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Hosts and Hostesses, Restaurant, Lounge, and Coffee Shop corresponds to the precise U.S. O*NET/SOC 35-9031.00 occupation "Hosts and Hostesses, Restaurant, Lounge, and Coffee Shop": welcoming patrons, seating them at tables or in the lounge, and helping ensure the quality of facilities and service. Official scope text: Welcome patrons, seat them at tables or in lounge, and help ensure quality of facilities and service. Core tasks include greeting and welcoming patrons, verifying reservations and needs, checking tables and seating parties, delivering menus and handing over to servers, managing and recording the wait list, and checking tables and the environment and reporting problems. The U.S. wages and employment on this page come from BLS OEWS 2025 and BLS employment projections 2024—2034 as presented by O*NET (the precise occupation 35-9031.00 scope); the precise occupational wage for mainland China was not obtained and is registered as a visible gap; China's employment and food hygiene institutional boundaries are labeled separately.
This checklist is for self-questioning only. It does not constitute hiring criteria, an ability score, or an evaluation of job competence, nor does it constitute any food hygiene, safety, legal, or investment advice. This page corresponds to the precise U.S. O*NET/SOC 35-9031.00 occupation "Hosts and Hostesses, Restaurant, Lounge, and Coffee Shop" (hosts and hostesses): welcoming patrons, seating them at tables or in the lounge, and helping ensure the quality of facilities and service. Official scope text: Welcome patrons, seat them at tables or in lounge, and help ensure quality of facilities and service. The U.S. wages and employment on this page come from BLS OEWS 2025 and BLS employment projections 2024—2034 as presented by O*NET (the precise occupation 35-9031.00 scope); the precise occupational wage for mainland China was not obtained and is registered as a visible gap; the two jurisdictions and their employment systems must not be applied to one another.
The daily work of hosts and hostesses can be broken down along three lines: (1) greeting and seating—welcoming customers, verifying reservations and needs, and checking tables and seating parties; (2) waiting and service handover—managing the wait list and order, explaining wait times, delivering menus, and handing over to servers; (3) facilities and records—checking table and environmental cleanliness, reporting facility problems, and maintaining seating and wait list records. The three lines share the same set of hygiene and coordination requirements, but their deliverables go to different recipients: greeting and seating serve the customer experience, handover serves the service team, and records serve the operations ledger.
O*NET 35-9031.00 "Hosts and Hostesses, Restaurant, Lounge, and Coffee Shop": welcoming patrons, seating them at tables or in the lounge, and helping ensure the quality of facilities and service. Core tasks are greeting and welcoming patrons, verifying reservations and needs, checking tables and seating parties, delivering menus and handing over to servers, managing waiting and the wait list, and keeping facilities clean and reporting problems. Job Zone Levels One to Two (little to some preparation needed).
Insufficient evidence: mainland China's public occupational statistics have not established a national occupational wage distribution precisely corresponding to U.S. O*NET/SOC 35-9031.00 (Hosts and Hostesses, Restaurant, Lounge, and Coffee Shop); the National Bureau of Statistics publishes average wages by industry category without distinguishing occupations, and this page does not fill the gap with industry averages, job posting offers, or U.S. data.
Market scope | This page only registers the search scope and gaps for the mainland China market; the U.S. occupation corresponding to hosts and hostesses is SOC 35-9031.00, and no numeric conversion is made between the two.
BLS OEWS wage definitions | https://www.bls.gov/oes/oes_ques.htm; current occupational projections | https://www.onetonline.org/link/summary/35-9031.00; 2025 national wages | https://www.onetonline.org/link/localwages/35-9031.00
10th percentile annual wage $22,340 (2025, BLS OEWS, precise occupation 35-9031.00)
Scope | National 10th percentile annual wage for U.S. 35-9031.00 (2025, presented via O*NET); boundary | it sits in the lower part of the distribution and does not equal entry-level starting pay or represent any employer or region.
| Career direction | Starting tasks | Evidence you can prepare | Work you can show even without experience | How it differs from this occupation |
|---|---|---|---|---|
| Hosts and hostesses (this occupation) | Greeting, recording reservations, and guiding seating under mentoring | On-the-job training records, greeting and seating records | A step-by-step greeting process and seating record | Centered on on-site reception and seating coordination, producing seating and wait list records |
| Waiters and waitresses (adjacent) | Assisting with order taking, serving food, and tidying tables | Service training and team records | A tableside service process note | Centered on tableside service, with a small share of reception and seating |
According to O*NET 35-9031.00, this occupation welcomes patrons, seats them at tables or in the lounge, and helps ensure the quality of facilities and service. Typical tasks include greeting and welcoming, verifying reservations and needs, checking tables and seating parties, delivering menus and handing over to servers, managing and recording the wait list, and inspecting tables and the environment and reporting problems.
