R NAT IO NA L
P L AY E R S E N T E R I NG
THE MARKET AND THIS
S H OU L D P R OV I D E A
H E A LT H Y COM P E T I T I V E
M A R K E T, O F F E R I NG
MO R E C H OIC E FO R T H E
C A N DI DAT E

should provide a healthy competitive market offering more
choice for the candidate, whilst also providing some well
needed jobs in the market.

What impact do you think these changes in the
next 12 months will have on your market and
what is the best way to deal with them?
I think that these factors are going to add to an already
healthy market. We have been and will continue to work
with our partners to help them develop processes that will
focus on the development of their teams and long term
plans for retention.
While we focus on building our networks in the industry,
we are able to stay ahead of the trend and work with our
clients to ensure that they are able to develop the best

What trends have you seen in the hospitality
industry in the last 12 months?

teams to run smooth and successful businesses. {

There have been many successful trends in the market
over the last year. Most notably are the changes of the
local pub meal scene where there has been a notable
focus on creativity and offer better quality as well as value.
The other trend that has become huge is the growth
of the home delivery market and how this can effect
sales growth of a venue as well as bring to a broader
market. Although there are many positives in offering
this to clients, there is also a financial downside, which is
becoming apparent.

CO N TAC T
Frontline Hospitality Sydney
Level 11, 70 Pitt St

What is the most important thing that clients can
do to secure quality talent?

Sydney NSW 2000
P: +61 2 8016 5490

Be respectful, pay them what they are worth and offer a
balanced roster. The candidates today are much more
savvy and if they are being taken advantage of, they
will leave. Offer them growth, succession plans and
opportunity is the way to maintain and happy team.

sydney@frontlinehospitality.com.au

25

Source: http://www.doksi.net

201 8 –201 9

SALARY COMPARISON TABLES
N S W & AC T
AUS T R A L I A
REGIONAL NSW
($ ’ 0 0 0)

METRO NSW
($ ’ 0 0 0)

ACT
($ ’ 0 0 0)

$90k - $180k

$110k - $200k

$90k - $180k

R E G I S T E R E D C LU B
General Manager

Gaming Executive

Human Resources Manager

Gaming Manager

Operations Manager

Duty Manager

Bistro Manager

Functions Manager

F&B Supervisor

Chef - Executive

Chef - Head

Chef - Sous

Chef - de Partie

Chef - Demi

Cook/Chef

$80k - $30k

$75k - $130k

$75k - $85k

$70k - $90k

$60k - $80k

$60k - $70k

$55k - $70k

$55k

$80k - $120k

$70k - $90k

$55k - $65k

$55k - $60k

$53k

$90k - $200k

$80k - $140k

$80k - $100k

$90k - $110k

$70k - $90k

$60k - $80k

$65k - $85k

$55k - $60k

$90k - $140k

$75k - $110k

$65k - $75k

$55k - $65k

$53k

$80k - $130k

$75k - $130k

$75k - $85k

$70k - $90k

$60k - $80k

$60k - $65k

$55k - $70k

$62k - $68k

$90k - $130k

$75k - $100k

$65k - $70k

$55k - $60k

$52k - $54k

$50k

$50k

$45k - $54k

$65k - $75k

$65k - $80k

$65k - $75k

PUB
2IC / Operations Manager

Assistant Manager

Event Coordinator

Functions Manager

Duty Manager

Supervisor

Chef - Executive Group

Chef - Head

Chef - Sous

Chef - de Partie

Chef - Demi

Chef - Commis

$60k - $70k

$55k - $65k

$55k - $65k

$55k - $60k

$50k - $55k

$80k - $120k

$70k - $95k

$55k - $65k

$55k - $60k

$53k

$60k - $75k

$60k - $70k

$60k - $75k

$58k - $65k

$55k - $60k

$100k - $150k

$80k - $110k

$65k - $75k

$55k - $65k

$53k

$60k - $65k

$55k - $60k

$55k - $65k

$55k - $65k

$50k - $55k

$120k - $150k

$75k - $100k

$65k - $70k

$55k - $60k

$53k - 55k

$50k

$50k

$52k - $54k

$70k - $80k

$70k - $95k

$75k - $110k

QSR / CAFÉ
Area Manager

Manager

Assistant Manager

Shift Supervisor

Barista

$55k - $68k

$50k - $62k

$50k - $60k

$50k - $60k

26

$55k - $75k

$52k - $65k

$55k - $60k

$55k - $60k

$55k - $65k

$55k - $60k

$50k - $55k

$45k - $50k

Source: http://www.doksi.net

201 8 –201 9

SALARY COMPARISON TABLES
CO N T I N U E D

N S W & AC T
AUS T R A L I A
REGIONAL NSW
($ ’ 0 0 0)

METRO NSW
($ ’ 0 0 0)

ACT
($ ’ 0 0 0)

