Jon Cowan

Ask any chef about soup and they’ll give you a similar answer. It’s not made with steak, fish filets or chicken breasts. It’s the scraps, ugly parts, bad cuts, and what would otherwise be thrown out. It’s made from the parts you don’t buy at the store. Carcass scrapings and forcemeats have been part of haute cuisine for centuries. Kings and queens would dine on chicken ballotine where a chicken leg is completely deboned, and stuffed with chicken forcemeat creating a boneless chicken leg. Sounds familiar right? The process of creating these forcemeats has changed with technology improvements over the years. Many people may remember the pink slime controversy. Technically, that’s a forcemeat with the addition of fillers and binders, it creates the nuggets, deli meat, and numerous lower tiered foods a chef would never serve to a king or queen. Pate, and ballotine for example, are not served as prominently as they once were. Forcemeats have become a lower economic food tier with industry terminology such as, “chewed and glued meat products”. Is 3D printing replacing molds? Is this the next stage in producing the same shaped meat cubes? I don’t know but I find it interesting because I know the process of creating these products by hand. It’s not easy. Another aspect to the Campbell’s story I find interesting is that most people don’t know what being a chef is really all about. Cooking good food is the fun part. The real aspect of this position is perishable inventory management, if you want to stay in business. A well made soup is a food cost saver. Waste not want not. Use everything & be creative. Margins are thin enough and a good soup of the day can generate cash that would otherwise go in the garbage. In conclusion, anybody who thought Campbell’s Chicken Noodle Soup was made with beautiful chicken breast lobes have no understanding of the food industry whatsoever. These are low tier convenience products. Don’t be mislead into thinking they are more wholesome than they are. Maybe make your own soup. It’ll have what you put into it.

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Not every chef qualifies for the O-1B visa—and that’s exactly the point. The O-1B category is designed for culinary professionals who can demonstrate exceptional ability through real, verifiable recognition. This includes: • National or international awards • Media features, interviews, or judging roles • Leadership positions in high-end or fine dining kitchens • A strong, consistent culinary identity For restaurants, this means access to talent that brings more than skill—they bring credibility, reputation, and differentiation. Understanding what truly qualifies under O-1B is where most decisions are made. It’s not about volume hiring—it’s about identifying and positioning the right profile. If you're exploring how this applies to your hiring strategy, it's worth looking at it from a structured, documentation-first approach. — Disclaimer: USO1Visa is not a U.S. law firm and does not provide legal advice. We offer documentation support services in coordination with licensed immigration attorneys. #O1Visa #O1B #ChefVisa #CulinaryCareers #HospitalityIndustry #FineDining #ExecutiveChef #RestaurantHiring #GlobalTalent #ImmigrationSupport #USWorkVisa #ChefLife

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Real Hospitality Leadership Shows Up on the Floor. The catering and hospitality hustle is real. Sanjay holds an executive role but there’s no such thing as a desk only day. Catering hat. Hospitality hat. Business hat. Often all in the same shift. Hospitality is different. It’s one of the few industries where leadership doesn’t step away from service = it steps into it. Today’s leaders don’t just plan from a distance. They work on the business and in it, because the impact on the floor matters just as much as the strategy behind the scenes. Especially growing businesses like Chef de la Maison, it’s exactly what we need. It’s not always neat. It’s not always comfortable. But it’s real. That’s Sanjay in a nutshell. A catering and hospitality leader living the reality of the role and growing it step by step. To those leading from the floor this one’s for you ✊

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The ACF 2026 Industry Trends Report is out, and it’s worth your time. What stands out isn’t flash or gimmicks—it’s a clear return to fundamentals: quiet luxury, intentional hospitality, disciplined execution, and thoughtful menu development. This isn’t about doing more. It’s about doing the right things, consistently, at a higher level. For chefs—especially those in corporate or multi-unit environments—this report reinforces something I strongly believe: leadership today is less about ego and more about stewardship. Guests are looking for confidence, clarity, and quality. Teams are looking for direction and standards that actually mean something. National trends only matter if they can be applied locally. The real work is translating insights like these into daily execution—in the kitchen, in the dining room, and in how we train and lead our teams. Curious how others are planning to apply these trends heading into 2026. #HospitalityLeadership #CulinaryTrends #SanAntonioChefs #TexasHospitality #RestaurantLeadership

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What is happening to our business?! I just saw an add for a Culinary Director. Bachelors Degree, 10+ years experience for a “hands on” (aka no staff) role ….. for $25/hr. If you cannot budget and afford the talent you seek, do not insult the professionals that have dedicated their entire lives and beings to a craft that you want to exploit for your benefit and expect to get it for cheap. Companies need to do better.