Waiters and waitresses focus on taking orders, serving food, and tableside service; food counter attendants focus on counter sales and food preparation; cashiers focus on payment and settlement; concierges serve hotel and mixed-use venue guests; and food service managers handle scheduling and operating decisions. Duties and authority differ, and they cannot be swapped based only on job title.
BLS OEWS 2025 (presented via O*NET, precise occupation 35-9031.00): median annual wage $31,200 and median hourly wage $15.00; the 10th/25th/75th/90th percentiles are 22,340 / 27,570 / 36,250 / 43,990 dollars per year. The employment outlook projects declining growth (-2%) from 2024 to 2034, with about 107,700 job openings per year, from employment of about 429,900 in 2024.
To judge whether hosting suits you, first run one verifiable greeting drill using public or simulated materials: set up a fictional dining scenario (for example, a dinner rush with a mix of reservations and walk-ins), and write a step-by-step process from greeting and welcoming, verifying reservations and asking about needs, checking table availability, seating by party size and needs, delivering menus and handing over to servers, to wait list management and records, marking the check points at each step and the possible abnormalities (full house and overbooking, special dietary or accessibility needs, unhappy waiting customers, children or large parties, hygiene and facility problems). Afterward, check: whether hygiene and safety requirements (clean tables, facility checks, clear walkways) are treated as non-omittable items; whether requests that cannot be met are written as a polite explanation with alternatives; and whether facility or service problems are written up as reportable issues. Test with a real deliverable, not just answers to an interest questionnaire.
Fit signals | The work activities for U.S. O*NET 35-9031.00 show that performing for or working directly with the public, getting information, assisting and caring for others, and communicating with others are the most important activities for this occupation; work context shows a high proportion of constant contact with others, positions dealing with external customers or the public generally require long-term direct contact with customers, face-to-face discussions and telephone communication are frequent, and the workplace is an indoor dining environment with considerable walking and standing. The most important skills include active listening, speaking, service orientation, and coordination. If you are willing to stand and walk for long periods during peak hours, face all kinds of customers directly, and patiently handle waiting and requests, these daily demands are closer to the way you work.
Caution signals | O*NET also shows (35-9031.00): the work centers on direct customer contact, managing the wait list, and coordinating seating, and involves dealing with unhappy or agitated customers, keeping order during peak hours, and considerable standing and walking. This occupation deals with customers, tables, and facilities: a single seating mistake, a single ignored special need, or a single unreported facility or hygiene problem can affect the customer experience and the establishment's reputation. This page therefore lists hygiene and facility checks, wait list and reservation management, and identifying special needs and service handover separately. On the U.S. side, this occupation is marked Bright Outlook, and the O*NET summary shows a projected decline (-2%) from 2024 to 2034, with about 107,700 job openings per year and employment of about 429,900 in 2024; growth is negative but the openings mainly come from replacement needs. If it is hard for you to sustain intense standing during peak hours, long periods of direct customer interaction, or emotional pressure, you should treat these as real costs that need careful weighing.
Commitment judgment | Real fit comes from whether you can do three things within the same shift at once: make the hosting solid (verifying reservations and needs, seating by table and service capacity, handing over to servers and maintaining wait list order, producing reviewable seating and wait list records); keep hygiene and facilities under control (checking table and facility cleanliness, keeping walkways clear, reporting abnormalities, acting per institutional and hygiene requirements); and carry definable position responsibility (be responsible for the accuracy of your own reception and coordination, and report matters beyond your authority such as facility issues or complaints under institutional rules). It is recommended to test this with one verifiable experience (completing a step-by-step greeting process and seating record, or a drill on recognizing and handling common arrival situations), rather than relying only on the conclusions of an interest questionnaire.
Standing | 90% of respondents report almost continually. Contact | 93% report constant contact with others. Face-to-face | 85% hold discussions every day. Telephone | 63% every day. Walking | 61% almost continually. Indoors | 85% in an environmentally controlled setting every day. Team | 77% consider it extremely important. Unhappy customers | 61% once a week or more but not every day. Scope | U.S. respondent work context, not Chinese position proportions or complaint incidence rates.
Peak hours center on fast greeting and seating coordination, with a tense rhythm; off-peak hours center on reservation management, facility checks, and preparation work.