$75k - $90k

$80k - $100k

$75k - $90k

$55k - $65k

$60k - $70k

$55k - $70k

R E S TAU R A N T
General Manager

Manager

$65k - $80k

Assistant Manager

$55k - $65k

Bar Manager
Supervisor

Chef - Executive

$50k - $60k

$57k - $65k

$68k - $75k

Chef - de Partie

$53k - $58k

Chef - Commis

$55k - $65k

$100k - $140k

$70k - $85k

Chef - Pastry

$60k - $75k

$80k - $110k

Chef - Head

Chef - Sous

$75k - $90k

$52k - $65k

$50k - $54k

$70k - $90k
$60k - $70k
$52k - $57k

$95k - $130k

$85k - $110k

$75k - $100k

$58k - $63k

$56k - $63k

$60k - $80k
$52k - $55k

$65k - $75k
$65k - $75k

$52k - $55k

R E S TAU R A N T (C H E F S H AT)
Manager

$75k - $95k

$80k - $110k

$75k - $110k

$65k - $80k

$70k - $80k

$65k - $90k

Assistant Manager

$60k - $65k

Reservations Manager

$50k - $60k

Sommelier

Shift Supervisor
Chef - Head
Chef - Sous

Chef - de Partie
Chef - Pastry

Chef - Commis

Shift Supervisor

$50k - $60k
$75k - $90k

$65k - $70k

$58k - $63k
$58k - $65k
$58k - $65k

$50k - $60k

$70k - $75k

$60k - $65k
$55k - $65k

$65k - $70k

$60k - $70k

$50k - $58k

$85k - $110k

$80k - $110k

$60k - $65k

$55k - $65k

$70k - $80k
$70k - $85k

$55k - $60k
$55k - $65k

$70k - $75k

$65k - $75k

$54k - $58k

$50k - $58k

VENUE / BAR
General Manager/Licensee

$70k - $85k

$75k - $85k

$65k - $80k

$55k - $65k

$60k - $70k

$65 - $73k

Operations Manager

$60k - $70k

Duty Manager

$50k - $60k

Assistant Manager

Functions Manager
BDM

$50k - $60k
$50k - $60k

27

$65k - $75k

$55k - $60k

$60k - $65k
$60k - $70k

$70k - $90k

$55k - $68k
$55k - $70k
$60k - $75k

Source: http://www.doksi.net

201 8 –201 9

SALARY COMPARISON TABLES
CO N T I N U E D

N S W & AC T
AUS T R A L I A
REGIONAL NSW
($ ’ 0 0 0)

METRO NSW
($ ’ 0 0 0)
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ACT
($ ’ 0 0 0)

General Manager

$80k - $150k

$80k - $150k

$80k - $150k

F&B Manager

$65k - $80k

$70k - $100k

$75k - $105k

HOTEL
HR Manager

Revenue Manager

Conference & Events Sales Executive
Front Office Manager
Assistant Manager
Event Manager

Guest Services Manager
Bar Manager

Shift Supervisor
Duty Manager

F&B Supervisor

Chef - Executive

Chef - de Cuisine

Chef - Executive Sous
Chef - Head
Chef - Sous

Chef - de Partie
Chef - Pastry

Chef - Breakfast

Breakfast Commis

$75k - $90k

$65k - $85k

$65k - $80k

$60k - $68k
$58k - $65k
$55k - $65k

$55k - $60k

$55k - $60k
$50k - $55k

$50k - $55k

$50k - $54k

$80k - $110k
$75k - $95k

$70k - $90k

$70k - $90k

$58k - $68k

$55k - $60k

$55k - $60k
$55k

$50k - $55k

$80k - $110k

$80k - $130k
$75k - $120k
$65k - $75k

$60k - $65k
$70k - $90k

$60k - $65k
$60k - $70k

$53k - $60k
$55k - $60k
$50k - $58k

$95k - $125k
$75k - $95k

$75k - $90k

$75k - $90k

$65k - $70k

$58k - $65k
$60k - $70k
$55k - 60k
$53k - 58k

$80k - $100k
N/A

$65k - $90k
$65k - $75k

$60k - $65k
$60 - $65k

$55k - $60k

$60k - $65k
$50k - $57k

$55k - $62k

$50k - $60k

$90k - $120k
$75k - $100k
$75k - $85k

$75k - $100k
$65k - $70k

$55k - $60k
$65k - $75k

$50k - $55k

$50k - $54k

Chef - Commis

$50k - $54k

$53k - 58k

$50k - $54k

Chef - Apprentice

$42k - $45k

$45k - 48k

$32k - $38k

Chef - Demi

$50k - $54k

28

$53k - 58k

$50k - $55k

Source: http://www.doksi.net

201 8 –201 9

SALARY COMPARISON TABLES
CO N T I N U E D

N S W & AC T
AUS T R A L I A
REGIONAL NSW
($ ’ 0 0 0)

METRO NSW
($ ’ 0 0 0)

