Role pages for the house
Innkeeper assistant, breakfast cook and housekeeper each get a page with duties, hours and live-in status.
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Recruitment Website for Bed and Breakfasts
A recruitment website for bed and breakfasts shows innkeeper job openings, breakfast cook roles and housekeeping shifts on one careers page. Each applicant is routed to the owner who will interview them, and live-in arrangements are explained before anyone applies.
01
Why a recruitment website for bed and breakfasts suits a small household team
A bed and breakfast is often run by a couple or a small family, and its staff may be two or three people who each cover several jobs. Hiring for that kind of house means finding someone who fits the household as well as the work.
Candidates for breakfast cook and housekeeping roles often search from a phone after finding the inn's website. They want to see the hours, the number of rooms, the breakfast schedule and whether the role is live-in before they apply.
For the owner, the careers page is a filter that saves a string of phone calls, especially for housekeeping for small inns, where shifts are short and the work is physical. Applicants who arrive knowing the schedule and the house standards are the ones worth a conversation.
02
Live-in arrangements, wage rules and the questions the form asks
Live-in staff applications raise questions that a careers page should answer early. Say whether a room is provided, how it is counted in pay and what hours are expected. Wage and hour rules, including how on-site housing is treated, should be checked with an employment adviser before the page goes live.
Keep questions tied to the job. Ask about availability, prior kitchen or housekeeping experience and whether the candidate can cover early breakfast service, but leave out questions about age, family status or health.
Where a role involves food, a food handler card may be required under local rules, so the form should ask for the card type and expiry date in that case. Explain the pay structure and any tips before the application starts.
03
Role pages for innkeeper assistants, breakfast cooks and housekeepers
Each role gets its own short page. An innkeeper assistant page covers guest check-in, reservation support and the house routine. A breakfast cook page covers the menu, dietary request steps and kitchen cleaning. A housekeeping page covers room count, turnover time and the supplies used.
Say plainly whether each role is part-time, seasonal or year-round, and whether it is live-in. That one line tells a candidate whether the job suits them. Put that label at the top of each role page, not at the bottom.
Keep the role list honest about what the house can offer, and remove any title that is not currently open. Each page should name the job duties in the first two lines.
- Innkeeper assistant page with check-in and reservation duties
- Breakfast cook page with menu and dietary request steps
- Housekeeping page with room count and turnover time
- Part-time, seasonal or year-round label on each role
- Live-in status and hours stated on every page
What you get
Key features
Breakfast and weekend grid
Applicants show which breakfast hours, weekends and split shifts they can cover.
Food handler fields
Where a role needs a card, candidates enter the type and expiry date for the owner to check.
Owner routing
Each application goes to the person who will interview the candidate, with a short summary attached.
Plain pay page
Wages, room arrangements for live-in roles and tip policy are explained before the form begins.
04
Applicant routing, availability and the first call
Route each application to the person who will interview the candidate. Innkeeper assistant applications go to the owner, breakfast cook hiring goes to the head cook or the owner, and housekeeping applications go to the housekeeper in charge.
Availability is often the deciding factor in a small house. Capture it in a grid that shows breakfast hours, weekends and any split shifts, so the owner can plan the rota from the answers.
Keep the first contact short. Name, phone, availability, experience and a note about live-in preference are enough to decide whether to call.
05
Going live and getting the page found
Start with the inn's own website, since people who already know the house will look there first. Add the link to booking confirmations for returning guests, who often know someone who would enjoy the work.
Ask the owner to reply to applications at a fixed time each day and agree how quickly a candidate hears back. A slow reply can lose a good applicant to the next inn down the road.
After launch, we can update the role list each season and adjust the wording whenever the rules that apply to your staff change. Changes are quoted and agreed before they go live.
- Link on the inn's own website and booking page
- Notice in the guest welcome folder for returning visitors
- Local listing updated with the careers link
- Replies to applicants set for a fixed time each day
06
Measuring whether the careers page fills the rota
Count applications for each open role and watch whether candidates finish the form. A large drop between starting and submitting usually means the questions are too heavy.
Note how many shifts remain uncovered once the rota is drawn up, and compare that figure with the same point last year. A smaller number at that point means the careers page is doing its job.
Ask each new hire how they heard about the house. Their answers show whether the website, a returning guest or a friend is sending the strongest applicants.
How does a recruitment website for bed and breakfasts handle seasonal demand?+
The careers page can open roles for the summer or autumn rush and close them when the rota is full. Returning staff from last season see the next round first. Routing stays in place between seasons, so applications arrive sorted.
Can we ask whether an applicant wants a live-in role?+
Yes, as a clear yes or no with the arrangement described beside it. Do not ask about family or living situations beyond what the role requires. An employment adviser should review the wording before launch.
Do we need a background check consent step for a small inn?+
Some inns check references only, and others run formal background checks. If a formal check is used, the consent has to be clear and separate, and the site stores it on the applicant record. Counsel can confirm what your state requires.
What does a careers site cost?+
Role pages and routing are what move the figure, and the result lands inside the $300 to $2,200 range. A written figure follows the scoping call, and post-launch support covers later role changes.
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Let's make it happen
Get the breakfast and housekeeping rota filled
The free scoping call sets the role pages, the shift grid and the routing, and the price follows in writing.