For this occupation in the U.S. in 2025, the median hourly wage is $15.00 and the median annual wage is $31,200; the 10th/25th/75th/90th percentiles of annual wage are 22,340/27,570/36,250/43,990 dollars. OEWS pretax wages for normal hours include specified items such as tips and production bonuses and exclude overtime pay, shift differentials, nonproduction bonuses, and employer benefit costs; the annual wage is not a part-time individual's actual annual earnings, and percentiles are not experience tiers.
Greet and welcome → Verify reservations and needs → Check table availability → Seat the party → Deliver menus and hand over to servers → Maintain the wait list and records
No precise national wage distribution for hosts and hostesses in China was obtained; the NBS accommodation and food services pretax annual average covers many occupations and is not the host median, monthly pay, or take-home income, and U.S. NAICS72 proportions are not used to allocate Chinese industries.
Positions that must handle peak and waiting pressure use this as a basis, with higher demands for maintaining order and calming customer emotions.
U.S. 35-9031.00: 444,200 employed in 2025; 2025—2035 Average (3% to 4%), with 107,100 annual openings including growth and replacement, not net new jobs, current hiring, dining demand, or automation/AI causality.
Confirm party size and needs → Verify reservations → Check tables and facilities → Seat and hand over → Explain the wait → Report abnormalities
Article 45 of China's Food Safety Law: personnel engaged in production and business operations that involve contact with directly edible food must undergo an annual health examination and obtain a health certificate before starting work; this is not merely an arbitrary local condition, nor is it a uniform requirement for all positions based on the host job title. Health certificates, training, enterprise licensing, and personal duties are different; normal wait list seating and complaint coordination within authority may be handled by the individual, while compensation beyond authority and professional repairs are checked against real institutional rules.
Communicating with customers, servers, and managers, arranging seating and the wait list, and inspecting facilities and recording; outputs are reviewable seating and wait list records, and evaluation methods follow customer experience and operating rules.
Boundary note: this page covers only the precise occupation O*NET/SOC 35-9031.00 "Hosts and Hostesses, Restaurant, Lounge, and Coffee Shop", that is, greeting and seating positions in dining establishments. Adjacent occupations (waiters and waitresses, food counter attendants, cashiers, concierges, food service managers, and so on) differ in work object, qualifications, and responsibilities, and cannot be swapped based only on job title; hygiene and safety inspections, complaint handling, and facility repairs are matters of authorization or duty scope and must be carried out under institutional rules and applicable regulations.
Waiters and waitresses focus on taking orders, serving food, and tableside service, while hosts focus on reception and seating, so their roles in the service chain differ.
Turning reception, seating, and wait list management into a smooth customer experience, while completing handover and records at the same time.
Concierges serve hotel and mixed-use venue guests, with a different scope of duties from dining hosts, and the two cannot be applied to one another.
The objects are arriving customers, tables and facilities, and seating and wait list records; the basis is institutional service standards and hygiene requirements.
Hosts and hostesses (O*NET/SOC 35-9031.00 "Hosts and Hostesses, Restaurant, Lounge, and Coffee Shop") are positions that welcome patrons, seat them at tables or in the lounge, and help ensure the quality of facilities and service. Official scope text: Welcome patrons, seat them at tables or in lounge, and help ensure quality of facilities and service. Their core tasks are welcoming and greeting customers, verifying reservations and asking about needs, checking table availability and seating parties, delivering menus and handing over to servers, managing waiting and wait list order, and keeping tables and facilities clean and reporting problems. Common job titles include Host/Hostess, Seater, Dining Coordinator, Host Coordinator, Buffet Hostess, and Private Dining Coordinator. The U.S. data on this page correspond to the precise occupation 35-9031.00 scope; mainland China's employment and hygiene systems are labeled separately under their own jurisdictional sources, and the two must not be applied to one another.
Food service managers handle scheduling, costs, and operating decisions, and usually do not carry out on-site greeting and seating coordination.
Greeting and seating—waiting and handover—facility checks—records and reporting, advancing on the same rhythm as the service team.
Managers' main outputs are operating plans and management decisions, with on-site reception execution accounting for a small share.
Seating and wait list records, reservation records, facility inspection and reporting records, and shift handover records.
Managers are responsible for operating decisions but usually do not bear execution responsibility for on-site reception and seating.
You personally are responsible for the accuracy of reception, seating, and records, and report matters beyond your duties within institutional rules.
Decisions beyond your individual duties cannot be made by you alone.
Facility repairs, hygiene rectification, and complaint compensation must be decided by managers under institutional rules.
The U.S. and mainland China differ in employment and hygiene systems, so these must be checked separately and cannot be applied to one another.
Nothing on this page constitutes a promise regarding hiring, licensing, or employment outcomes at any institution.