ACT
($ ’ 0 0 0)

E V E N T S/C AT E R I NG/
F U NC T IO N S
Events Sales Executive

Event Manager

Event Coordinator

F&B Supervisor

Chef - Executive

Chef - Head

Chef - Sous

Chef - Pastry

Chef - de Partie

$65k - $75k

$55k - $65k

$50k - $63k

$50k - $60k

$80k - $120k

$70k - $90k

$55k - $65k

$55k - $65k

$70k - $80k

$60k - $75k

$60k - $70k

$55k - $65k

$90k - $140k

$75k - $110k

$$65k - $75k

$60k - $75k

$70k - $90k

$60k - $75k

$55k - $70k

$52k - $57k

$90k - $140k

$75k - $110k

$65k - $75k

$60k - $75k

$55k - $60k

$55k - $65k

$55k - $65k

$120k+Min

$160k+Min

$120k+Min

EXECUTIVE ROLES
CEO Registered Club

Financial Controller

Group Revenue Manager/Hotels

Group Operations Manager/Pub

Group BDM Hotels

Group Operations Manger /QSR

Operations Manager/Area

Group Venue Manager

Group Sales and Marketing Director

CEO Restaurant Group

Marketing Manager

$110k+Min

$95k+Min

$90k+Min

$110k+Min

$100k+Min

$100k+Min

$85k+Min

$100k+Min

$85k+Min

$90k+Min

$85k+Min

$80k+Min

$80k+Min

$110k+ Mn

$80k+Min

$100k+Min

$80k+Min

$100k+Min

$80k+Min

$90k+Min

29

$110k+Min

$95k+Min

$110k - $150k

$70k - $90k

$85k+Min

$80k - $120k

$110k - $150k

$80k+Min

$80k+Min

$70k - $85k

Source: http://www.doksi.net

201 8 –201 9

SALARY COMPARISON TABLES
V IC
AUS T R A L I A
REGIONAL VIC
($ ’ 0 0 0)

METRO VIC
($ ’ 0 0 0)

Bistro Manager

$60k - $80k

$60k - $80k

Chef - Executive

$80k - $100k

$80k - $120k

R E G I S T E R E D C LU B
F&B Supervisor

$55k - $60k

Chef - Head

$80k - $90k

Chef - Sous

$60k - $70k

Chef - de Partie

$52k - $58k

Cook/Chef

$48k - $50k

$55k - $65k

$80k - $100k
$60k - $70k
$52k - $58k

$48k - $50k

PUB
2IC / Operations Manager

$65k - $75k

$65k - $75k

Event Coordinator

$55k - $60k

$55k - $60k

Assistant Manager

$60k - $65k

Functions Manager

$60k - $80k

Duty Manager

$55k - $60k

Supervisor

$55k - $60k

Chef - Executive Group

$90k - $120k

Chef - Head

$80k - $100k

Chef - Sous

$60k - $70k

Chef - de Partie

$55k - $65k

Chef - Demi

$50k - $55k

Chef - Commis

$50k - $55k

$60k - $70k

$60k - $80k
$55k - $60k
$55k - $60k

$90k - $120k

$80k - $100k
$60k - $70k

$55k - $65k

$50k - $55k
$50k - $55k

VENUE / BAR
General Manager/Licensee

$65k - $85k

$75k - $120k

Assistant Manager

$60k - $70k

$60k - $70k

Operations Manager

$65k - $75k

Duty Manager

$55k - $60k

Functions Manager

$60k - $65k

BDM

$70k - $100k

30

$65k - $75k

$55k - $65k
$65k - $75k

$80k - $120k

Source: http://www.doksi.net

201 8 –201 9

SALARY COMPARISON TABLES
CO N T I N U E D

V IC
AUS T R A L I A
REGIONAL VIC
($ ’ 0 0 0)

METRO VIC
($ ’ 0 0 0)

