Private Chef vs. Personal Chef: Why Precise Terminology Drives Recruitment Success

Private Chef versus Personal Chef; What's in a Title?

In recruitment, correct terminology isn’t just semantics—it’s effective strategy. Mislabeling roles wastes time, confuses clients, and risks mismatches. For chefs, clarity in titles isn’t just about pride; it’s about positioning and achieving desired results. A muddled identity leaves recruiters and clients asking, “What do they actually do?” That confusion is a career liability and applicants risk being passed over if title distinctions are blurred.

With the rise of increasing opportunities for Private Chefs, the following question needn't be asked, but apparently it still needs asking; “What’s the difference between a Private Chef and a Personal Chef?” Many still respond with a “They’re the same!” to vague distinctions about meal prep styles. There's even disagreement amongst seasoned chefs. If recruiters can’t define the roles, how can clients trust their expertise?

The Recruitment Stakes

For recruiters, precise definitions are foundational. A Private Chef role requiring full-time exclusivity demands a different candidate than a freelance Personal Chef juggling clients. Misunderstanding these labels leads to:

• Mismatched expectations--e.g., pitching a contractor for an employee role or someone who cooks out of their own kitchen versus a chef who cooks out of the family kitchen.

• Wasted interviews--incorrect title terminology can lead to misalignment between the applicant and the job.

• Lost trust--misunderstanding by the recruiter of the importance of a title and the differences it implies can lead to clients questioning the recruiter's industry knowledge. Although, it's usually the recruiter who seeks to clear muddy the waters.

• Tax implications--A Personal Chef will usually have their own business and charge the employer as a contractor. This implies applying necessary jurisdictional taxes to their invoices. They will also qualify for tax credits. As an employee, a Private Chef will see their tax deductions withheld at source and will not qualify for most tax deductions related to their work.

• And more--The above is far from a final say.

  
  

For chefs, ambiguous branding means missed opportunities. A Private Chef marketing themselves as a “Personal Chef” risks being excluded from searches and recruiter outreach. Title confusion leads to search confusion.

When Hiring Details Matter

Defining the Roles

1. Private Chef: A Household Team Member

• Employment Status: Salaried employee with benefits, bonuses, and tax withholdings.

• Exclusivity: Dedicated to one ultra-high-net-worth (UHNW) family.

• Scope: Full integration into the household—cooking à la minute meals, traveling with employers, managing kitchen budgets.

• Stability: Steady income, no self-marketing. Tools, groceries, and workspace are employer-provided.

• Key Differentiator: Lifestyle alignment. They adapt to the family’s routines.

  
  

2. Personal Chef: A Culinary Entrepreneur

• Employment Status: Independent contractor billing hourly or per project, and charges applicable jurisdictional taxes. They handle their own taxes, insurance, and retirement.

• Flexibility: Serves multiple clients, often prepping freezer-to-table meals weekly.

• Scope: Targets busy families or professionals needing ready-to-heat meals. May cook in client kitchens or their own licensed space, but usually the latter.

• Hustle: Income fluctuates (the downside); requires constant marketing (websites, social media).

• Key Differentiator: Scalability. They juggle clients, often cooking while families are at work.

  
  

Why Blurred Lines Cost Opportunities

Those looking for jobs will often use search engines and visit job sites. Correct use of terminology will likely lead to accurate results that align with the applicant's objective. Inaccurate titles will may lead to inaccurate results. If a Personal Chef is looking for more clients, marketing themselves as such will hopefully lead to that result. Same goes for a Caterer. A Private Chef will, if all goes well, find families seeking a full-time and dedicated employee.

If the applicant is looking for something specific, using correct terminology will increase the likelihood of achieving a desired result.

The reverse is also true. Employers seeking a a chef who will be an employee and work in a dedicated fashion for a single family, will want to use the title Private Chef or they will be inundated with applications from Personal Chefs, Caterers, and commercial kitchen chefs like Chef de Cuisine, Sous Chefs, etc. Some families might be fine with that result, while others will not.

Case in Point:A client sought a “Private Chef” but actually wanted meal prep for multiple households--from friends to family member. The recruiter sourced Personal Chefs and all declined due to an exclusivity clauses.

An Effective Job Search Should be Well-targetted

The Call to Action

1. For Chefs: Own your title. If you’re a Private Chef, highlight exclusivity and UHNW experience. If you’re a Personal Chef, lean into flexibility and client diversity.

2. For Recruiters: Drill into specifics. Ask clients: “Do you need an employee or a contractor? Daily meals or bulk prep?”

3. For the Industry: Standardize definitions. Ambiguity hurts everyone. I also think blurring job titles undermines professionalism within the private service industry.

The Bottom Line

Private Chefs and Personal Chefs aim to deliver exceptional food—but their business models, client relationships, and career paths diverge sharply. Clarity isn’t pedantic; it’s professionalism.

So—Private or Personal? The answer shouldn’t be a guessing game.

Scott Munden is President of Portico Inc., specializing in household staffing for ultra-high-net-worth families.

© 2025, Portico Inc.