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I agree with the premise here: hospitality doesn’t have a labor shortage—we have a *leadership and operating discipline* problem. The properties that win are the ones that invest in training, set clear standards, and build managers who can develop people—not burn them out. Predictable schedules, real onboarding, and consistent accountability change everything. For other operators and GMs: what’s been the single most effective lever for improving retention and performance on your teams? https://lnkd.in/gAH2fMAR #hospitality #hotelmanagement #leadership #operations #employeeretention

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So, you want to be an Executive Chef or Food & Beverage Director and do not know what Salary to negotiate? Simple! These are the Key question I ALWAYS ask during an interview that determines my salary request; How many guest rooms? When was your last renovation? What is the current number of staff within the Department? What are some key positions currently unfilled? What is the full managerial break down of the department? How many Supervisors/Leads? How many Outlets are on property? How much square feet of Banquet space do you have? How many square feet of Restaurant space do you have? What is the max seating in the restaurant? In the last quarter, how much revenue was made in both Restaurant and Banquets? What is the budget for the next quarter? What is the expected turnover rate of the department within my first year? and lastly, What is your version of the ideal candidate for this position?

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Being an Executive Chef today is way different than it used to be. It’s not just about cooking anymore. You’re juggling budgets, food costs, staffing issues, and corporate meetings. You’re running banquets, restaurants, room service — sometimes all at the same time. You have to be a leader first — someone who actually cares about their people, listens, coaches, and protects the team. Yelling and fear? That’s old news. Now it’s about empathy and communication. You can be the best cook in the kitchen, but that doesn’t automatically make you the best leader. Being an Executive Chef takes patience, diplomacy, and a thick skin for all the corporate stuff. Also, cooks today care way more about their life outside work. If you want to keep a good team, you have to support their work-life balance and mental health. It’s a tough job — maybe the toughest yet. But if you can balance passion with business, and heart with discipline, you’ll make it. To all the Executive Chefs out there doing their best — keep going. You’re shaping the future of hospitality. #ExecutiveChef #ChefLife #Leadership #Hospitality #WorkLifeBalance

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📢 PSA for Private Chefs — Especially Those Looking for Work If you’re a private chef and you see a job post from Ivy Chef Agency (or any other agency/employer) that interests you, please stop commenting  “I’m interested.” That comment alone does nothing to move you forward in the process. We won’t contact you based on those two words. We need to see professionalism, communication skills, and effort—the same qualities our clients expect. Instead, take 30 seconds and write something like: “This sounds like a great opportunity. I’ll be sending my application over shortly and hope to be considered!” Even better — follow the instructions, email or apply as directed, and treat the comment section as a place to show personality, initiative, and engagement. Chefs, you're not just being hired for your cooking. You’re being hired to be part of someone’s private life, and that starts with how you present yourself. Let’s do better. It matters! #PrivateChef #IvyChefAgency #ChefJobs #UHNW #JobSearchTips #LAchefs #ChefNetwork

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"Even chefs running 3-star Michelin kitchens can fail outside fine dining. Why? Because professional development in restaurants is almost non-existent." — Dan Giusti In this week’s Fugitive Chefs Podcast episode, Dan speaks candidly about the lack of leadership training and professional growth in fine dining — and why so many chefs struggle beyond the restaurant walls. 📌 Full episode link in comments. #FugitiveChefs #DanGiusti #Noma #Brigaid #Leadership #ProfessionalDevelopment #FoodSystems

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Something that doesn’t get talked about enough— Relocating at a senior level while still committed to your current role. Recently went through multiple strong interviews for an Executive Chef position out of state. Everything aligned—but the reality is, distance matters. Travel, timing, and existing commitments can become part of the decision, even when the fit is there. It’s a reminder that at this level, opportunity isn’t just about capability—it’s also about positioning. I’m now focused on making that transition the right way and being fully aligned for the next opportunity. For those who’ve navigated this—how did you handle the gap between opportunity and location? #ExecutiveChef #HospitalityLeadership #CareerGrowth