Manager

$70k - $100k

$70k - $100k

Assistant Manager

$60k - $75k

$60k - $75k

R E S TAU R A N T
Bar Manager

$55k - $65k

Supervisor

$50k - $60k

Chef - Executive

$100k - $150k

Chef - Head

$75k - $120k

Chef - Sous

$65k - $75k

Chef - de Partie

$55k - $60k

Chef - Pastry

$55k - $70k

Chef - Commis

$50k - $55k

$55k - $65k

$50k - $60k

$100k - $150k
$75k - $120k
$65k - $80k
$55k - $60k
$55k - $75k

$48k - $52k

R E S TAU R A N T (C H E F S H AT)
Manager

$70k - $100k

$75k - $100k

Sommelier

$60k - $80k

$60k - $80k

Assistant Manager

$55k - $70k

Reservations Manager

$55k - $65k

Shift Supervisor

$50k - $55k

Chef - Head

$75k - $100k

Chef - Sous

$65k - $80k

Chef - de Partie

$55k - $60k

Chef - Pastry

$55k - $70k

Chef - Commis

$50k - $55k

Shift Supervisor

$50k - $55k

$55k - $70k

$60k - $70k

$50k - $55k

$75k - $100k
$65k - $80k
$55k - $60k
$55k - $75k

$48k - $52k

$50k - $55k

QSR / CAFÉ
Area Manager

$80k - $100k

$80k - $100k

Assistant Manager

$60k - $70k

$60k - $70k

Manager

$55k - $60k

Shift Supervisor

$55k - $60k

Barista

$55k - $65k

31

$70k - $85k

$55k - $60k
$55k - $70k

Source: http://www.doksi.net

201 8 –201 9

SALARY COMPARISON TABLES
CO N T I N U E D

V IC
AUS T R A L I A

REGIONAL VIC
($ ’ 0 0 0)

METRO VIC
($ ’ 0 0 0)

HR Manager

$65k - $80k

$65k - $80k

Conference & Events Sales Executive

$80k - $100k

$80k - $120k

HOTEL
F&B Manager

$65k - $80k

Front Office Manager

$55k - $65k

Assistant Manager

$60k - $70k

Event Manager

$65k - $80k

Guest Services Manager

$55k - $65k

Bar Manager

$50k - $60k

Shift Supervisor

$50k - $55k

Duty Manager

$55k - $60k

F&B Supervisor

$50k - $55k

Chef - Executive

$90k - $120k

Chef - de Cuisine

$80k - $100k

Chef - Executive Sous

$70k - $80k

Chef - Head

$70k - $90k

Chef - Sous

$60k - $70k

Chef - de Partie

$52k - $58k

Chef - Pastry

$55k - $65k

Chef - Breakfast

$52k - $55k

Breakfast Commis

$48k - $50k

$65k - $80k
$60k - $75k
$60k - $75k

$65k - $85k
$65k - $75k

$55k - $60k
$50k - $55k

$60k - $65k
$50k - $55k

$90k - $150k

$80k - $100k
$70k - $80k

$75k - $100k
$65k - $75k

$55k - $65k
$55k - $65k
$52k - $55k

$48k - $50k

Chef - Commis

$50k - $52k

$50k - $52k

Chef - Apprentice

Award

Award

Chef - Demi

$50k - $55k

32

$52k - $55k

Source: http://www.doksi.net

201 8 –201 9

SALARY COMPARISON TABLES
CO N T I N U E D

V IC
AUS T R A L I A

REGIONAL VIC
($ ’ 0 0 0)

METRO VIC
($ ’ 0 0 0)

Events Sales Executive

$80k - $100k

$80k - $100k

Event Coordinator

$55k - $60k

$55k - $60k

E V E N T S/C AT E R I NG/ F U NC T IO N S
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Event Manager

$65k - $80k

F&B Supervisor

$55k - $60k

Chef - Executive

$80k - $120k

Chef - Head

$75k - $90k

Chef - Sous

$55k - $75k

Chef - Pastry

$55k - $70k

Chef - de Partie

$54k - $60k

$65k - $80k
$55k - $60k

$80k - $120k
$75k - $100k
$55k - $75k

$55k - $70k

$54k - $60k

EXECUTIVE ROLES
Group Operations Manager/Pub

$70k - $80k

$70k - $80k

Operations Manager/Area

$80k - $120k

$80k - $120k

Group BDM Hotels

$80k - $100k

Group Venue Manager

$90k - $140k

Marketing Manager

$65k - $85k

33

$80k - $100k
$90k - $140k
$65k - $85k

Source: http://www.doksi.net

201 8 –201 9

SALARY COMPARISON TABLES
QLD & NT
AUS T R A L I A
QLD
($ ’ 0 0 0)

NT
($ ’ 0 0 0)

Bistro Manager

$52k - $58k

$52k - $58k

Chef - Executive

$80k - $100k

$80k - $100k

R E G I S T E R E D C LU B
F&B Supervisor

$46k - $52k

Chef - Head

$70k - $75k

Chef - Sous

$60k - $65k

Chef - de Partie

$50k - $55k

Chef - Demi

$47k - $50k

Cook/Chef

$47k

$46k - $52k
$70k - $75k

$60k - $65k
$50k - $55k
$47k - $50k
$47k

PUB
2IC / Operations Manager

$65k - $75k

$75k +

Event Coordinator

$50k - $60k

$50k - $58k

Assistant Manager

$60k - $70k

Functions Manager

$55k - $60k

Duty Manager

$55k - $60k

Supervisor

$48k - $55k

Chef - Executive Group

$100k

Chef - Head

$70k - $90k

Chef - Sous

$65k - $70k

Chef - de Partie

$50k - $58k

Chef - Demi

$48k - $52k

Chef - Commis

$45k - $49k

$65k - $70k
$60k +
$55k

$48k - $52k
$100k +

$70k - $80k
$65k - $70k

$50k - $58k
$48k - $42k

$45k - $50k

QSR / CAFÉ
Area Manager

$75k

$80k +

Assistant Manager

$50k - $60k

$45k - $55k

Manager

$55k - $65k

Shift Supervisor

$48k - $55k

Barista

$45k - $50k

34

$55k - $60k
$45k +

$40k - $45k

Source: http://www.doksi.net

201 8 –201 9

SALARY COMPARISON TABLES
CO N T I N U E D

QLD & NT
AUS T R A L I A
QLD
($ ’ 0 0 0)

