RECRUITING
FOR KITCHEN

Kitchen staff recruitment

FEATURES

The appeal of the job

Working in a historic and prestigious restaurant

With a history inherited from the Akasaka Prince Hotel, a building that is a tangible cultural property, and renovated and optimized kitchen facilities, chefs can prepare their dishes in the best possible environment.

Kitchen know-how cultivated over 30 years

We operate a number of restaurants with a long history and a long history of entertaining important people, providing the perfect stage for those who wish to take their culinary know-how to the next level.

Actively developing young talent

In this industry, you may often hear the term "seniority-based." But our kitchen is different. There is no such thing as being superior to others because you have experience, starting from the bottom up when you're young, or not being able to succeed because you're a woman. We have an environment where you can try many things, such as developing dishes in-store and participating in kitchen contests for people under 25, so you can take on as many challenges as you want depending on your motivation.

Rate of returning to work after maternity leave
The challenge to reach 99.8%

The return rate after maternity leave is 99.8%. Most of the kitchen members have returned to work after becoming mothers, and we are constantly improving our system to provide more variety and support for working styles. We now have a mother who is also working as a kitchen manager.

PROGRAM

Systems, mechanisms and environment

We will continue to increase the value of the city and provide the most comfortable spaces.
What is most important to the success of this work is the people who work there.
An environment with a place and system that allows employees to feel more motivated and motivated every day at work.
And culture is present at Akasaka Prince Classic House.

Results-based
Fair evaluation system

We do not focus on seniority or experience, but rather evaluate members fairly based on their achievements and contributions to the team, and reflect this in their salaries. In order to ensure fair evaluation, we only have a minimum number of vertical positions.

Salary is linked to ability

DOING (skills) BEING (way of being/approach to work)
Ability evaluation on two axes

Have a goal-setting interview with your direct supervisor once every six months
・Evaluation of achievement rate against set goals
・Other quantitative evaluations given to individuals