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🧿🧿 When Loyalty Is Met With Doubt. In hospitality, integrity and trust aren’t just words—they’re the invisible threads that hold every guest experience together. For many of us, these values are personal. We show up early, stay late, and go the extra mile not because someone is watching, but because we believe in doing right by the brand, the team, and the guest. We protect the company’s reputation as if it were our own. That’s what loyalty looks like. But sometimes, the very people who uphold these values find themselves blamed when things go wrong. Not for negligence. Not for misconduct. But for trying to do the right thing in difficult circumstances. It’s a painful irony—when the trust you’ve built is questioned, and your integrity becomes a target instead of a shield. The disappointment cuts deep, not because of ego, but because of the emotional investment we make in our work. To be loyal is to carry the weight of responsibility even when resources are scarce, systems are strained, and support is delayed. It means saying “no” to shortcuts, even when they’re tempting. It means standing by the guest, the team, and the brand—even when it’s hard. So when that loyalty is met with suspicion or blame, it doesn’t just hurt—it disorients. It makes you question whether your values are truly valued. This post isn’t about bitterness. It’s about truth. It’s about honoring the silent warriors in every café, hotel, and restaurant who choose integrity over convenience, and trust over shortcuts. May we build workplaces where loyalty is protected, not punished. Where trust is mutual, not conditional. And where every employee who gives their heart to the job is seen, heard, and respected. #HospitalityTruths #IntegrityMatters #LoyaltyInAction #RespectTheTeam #EmotionalIntelligence #WorkplaceCulture #LeadershipWithHeart #SilentWarriors #TrustAndTransparency #HospitalityVoices #TeamSpirit #SeenHeardRespected

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One of the biggest problems I see with internally promoting someone to fill a gap or to quickly fix a staffing problem is the belief that because the person is a good CDP means they will be a good Sous Chef. Just because they sling pans like a weapon doesn't mean they have the skills needed to succeed. It is on the business to teach them things like - people management skills - proper delegation - cost awareness - ways to properly deal with conflict - emotional control - how to set and manage high standards while also ensuring a positive workplace Being taught these important tools is what a company should provide as their half of the deal to ensure proper leadership and direction. Young chefs don't need random promotions, they need structure, standards and trust.

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Executive chef vs Beverage director I’m biased and simplifying things here I know - but my question today is: What’s the difference? One is the pulse of the food culture in your establishment. They lead, hire and train a team, executes profit margins, p & l, payroll, schedules, and curates menus, The other is the pulse of the beverage culture in your establishment. They lead, hire and train a team, executes profit margins, p & l, payroll, schedules, and curates menus. One typically gets paid 6 figures and the other around 20k less. One brings in people while the other brings a higher profit margin. The Q is - why is there such a gap in pay in food & beverage today? #beverage #payscale #makeitmakesense

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The modern Executive Chef role has evolved beyond mere cooking expertise to become a multifaceted position. The Leader role in the kitchen includes * Mentorship: Fostering professional development. * Fostering Culture: Creating a collaborative environment. * Digital Systems: Utilizing digital kitchen display systems (KDS) for inventory, temperature logs, and to speed up food production, reducing errors. * Workflow Optimization:Streamlining kitchen layouts and processes to improve efficiency and reduce ticket times.  * Cost Management: Managing food and labor costs to maintain profitability. * Inventory Control: Monitoring par levels to avoid waste or shortages. * Compliance: Ensuring strict adherence to health, safety, and sanitation standards. * Consistency: Maintaining high standards of food quality and consistency. * MenuDevelopment. menu planning, balancing food costs with customer preferences. * Trends Adaptation: Staying updated with culinary trends,. * Bridge between Front and Back of House: Acting as the liaison between the kitchen and front-of-house . * Crisis Management: Quickly resolving issues such as equipment failure, staffing.

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Corporate swapped mentorship for metrics. Tradition for templates. Culture for compliance. Hospitality didn’t lose its edge because of technology. It fell out of line the moment the heart of the restaurant — the people, the mentorship, the culture — was replaced with SOPs, templates, and “corporate standard procedures.” We built systems so rigid they squeezed out the soul. Now automation’s here to finish what corporate started. AI isn’t invading the industry — it’s inheriting it. And these three platforms are already doing what management couldn’t: building consistent, profitable operations without killing morale or time. ⸻ Nory.ai AI-driven restaurant OS that predicts sales, optimizes labor, and reduces waste — all in one system. Cuts labor costs 18%, reduces food waste 50%, and runs forecasts more accurately than most district managers. Backed by $16M in venture capital to expand globally. 🔗 nory.ai ⸻ Krista.ai The HR department that doesn’t need coffee breaks. Automates onboarding, training, and compliance across 600+ locations. One national chain reduced manager training time 40% in six weeks. 🔗 krista.ai ⸻ 7shifts Scheduling and workforce automation that replaced a thousand spreadsheets. Used by 1+ million restaurant employees, saving operators 15% in labor costs and boosting productivity 13%. 🔗 7shifts.com ⸻ The reality: Corporate stripped the heart out of hospitality in the name of “consistency.” AI is just cleaning up the mess. It’s not the cooks or servers being replaced — it’s the systems that forgot why the kitchen mattered in the first place. Automation isn’t killing restaurants. It’s exposing how far they drifted from the line. The future of food isn’t corporate. It’s creative — data-backed, human-led, and finally sustainable. #HospitalityRevolution #AIinCulinary #PrivateChefEconomy #AutomationMenu #NextGenChefs #CulinaryInnovation

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