NT
($ ’ 0 0 0)

Manager

$60k - $70k

$60k - $65k

Assistant Manager

$55k - $60k

$55k +

R E S TAU R A N T
Bar Manager

$50k - $55k

Supervisor

$50k - $55k

Chef - Executive

$75k - $90k

Chef - Head

$65k

Chef - Sous

$55k - $65k

Chef - de Partie

$52k - $58k

Chef - Pastry

$65k - $75k

Chef - Commis

$48k - $52k

$50k - $55k

$48k - $55k
$70k - $80k
$70k +

$62k - $68k

$56k - $60k
$65k - $75k

$48k - $52k

R E S TAU R A N T (C H E F S H AT)
Manager

$70k - $85k

$60k - $70k

Sommelier

$70k - $80k

$60k +

Assistant Manager

$55k - $65k

Reservations Manager

$55k - $65k

Shift Supervisor

$50k - $55k

Chef - Head

$75k

Chef - Sous

$60k - $70k

Chef - de Partie

$55k - $58k

Chef - Pastry

$65k - $75k

Chef - Commis

$48k - $52k

Shift Supervisor

$50k - $55k

$55k - $60k
$55k - $65k

$50k - $55k
$70k +

$60k - $70k
$48k - $52k
$62k - $70k

$45k - $48k
$50k - $55k

VENUE / BAR
General Manager/Licensee

$70k - $90k

$65k - $80k

Assistant Manager

$55k - $65k

$50k - $60k

Operations Manager

$60k - $70k

Duty Manager

$50k - $55k

Functions Manager

$55k - $65k

BDM

$60k - $65k

35

$70k +
$55k

$60k +

$80k - $90k

Source: http://www.doksi.net

201 8 –201 9

SALARY COMPARISON TABLES
CO N T I N U E D

QLD & NT
AUS T R A L I A
QLD
($ ’ 0 0 0)

NT
($ ’ 0 0 0)

HR Manager

$65k - $90k

$65k - $80k

Conference & Events Sales Executive

$60k - $70k

$62k - $70k

HOTEL
F&B Manager

$65k - $85k

Front Office Manager

$65k - $75k

Assistant Manager

$60k - $65k

Event Manager

$60k - $70k

Guest Services Manager

$65k - $75k

Bar Manager

$50k - $60k

Shift Supervisor

$45k - $50k

Duty Manager

$50k - $55k

F&B Supervisor

$45k - $50k

Chef - Executive

$80k - $110k

Chef - de Cuisine

$60k - $80k

Chef - Executive Sous

$75k - $85k

Chef - Head

$75k - $85k

Chef - Sous

$60k - $70k

Chef - de Partie

$52k - $58k

Chef - Pastry

$65k - $75k

Chef - Breakfast

$45k - $55k

Breakfast Commis

$45k - $55k

$60k - $70k

$55k - $65k
$55k - $70k

$60k - $70k

$55k - $60k
$50k - 60k
$45k - 48k

$50k - $55k
$48k - $52k

$80k - $100k
$60k - $70k

$80k - $90k
$75k - $85k

$60k - $75k

$55k - $60k
$50k - $70k
$45k - 48k

$42k - $48k

Chef - Commis

$48k - $50k

$48k +

Chef - Apprentice

Award

Award

Chef - Demi

$48k - $52k

36

$48k - $52k

Source: http://www.doksi.net

201 8 –201 9

SALARY COMPARISON TABLES
CO N T I N U E D

QLD & NT
AUS T R A L I A
QLD
($ ’ 0 0 0)

NT
($ ’ 0 0 0)

Events Sales Executive

$55k - $65k

$55k - $65k

Event Coordinator

$55k

$55k +

E V E N T S/C AT E R I NG/ F U NC T IO N S
Event Manager

$55k - $60k

F&B Supervisor

$50k - $55k

Chef - Executive

$90k - $110k

Chef - Head

$65k - $80k

Chef - Sous

$60k - 70k

Chef - Pastry

$60k - $65k

Chef - de Partie

$55k - $60k

$55k - $60k
$50k - $55k
$70k +

$60k +
$60k+

$65k +

$55k - $60k

EXECUTIVE ROLES
Group Operations Manager/Pub

$80k +

$80k +

Operations Manager/Area

$75k - $100k

$70k - $100k

Group BDM Hotels

$70k - $85k

Group Venue Manager

$90k - $110k

Marketing Manager

$65k - $75k

37

$75k +

$60k - $65k

$65k - $100k

Source: http://www.doksi.net

201 8 –201 9

SALARY COMPARISON TABLES
WA & S A
AUS T R A L I A
WA
($ ’ 0 0 0)