Before starting a job, verify each of the following items, which relate to O*NET/SOC 35-9031.00 and mainland China's employment and hygiene systems; any item not verified should be treated as pending verification and cannot be replaced by recruitment marketing.
Basis: the official O*NET 35-9031.00 definition and task list.
Verify whether the position is indeed centered on greeting and seating, and confirm the venue type (restaurant, lounge, or coffee shop).
Basis: O*NET Job Zone Levels One to Two and education level information.
Verify the education and training requirements (most respondents report that a high school education or less is required, with on-the-job training predominant).
Basis: local employment and hygiene rules and institutional policy.
Verify whether a health certificate, food hygiene training, or restrictions on employing minors are required; specific requirements are governed by the competent authority of the applicable jurisdiction.
Basis: the job announcement and the institution's scheduling rules.
Verify the work form (shifts, weekend and holiday arrangements, whether tips or service charges are included) and the evaluation scope.
Basis: institutional hygiene and safety rules.
Verify hygiene and safety requirements (table cleanliness, clear walkways, and facility inspection and abnormality reporting processes).
Basis: institutional occupational health and protection requirements.
Verify occupational health and protection requirements (long periods of standing and walking, emotional pressure during peak hours, and slip and collision risks).
Conclusion | Hosts and hostesses differ from adjacent occupations in work object and duties: the core of this occupation is receiving customers and arranging seating while helping ensure facility quality; waiters and waitresses focus on taking orders, serving food, and tableside service; food counter attendants focus on counter sales and food preparation; cashiers focus on payment and settlement; concierges serve hotel and mixed-use venue guests; and food service managers handle scheduling and operating decisions. Swapping them based only on job title would misjudge duties and authority.
Evidence note | The adjacent comparison is based on the O*NET 35-9031.00 occupational profile and U.S. BLS data; the China side is a comparative note and no numeric conversion is made. The duty and authority boundaries of each direction must be checked separately.
The comparison below helps judge the differences between directions: each row answers the same dimension—what the core work and outputs of that direction are, where the key difference from this occupation lies, and what choice suits whom better. The evidence links in the table correspond to official U.S. occupational pages.
Centered on on-site reception and seating coordination, producing seating and wait list records
People willing to face customers directly during peak hours and coordinate seating patiently
Receiving customers, arranging seating, managing the wait list, and helping ensure facility quality
Hosts and hostesses (this occupation)
Centered on tableside service, with a small share of reception and seating
People willing to do tableside service and earn income through tips
Taking orders, serving food, tableside service, and assisting with payment
Waiters and waitresses (adjacent)
Centered on counter transactions and food preparation, with a fast pace and high repetition
People willing to work in a fast-paced counter environment
Counter sales, food preparation, and cashiering
Food counter attendants (adjacent)
Mainly settlement and cashiering, with a small share of customer reception
People willing to do cashiering and bookkeeping and who value accuracy
Taking payment, settlement, and bookkeeping
Guest services for hotels and mixed-use venues, with a different scope of duties
People willing to handle guest needs in a hotel environment
Providing information and assistance to guests at hotels and mixed-use venues
Concierges (adjacent)
Outputs are management and operating decisions, without on-site daily reception
People willing to move into management and operations and take on business responsibility
Responsible for scheduling, costs, quality, and operating decisions
Food service managers (adjacent)
Transition note | The directions above differ in duties and authority, and moving across directions requires filling in the corresponding training and experience; authority such as cashiering, compensation, and facility rectification cannot be carried over across positions.
Current students and prospective entrants
Use AI to practice service phrasing and organize shift points, but do not treat generated content as a service standard; build solid fundamentals in on-site reception, seating, and facility checks first.
Working hosts and hostesses
Editorial trial suggestion | Trial registration and script drafts on licensed fictional wait lists and menus, verifying against actual reservations and tables; effects are measured separately, with no measured time savings.
Dining outlets and management staff
Define the boundaries of digital tool use in service policy (whether they may be used for reservation and wait list management and the knowledge base), customer information rules, and review and rollback mechanisms for tool output.
Customers and reservation channels
Use tools for online reservations and reminders, but automated replies must not replace human handling of special needs and complaints.
Editorial task analysis | Trial registration and script drafts on licensed fictional wait lists and menus, verifying against actual reservations and tables; this round has no general adoption, efficiency, or job causality, and the order of impact is not ranked. Article 45 of China's Food Safety Law: personnel engaged in production and business operations that involve contact with directly edible food must undergo an annual health examination and obtain a health certificate before starting work; this is not merely an arbitrary local condition, nor is it a uniform requirement for all positions based on the host job title. Health certificates, training, enterprise licensing, and personal duties are different; normal wait list seating and complaint coordination within authority may be handled by the individual, while compensation beyond authority and professional repairs are checked against real institutional rules.
