Hospitality CV templates and a supervisor example

How hospitality hires at supervisor and manager level

Entry-level hospitality jobs are often filled from a walk-in CV and a trial shift. Supervisor and assistant manager roles are different. The reader is usually a general manager, an operations manager for a small group, or a hotel HR team, and often a recruitment agency first. They are asking whether you can already do half of the job they are hiring for, and whether you will stay. Hiring still moves fast, so the answer has to be clear on a single read.

That means your CV leads with responsibility. Each role should say what you ran (a floor, a bar, a shift, a department), for how many covers or guests, with how many staff, and what changed while you were there.

Front of house, kitchen and hotel CVs

The industry covers very different jobs, and the same layout adapts to each. Front of house CVs centre on service, the floor and the team. Kitchen CVs centre on sections, rank and food cost. Hotel CVs split again: reception and night audit roles want systems and accuracy with bookings and payments; housekeeping CVs want rooms per shift, standards checks and, for supervisors, how many room attendants you led; conference and events roles want the size of events and how you worked with clients. Catering assistant CVs for schools, hospitals and contract caterers lean on food safety, portion control and working to a set menu.

If you have worked across these, choose the thread that matches the job and put it first, rather than giving each job equal space.

The numbers a supervisor or manager owns

Operators think in a handful of figures. Where you know your own, use them, and only ones you could explain in an interview:

• Covers per service or per week, and the number of seats or rooms.
• Spend per head or average room rate, and anything you did that moved it, such as a pre-theatre menu or a drinks list change.
• Gross profit on food or drink, if you were responsible for ordering or stock.
• Labour cost, if you wrote rotas against a budget.
• Stock results, waste and cash handling accuracy.
• Guest review scores and inspection results you contributed to.

Licences, food safety and other training

Anyone who authorises the sale of alcohol in England and Wales needs a personal licence from their local council, which requires an accredited licensing qualification, such as the Award for Personal Licence Holders at Level 2. A personal licence is often a requirement for bar and restaurant managers, so if you hold one, put it in your headline or a training section near the top. If you have been named as the designated premises supervisor for a venue, say so.

After that, list food safety training with its level (supervisors often hold Level 3), first aid, fire marshal, and any cellar, barista or wine training. Group them in one short section with the year so they are easy to find.

Seasonal, agency and event work

Many people in hospitality have a mix of summer seasons, agency shifts, festivals and events alongside steady jobs. Group them rather than listing every booking: "Event and agency work, 2021 to 2022: bar and hospitality staff at racecourse days, weddings and conferences across Yorkshire." Then pick one or two where you ran something, such as a bar at a festival, and give that its own line. Short seasonal jobs do not look unreliable when the CV explains them.

Showing progression to assistant manager

A step up inside the same business is the strongest evidence you have. List each role under the employer with its own dates, so the reader sees waiter, then senior waiter, then supervisor. Then use the supervisor entry to show the parts of the assistant manager job you already do: opening and closing, key holding, rotas, stock orders, cash, recruiting and inducting new starters, handling complaints and incidents, and keeping licensing and food safety records in order. Say what the manager trusted you with when they were away.

Pay in hospitality

Hourly staff must be paid at least the legal minimum, which changes every April. From April 2026 that is £12.71 an hour for workers aged 21 and over (the National Living Wage), £10.85 for 18 to 20 year olds, and £8 for under-18s and apprentices. Supervisor and manager roles are often salaried, so compare the salary against the hours in the contract.