SA
($ ’ 0 0 0)

General Manager

$85k - $110k

N/A

Operations Manager

$75k - $95k

N/A

R E G I S T E R E D C LU B
Human Resources Manager

$85k - $95k

Duty Manager

$55k - $60k

Bistro Manager

$60k - $70k

Functions Manager

$65k - $85k

F&B Supervisor

$55k - $60k

Chef - Executive

$90k - $120k

Chef - Head

$80k - $100k

Chef - Sous

$60k - $70k

Chef - de Partie

$55k - $60k

Chef - Demi

$48k - $55k

Cook/Chef

$48k - $52k

N/A
N/A

$55k - $60k
N/A

$50k - $55k

$80k - $100k
$65k - $75k

$58k - $62k
$52k - $58k
$47k - $50k
$45k - $47k

PUB
2IC / Operations Manager

$65k - $70k

$75k +

Event Coordinator

$55k - $60k

$50k - $58k

Functions Manager

$60k - $65k

$60k +

Supervisor

$50k - $55k

$48k - $52k

Assistant Manager

$60k - $65k

Duty Manager

$55k - $60k

Chef - Executive Group

$95k - $120k

Chef - Head

$75k - $95k

Chef - Sous

$65k - $80k

Chef - de Partie

$55k - $60k

Chef - Demi

$55k - $60k

Chef - Commis

$50k - $55k

$65k - $70k

$55k - $60k
$100k +

$70k - $80k
$65k - $70k

$50k - $58k
$50k - $58k

$45k - $49k

QSR / CAFÉ
Area Manager

$80k - $100k

$80k +

Assistant Manager

$55k - $60k

$50k - $58k

Manager

$58k - $70k

Shift Supervisor

$50k - $60k

Barista

$50k - $60k

38

$55k - $70k
$45k +

$42k - $48k

Source: http://www.doksi.net

201 8 –201 9

SALARY COMPARISON TABLES
WA & S A
AUS T R A L I A

CO N T I N U E D

WA
($ ’ 0 0 0)

SA
($ ’ 0 0 0)

General Manager

$75k - $110k

N/A

Bar Manager

$55k - $65k

$55k - $65k

R E S TAU R A N T
Manager

$65k - $85k

Assistant Manager

$60k - $70k

Supervisor

$50k - $55k

Chef - Executive

$85k - $110k

Chef - Head

$75k - $95k

Chef - Sous

$65k - $75k

Chef - de Partie

$55k - $58k

Chef - Pastry

$70k - $85k

Chef - Commis

$45k - $48k

$65k - $80k
$55k - $65k

$48k - $55k

$70k - $100k
Attention! This is a preview.
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$65k +

$55k - $65k

$50k - $58k
$62k - $68k

$45k - $48k

R E S TAU R A N T (C H E F S H AT)
Manager

$70k - $85k

$60k - $75k

Sommelier

$75k - $85k

$60k +

Assistant Manager

$55k - $70k

Reservations Manager

$55k - $65k

Shift Supervisor

$55k - $65k

Chef - Head

$75k - $100k

Chef - Sous

$70k - $80k

Chef - de Partie

$55k - $58k

Chef - Pastry

$70k - $85k

Chef - Commis

$45k - $48k

Shift Supervisor

$55k - $65k

$55k - $60k
$55k - $65k

$50k - $55k
$70k +

$65k - $75k

$50k - $60k
$62k - $68k

$45k - $50k
$50k - $55k

VENUE / BAR
General Manager/Licensee

$75k - $95k

$65k - $70k

Assistant Manager

$60k - $65k

$58k - $62k

Operations Manager

$75k - $90k

Duty Manager

$55k - $60k

Functions Manager

$65k - $80k

BDM

$65k - $80k

39

$70k +

$55k - $60k
$60k +

$80k - $90k

Source: http://www.doksi.net

201 8 –201 9

SALARY COMPARISON TABLES
WA & S A
AUS T R A L I A

CO N T I N U E D

WA
($ ’ 0 0 0)

SA
($ ’ 0 0 0)

