Hostess Job Description Template for Restaurants

Hiring a polished front-of-house first impression starts with a clear, inclusive hostess job description. Use this copy-ready template, then tailor responsibilities, requirements, schedule, pay transparency, and KPIs to your concept. The guide also covers tools, compliance essentials, and practical screening tips to help you hire confidently.

Overview

A hostess (also called a host or greeter) welcomes guests, manages reservations and waitlists, and coordinates seating to keep service smooth. This guide provides a ready-to-use hostess job description template plus responsibilities, requirements, salary/benefits, KPIs, and compliance.

Hosts and Hostesses are classified under SOC 35-9031 per the BLS and ONET. See the BLS OEWS 35-9031 and ONET 35-9031 profiles for role signals and skills.

Hostess job description template

Use this customizable, inclusive template to post your role quickly. Replace bracketed sections with your details and align the scope with your service model and tech stack.

Position summary

[Company/Restaurant Name] seeks a friendly, organized host or hostess to greet guests, manage reservations and the waitlist, and coordinate seating for a smooth dining flow. You’ll answer phones and guest inquiries and quote accurate wait times. You’ll communicate seating updates to servers while supporting a clean, welcoming front desk.

Key responsibilities

Set expectations by focusing on the core guest flow and team coordination this role drives. Keep bullets concise and task-oriented.

1. Greet guests warmly, manage the queue, and present menus while maintaining a welcoming podium.
2. Coordinate seating using fair server rotation and table status to optimize pace and turn times.
3. Accurately quote wait times, manage the waitlist, and send timely SMS updates where applicable.
4. Manage reservations, confirmations, and holds/no-shows using [your reservations platform].
5. Answer phones professionally; field dietary, accessibility, and large-party inquiries; route calls appropriately.
6. Support guest recovery with empathy, escalating to a manager when needed.
7. Communicate proactively with servers, bar, and kitchen on pacing, large parties, and special requests.

These responsibilities balance service, accuracy, and team communication—critical for busy shifts and a consistent guest experience.

Requirements and qualifications

Highlight skills over credentials; the role is typically entry-level with on-the-job training.

1. Service mindset with clear, friendly communication in person and by phone/text.
2. Ability to multitask under pressure while staying accurate and calm.
3. Familiarity with reservations/waitlist tools (e.g., OpenTable, Resy, SevenRooms, Yelp Waitlist) a plus.
4. Basic POS awareness for seating status updates and host-to-server messaging.
5. Reliable, punctual, and comfortable standing/walking for most of the shift.
6. Basic math/time-management skills for quoting and pacing accuracy.

These requirements help you hire for potential and reliability, then coach to your service standards.

Schedule, compensation, and benefits

Be clear about peak coverage and pay structure while meeting pay transparency expectations in your location. The federal minimum wage is $7.25/hour in the U.S.; confirm your local rules with the U.S. Department of Labor.

1. Typical shifts include evenings, weekends, and holidays; [note split shifts or seasonal peaks if applicable].
2. Hourly base pay with eligibility for tip pool [if applicable]; complies with local wage and tip laws.
3. [List benefits]: e.g., shift meals, schedule flexibility, training, [health/401(k) if offered].
4. [Optional]: Transit/parking support and clear path to server or supervisor roles.

Clarity here improves candidate fit and reduces renegotiation after interviews.

EEO and accommodation statement

[Company/Restaurant Name] is an equal opportunity employer. We welcome applicants of all backgrounds and do not discriminate based on race, color, religion, sex (including pregnancy, sexual orientation, or gender identity), national origin, age, disability, genetic information, or any other protected status under applicable law. We provide reasonable accommodations to qualified applicants and employees; to request an accommodation, contact [email/contact]. For context, see EEOC guidance on job advertisements and ADA accommodation obligations.

Core responsibilities

The host stand is the restaurant’s air traffic control. Great hosts balance warm hospitality with precise timing, accurate quotes, and teamwork that protects the kitchen pace and server rotations. Clear processes reduce friction at the door and lift table turns without rushing guests.

Start by defining the seating map and rotation, then anchor to honest wait quoting and fast communication. During peak periods, the hostess drives pace: keeping the queue informed, signaling servers, and spacing large parties to avoid bottlenecks. Consistent habits—like reconfirming quotes and updating table status—prevent cascading delays.

Guest flow and seating coordination

Seating is about fairness and pacing. Use a rotation that spreads guests evenly among server sections, while watching turn times to avoid overloading any station. If two servers are “up,” prioritize the one with more capacity or longer time since last sat, and leave buffers near the kitchen during rushes.

For example, on a busy Saturday at 7 p.m., hold a four-top near the pass for a large party due in 10 minutes, seat a two-top at a bar table to shorten the queue, and send a quick note to the kitchen about the incoming eight. These small decisions keep service smooth and wait times honest.

Reservations and waitlist management

Accurate quoting starts with live table status and typical turn-time ranges by party size and meal period. Confirm reservations day-of, set reasonable holds (e.g., 10–15 minutes), and document no-shows per policy to keep your books clean. Communicate changes immediately to the floor lead or manager.