General Manager

$80-$180k

N/A

F&B Manager

$65k - $95k

$65k - $80k

HOTEL
HR Manager

$75k - $95k

Conference & Events Sales Executive

$65k - $75k

Front Office Manager

$60k - $70k

Assistant Manager

$60k - $65k

Event Manager

$60k - $75k

Guest Services Manager

$60k - $65k

Bar Manager

$60k - $75k

Shift Supervisor

$50k - $55k

Duty Manager

$55k - $60k

F&B Supervisor

$50k - $55k

Chef - Executive

$90k - $120k

Chef - de Cuisine

$75k - $100k

Chef - Executive Sous

$75k - $85k

Chef - Head

$75k - $100k

Chef - Sous

$65k - $80k

Chef - de Partie

$55k - $60k

Chef - Pastry

$65k - $75k

Chef - Breakfast

$55k - $60k

Breakfast Commis

$45k - $50k

$65k - $90k
$60k - $70k

$55k - $65k
$55k - $65k
$60k - $70k

$55k - $65k

$55k - $60k
$45k -$48k

$50k - $55k
$50k - $55k

$80k - $100k
$70k - $90k
$70k - $80k

$70k - $90k

$55k - $65k
$52k - $58k
$50k - $70k

$45k - $50k
$42k - $45k

Chef - Commis

$45k - $48k

$45k -$48k

Chef - Apprentice

$40k - $45k

Award

Chef - Demi

$48k - $55k

40

$48k - $50k

Source: http://www.doksi.net

201 8 –201 9

SALARY COMPARISON TABLES
WA & S A
AUS T R A L I A

CO N T I N U E D

WA
($ ’ 0 0 0)

SA
($ ’ 0 0 0)

Events Sales Executive

$60k - $75k

$55k - $65k

Event Coordinator

$55k - $65k

$55k +

E V E N T S/C AT E R I NG/ F U NC T IO N S
Event Manager

$65k - $75k

F&B Supervisor

$55k - $60k

Chef - Executive

$90k - $120k

Chef - Head

$80k - $100k

Chef - Sous

$65k - $75k

Chef - Pastry

$70k - $85k

Chef - de Partie

$55k - $60k

$55k - $60k
$52k - $58k
$70k +

$65k +

$60k +
$65k +

$54k - $60k

EXECUTIVE ROLES
Financial Controller

$85 - $120k

N/A

Group Operations Manager/Pub

$95 - $150k

$80k +

Group Revenue Manager/Hotels

$90 - $120k

Group BDM Hotels

$75k - $100k

Group Operations Manger /QSR

$95 - $130k

Operations Manager/Area

$85k - $110k

Group Venue Manager

$75k - $110k

Group Sales and Marketing Director

$90k - $140k

CEO Restaurant Group

$100k - $140k

Marketing Manager

$75k - $95k

41

N/A

$75k - $90k
N/A

$75k - $100k

$90k - $120k
N/A
N/A

$75k - $95k

Source: http://www.doksi.net

201 8 –201 9

SALARY COMPARISON TABLES
AUC K L A N D & S OU T H I S L A N D
NEW ZEALAND
AU C K L A N D
($ ’ 0 0 0)

STH ISLAND
($ ’ 0 0 0)

Group Operations Manager

$70k - $120k

$70k - $120k

Bar Manager

$50k - $55k

$50k - $55k

R E S TAU R A N T
General Manager

$60k - $80k

Assistant Manager

$45k - $55k

Chef - Executive

$70k - $90k

Chef - Head

$60k - $70k

Chef - Pastry

$50k - $55k

Chef - Sous

$45k - $55k

Chef - de Partie

$42k - $45k

$60k - $80k
$45k - $55k
$70k - $90k
$60k - $70k

$50k - $55k
$45k - $55k
$42k - $45k

R E S TAU R A N T (C H E F S H AT)
Chef - Head

$75k - $90k

$75k - $90k

Chef - de Partie

$48k - $52k

$48k - $52k

Chef - Sous

$55k - $60k

Sommelier

$50k - $55k

$55k - $60k
$50k - $55k

VENUE / BAR
General Manager

$60k - $80k

$60k - $80k

Duty Manager

$40k - $48k

$40k - $48k

Assistant Manager

$45k - $55k

$45k - $55k

HOTEL
F&B Manager

$55k - $60k

$55k - $60k

Front Office Manager

$45k - $55k

$45k - $55k

Bar Manager

$45k - $50k

F&B Supervisor

$40k - $45k

Chef - de Cuisine

$70k - $90k

Chef - Sous

$50k - $65k

Chef - de Partie

$45k - $50k

42

$45k - $50k

$40k - $45k
$70k - $90k

$50k - $65k

$45k - $50k

Source: http://www.doksi.net

201 8 –201 9

SALARY COMPARISON TABLES
AUC K L A N D & S OU T H I S L A N D
NEW ZEALAND

CO N T I N U E D

AU C K L A N D
($ ’ 0 0 0)

STH ISLAND
($ ’ 0 0 0)

General Manager / Licensee

$60k - $80k

$60k - $80k

Duty Manager

$40k - $48k

$40k - $48k

PUB
Assistant Manager

$45k - $48k

Chef - Executive Group

$90k - $110k

Chef - Head

$60k - $65k

Chef - Sous

$45k - $55k

Chef - de Partie

$40k -$48k

$45k - $48k

$90k - $110k
$60k - $65k
$45k - $55k
$40k -$48k

QSR / CAFÉ
Area Manager

$70k - $90k

$70k - $90k

Assistant Manager

$38k - $43k

$38k - $43k

Manager

$45k - $50k

$45k - $50k

E V E N T S / C AT E R I NG / F U NC T IO N S
Chef - Head

$60k - $80k

$60k - $80k

National Operations Manager

$100k - $120k

$100k - $120k

Group Operations Manager

$80k - $110k

$80k - $110k

Conference & Events Sales Executive

$55k- $60k

$55k- $60k

EXECUTIVE ROLES
Group General Manager

$80k - $120k

Group HR Manager

$65k - $75k

43

$80k - $120k
$65k - $75k

Source: http://www.doksi.net

201 8 –201 9

SALARY COMPARISON TABLES
CO N T I N U E D

AUC K L A N D & S OU T H I S L A N D
NEW ZEALAND
AU C K L A N D
($ ’ 0 0 0)

STH ISLAND
($ ’ 0 0 0)

HR Manager

$65 - $90k

$65 - $90k

Conference & Events Sales Executive

$60k - $70k

$60k - $70k

HOTEL
F&B Manager

$65 - $80k

Front Office Manager

$55k - $65k

Assistant Manager

$55k - $65k

Event Manager

$60k - $70k

Guest Services Manager

$55k - $65k

Bar Manager

$55k - $60k

Shift Supervisor

$45k -$48k

Duty Manager

$50k - $55k

F&B Supervisor

$50k - $55k

Chef - Executive

$80k - $100k

Chef - de Cuisine

$70k - $90k

Chef - Executive Sous

$70k - $80k

Chef - Head

$70k - $90k

Chef - Sous

$55k - $65k

Chef - de Partie

$52k - $58k

Chef - Pastry

$50k - $70k

Chef - Breakfast

$45k - $50k

Breakfast Commis

$42k - $45k

$65 - $80k

$55k - $65k
$55k - $65k
$60k - $70k

$55k - $65k

$55k - $60k
$45k -$48k

$50k - $55k
$50k - $55k

$80k - $100k
$70k - $90k
$70k - $80k

$70k - $90k

$55k - $65k
$52k - $58k
$50k - $70k

$45k - $50k
$42k - $45k

Chef - Commis

$45k - $48k

$45k - $48k

Chef - Apprentice

Award

Award

Chef - Demi

$48k - $50k

44

$48k - $50k

Source: http://www.doksi.net

201 8 –201 9

SALARY COMPARISON TABLES
CO N T I N U E D

AUC K L A N D & S OU T H I S L A N D
NEW ZEALAND
AU C K L A N D
($ ’ 0 0 0)

STH ISLAND
($ ’ 0 0 0)

Events Sales Executive

$55k - $65k

$55k - $65k

Event Coordinator

$55k +

$55k +

E V E N T S/C AT E R I NG/ F U NC T IO N S
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Event Manager

$55k - $60k

F&B Supervisor

$52k - $58k

Chef - Executive

$70k +

Chef - Head

$65k +

Chef - Sous

$60k +

Chef - Pastry

$65k +

Chef - de Partie

$54k - $60k

$55k - $60k
$52k - $58k
$70k +

$65k +

$60k +
$65k +

$54k - $60k

EXECUTIVE ROLES
Group Operations Manager/Pub

$80k +

$80k +

Operations Manager/Area

$75k - $100k

$75k - $100k

Group BDM Hotels

$75k - $90k

Group Venue Manager

$90k - $120k

Marketing Manager

$75k - $95k

45

$75k - $90k

$90k - $120k
$75k - $95k

Source: http://www.doksi.net

46

Source: http://www.doksi.net

FRON T LI NE R ECRUI TM E N T GROUP.
T H E R ECRU I TM E N T
PROFESSIONA LS OF

CHOICE

At Frontline, 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 want to
help you make the most of it. {

FRONTLINE

SNAPSHOT
Structure:
5 brands, supported by
an agency support team
Countries of operation:
Australia and New Zealand
Number of agencies:
51
Number of staff:
approx 100

We’ve chosen to focus on five very specialised areas – retail, hospitality, healthcare,
education and construction. Over the years, we’ve developed an intimate understanding
of these industries, so we’re perfectly positioned to meet your needs. We know how your
world works, and we speak your language.

OUR STORY

FROM CARAVANS TO
MASTER PLANS
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.

RECRUITMENT

CONSTRUCTION

HEALTH

Providing you the best choice

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!

EDUCATION

HOSPITALITY

RETAIL

Providing you the best choice

47

Source: http://www.doksi.net

HOSPITALITY

Providing you the best choice

F R O N T L I N E H O S P I TA L I T Y
Number of agencies: 12
Countries of operation: Australia, New Zealand
Number of staff: approx. 20
Year opened: 2006


www.frontlinerecruitmentgroup.com/au/hospitality
www.frontlinerecruitmentgroup.com/nz/hospitality


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frontline-hospitality-recruitment


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