Whether you use OpenTable, Resy, SevenRooms, or Yelp Waitlist, rely on features like table maps, pacing controls, SMS updates, and no-show tracking—not just memory. When walk-ins surge, add guests with clear expectations (“about 25–30 minutes”) and send a friendly update at the halfway mark if possible.

Communication and phone etiquette

Phone handling sets the tone. Answer promptly, state the restaurant name, your name, and offer help.

For dietary and accessibility questions, gather details and confirm what the kitchen or team can safely accommodate. For large parties, note date/time, size, and any special setup. Keep answers concise, confirm details back to the caller, and offer alternatives if the requested time is unavailable.

Sample script:

Good evening, thank you for calling [Restaurant], this is [Name].

How may I assist you today?

We can seat a party of six at 7:45 p.m. or 8:15 p.m.—which do you prefer?

We look forward to welcoming you; may I note any dietary needs?

Close every call by confirming date/time, party size, name, and contact number to prevent errors.

Cleanliness and opening/closing side work

A tidy podium and entry signal your standards. Before service, stock menus, check floor and seating maps, test SMS and phone lines, align the reservations book, and wipe high-touch surfaces. During service, keep the entry uncluttered, straighten waiting areas, and reset host tools between waves.

At close, reconcile reservations and no-shows, note guest incidents or VIPs for tomorrow, reset signage and menus, and confirm the opening checklist is ready. This rhythm keeps the door consistent across shifts and teams.

Requirements and qualifications

Translate your hostess requirements into observable competencies so candidates and interviewers know what “good” looks like. O*NET signals for 35-9031 highlight service orientation, active listening, speaking, coordination, and time management—precisely the blend needed to balance hospitality and accuracy. Reinforce that the role is often entry-level with robust training and coaching.

Assess skills through short role-play: quote a wait time, seed a seating rotation, or take a mock reservation with a change request. Pair that with reliability checks (availability, punctuality) and a quick tech comfort screen using your reservation or messaging tools.

Skills and competencies

Focus on practical, coachable strengths aligned to daily demands.

1. Service orientation with warm, professional demeanor.
2. Active listening and clear, succinct speaking.
3. Time management and pacing awareness under pressure.
4. Basic conflict de-escalation and guest recovery.
5. Tech comfort with reservations/waitlists, SMS updates, and POS table status.

These competencies predict success at the door and enable rapid onboarding to your systems.

Education and experience

This is typically an entry-level role; prior restaurant or customer-service experience is helpful but not required. Where state or local rules apply, a food handler card or related certification may be needed—note this in your listing and whether you sponsor it.

Plan a 30–60–90 day onboarding. Week one covers greeting standards, phone scripts, and table maps. By 30 days, expect independent wait quoting and rotation. By 60–90 days, focus on complex pacing, large-party coordination, and training newer hosts.

Physical demands and work environment

Hosts stand and walk for most of the shift, navigate a busy floor, and occasionally lift light items (menus, stands). The environment can be noisy and fast-paced, especially during peak periods.

Reinforce safe walking paths, proper footwear, and mindfulness around hot food runners. See OSHA’s restaurant safety eTool and young worker guidance for additional safety considerations.

Salary, shifts, and benefits

Be transparent without overcommitting. Note your base hourly rate, whether hosts are eligible for tip pools, and how schedules cover peak periods. Confirm your approach meets local rules and emerging pay transparency laws; some jurisdictions require a wage range in job ads or during hiring.

Typical pay structures and tips policy

Most restaurants pay hosts an hourly base, with optional eligibility for a tip pool if your policy includes front desk staff. If you use a tip credit or tip pool, follow all applicable wage and hour rules and keep policies in writing. Regularly review your approach with local regulations to ensure compliance as laws evolve.

Scheduling patterns (weeknights, weekends, holidays)

Expect coverage needs to center on evenings, weekends, and holidays, with potential split shifts for lunch and dinner or special events. State this clearly—e.g., “Must be available Thursday–Sunday evenings; additional holiday shifts as scheduled.” If you can offer flexibility, add it: “We schedule two weeks in advance and support class schedules.”

Benefits to highlight in your posting

Emphasize the perks that matter in hospitality hiring.

1. Shift meals or staff dining discounts
2. Flexible scheduling and shift swaps
3. Paid training and growth into server or supervisor roles
4. Transit or parking support
5. Health or wellness benefits (if offered)

Brief, concrete benefits expand your candidate pool and reduce churn.

How to tailor the role by restaurant type

Right-size your hostess job description to the service model. In casual, high-volume settings, prioritize speed and queue communication; in fine dining, emphasize reservation etiquette, pacing, and discretion. For hotels and venues, include multi-outlet coordination and guest routing.

Casual/high-volume

Focus on queue management, fast accurate quotes, and efficient table turns. Keep policies simple—clear waitlist steps, text updates, and visible signage. Cross-train on to-go handoffs and bar seating to reduce bottlenecks and keep the line moving.

Full-service/fine dining

Elevate reservation handling, confirmations, and pacing with the kitchen. Note attire and refinement standards, VIP recognition, and discreet guest recovery. Space large parties to protect coursing and align with sommelier or captain timing; precision matters more than speed.

Hotel, resort, and venues

Hosts often coordinate with concierge, in-room dining, lobby bar, and event teams. Include wayfinding, cross-outlet routing, and guest name recognition from PMS or concierge notes. Emphasize polished phone etiquette and multi-line call handling across outlets.

Tools and technology hosts actually use

Today’s host stand runs on lightweight tech. List the categories you use and the proficiency level you expect so candidates self-select into your stack.

Proficiency means navigating table maps, updating statuses in real time, sending guest updates, and communicating with the floor without disrupting service.

Reservations and waitlist platforms

Note your platform and core tasks: building the book, confirming reservations, managing holds/no-shows, quoting and pacing, and sending SMS updates. Table maps, turn-time estimates, and pacing controls help hosts set accurate expectations—reflect this in your JD so candidates know what “good” looks like on your system.

POS and messaging tools

Hosts rarely ring items but often update table status or seat assignments that push to POS. Clarify expectations around notifying servers/stations when seating, using team messaging (headsets, radios, or app), and logging guest notes. This reduces double-sits and keeps the kitchen aligned with the door.

KPIs and performance standards

Adding a few measurable targets sets clear expectations and makes coaching objective. Choose metrics you can track easily at the stand: seating rotation balance, wait-time accuracy, and guest updates during peak.

Seating efficiency and table turn targets

Aim for even server rotation with minimal double-sits and a healthy spread across sections. Track seat-to-greet time for reservations, adherence to pacing caps, and average turn times by party size and period to spot bottlenecks. Managers can review a quick weekly dashboard to coach patterns rather than one-off moments.

Wait time accuracy and guest satisfaction

Set a quoting accuracy goal, such as most quotes landing within ±5 minutes during peak. Log first quote and seated time for a sample of parties and review patterns. Pair this with simple guest feedback (comment cards, quick post-visit texts) to confirm the door experience matches dining-room quality.

Interview and screening essentials

Validate the service mindset and real-world execution with short, practical exercises. Keep screens consistent, timed, and tied to actual host tasks so you compare candidates fairly.

Behavioral prompts to assess service mindset

Open with context, then listen for concrete actions and outcomes.

1. Tell me about a time you handled a long wait—how did you keep guests informed?
2. Describe how you’d balance fairness when two servers are “up” at once.
3. Share a situation where you calmed a frustrated guest—what steps did you take?
4. Walk me through quoting a 35-minute wait that unexpectedly stretches longer.
5. How do you prioritize when the phone rings and three parties walk in?

Look for clear communication, empathy, and structured decision-making under pressure.

Scenario tests and phone script tryouts

Run a live exercise: ask the candidate to seat a four-top with two servers “up,” while a six-top is due in 10 minutes—listen for rotation logic and pacing. Then simulate a phone call: a party of six on Saturday at 7 p.m., with a gluten allergy and stroller; the candidate should confirm availability, note needs, and repeat details. Finish with a wait-quote drill: “Your estimate is 25–30 minutes—what do you tell the guest, and when do you update them?”

Compliance and inclusivity essentials

Use inclusive role names (“host or hostess”) and avoid age, gender, or appearance requirements. Include a neutral EEO statement and an accommodations line with contact info. The ADA requires reasonable accommodations for qualified applicants and employees, such as adjusting interview locations or providing assistive tools.

Keep wage and tip policies aligned with federal and local law. Follow EEOC guidance on job ads and non-discrimination. Reference policies (dress code/uniform, breaks, minors’ work rules, and alcohol service limitations) in your handbook or onboarding materials, and note in the JD that details are provided during hiring. Safety-wise, train on slip-resistant footwear, safe traffic paths, and basic hazard awareness at the door.

FAQs

What does a hostess do?

A hostess greets guests, manages reservations and waitlists, and coordinates seating to balance fairness and pace. They answer phones, quote wait times, update staff on seating, and support guest recovery to keep service smooth.

Is “host” the same as “hostess”?

Yes—both terms refer to the same front-of-house role; “host” is gender-neutral and widely used. In job ads, list “Host/Hostess (Greeter)” for clarity and inclusivity.

What skills make a great hostess?

Top hosts combine warm service with clear communication, time management, and tool fluency. These strengths translate into accurate quotes, smooth pacing, and fewer guest escalations.

1. Service orientation and active listening
2. Calm multitasking under pressure
3. Clear phone and in-person etiquette
4. Basic conflict de-escalation
5. Comfort with reservations/waitlist tools

Hiring for these skills enables faster onboarding and more consistent guest flow.

What is a typical hostess schedule?

Most hostess schedules center on evenings, weekends, and holidays, with peak coverage on Thursday–Sunday dinner and event nights. Some restaurants use split shifts or seasonal schedules; state this clearly and note any flexibility you can offer.

[Links: BLS OEWS 35-9031; O*NET 35-9031; U.S. DOL minimum wage; EEOC job ad guidance; ADA reasonable accommodations; OSHA restaurant safety eTool; OSHA young worker guidance; NCSL pay transparency]