O*NET 35-9031.00 occupational profile and task list (U.S.)
Used to define this occupation's task scope (greeting and welcoming, seating, reservations and wait list, facility checks, communication); it is the basis for judging which tasks relate to information processing.
O*NET overall projections for this occupation, 2025—2035
U.S. 35-9031.00: 444,200 employed in 2025; 2025—2035 Average (3% to 4%), with 107,100 annual openings including growth and replacement, not net new jobs, current hiring, dining demand, or automation/AI causality.
ILO research on generative AI and occupational exposure in employment
ILO2025 studies potential task exposure; it does not equal actual adoption, efficiency, or job outcomes, and this round did not verify the index level for this occupation.
NIST Artificial Intelligence Risk Management Framework (AI RMF 1.0)
Used to explain governance, attribution of responsibility, and human review principles when adopting tools; it is not a service or hygiene standard.
O*NET 35-9031.00 detailed information (tasks and work activities)
Used to check this occupation's specific tasks and work activities and to support task-level impact judgments.
O*NET 35-9031.00 occupational scope and work context
Used to check work context (direct customer contact, constant contact, peak rhythm) and contextual boundaries.
O*NET 35-9031.00 national wages (BLS OEWS 2025)
Used to present how this occupation's wage distribution is defined; it is unrelated to AI adoption or job changes.
Recording and actual service delivery are different tasks, and tool trials can be proposed; the task description does not prove the degree of acceleration or a substitution ranking.
Trial registration and script drafts on licensed fictional wait lists and menus, verifying against actual reservations and tables; time and quality are measured separately.
On-site greeting, seating, and maintaining wait list order.
Drafting service phrasing and common Q&A can be assisted.
On-site judgment and calming in handling special needs and complaints.
Checklists and record organization can be assisted.
On-site judgment of facility problems and ownership of the reporting responsibility.
Why do employment evidence sources reach different conclusions? Because "task exposure", "organizational adoption", "productivity change", and "number of jobs" are four different objects of measurement, with different samples, methods, and periods, and cannot be derived from one another.
Potential generative AI task exposure; it does not measure actual adoption or job outcomes for this occupation.
ILO research on generative AI and occupational exposure in employment
Generative AI task exposure levels across global occupational groups
This round did not verify this occupation's exposure level, and high or low exposure and a job guarantee are not inferred from whether the tasks are knowledge-intensive or on-site.
U.S. occupational task description; it contains no AI adoption or productivity conclusions.
O*NET 35-9031.00 tasks and work activities (U.S.)
This occupation's task content and importance ranking
Tasks center on on-site reception, seating, and facility checks, and most steps require human on-site judgment and accountability.
A governance framework, not a service or hygiene standard, and it does not measure job impact.
NIST Artificial Intelligence Risk Management Framework (AI RMF 1.0)
Risk management and governance principles for organizations adopting AI
Before adopting a tool, define its purpose, permissions, review and rollback mechanisms, and designate a responsible person.
U.S. occupational scope; it contains no evidence on AI adoption for this occupation.
O*NET overall projections for this occupation, 2025—2035
The employment outlook and size of this occupation in the U.S.
U.S. 35-9031.00: 444,200 employed in 2025; 2025—2035 Average (3% to 4%), with 107,100 annual openings including growth and replacement, not net new jobs, current hiring, dining demand, or automation/AI causality.
U.S. occupational description; it does not include mainland China employment system content.
O*NET 35-9031.00 occupational profile and official definition
This occupation's official definition, tasks, and training requirements
Core abilities are on-site reception, communication, and coordination, with no programming threshold.
Technical capability: current generative AI can help with text organization, script drafting, and information registration, but bears no consequences for on-site reception, seating, and handling customer emotions; a technology demonstration does not mean it is usable in the outlet.
This round obtained no measured general adoption or productivity for this occupation, and governance guidance does not prove adoption status.
U.S. 35-9031.00: 444,200 employed in 2025; 2025—2035 Average (3% to 4%), with 107,100 annual openings including growth and replacement, not net new jobs, current hiring, dining demand, or automation/AI causality. This round obtained no causal evidence of AI job changes.
This round has no evidence that substitution will not occur in the short term or that a particular step must change first.
O*NET 35-9031.00 task list; ILO occupational exposure research
Actual position skill and tool requirements are checked against recruitment and tasks, and the software list does not support a threshold conclusion for all positions; tool effects are measured separately.
O*NET 35-9031.00 skills data
Editorial trial points | Trial registration and script drafts on licensed fictional wait lists and menus, verifying against actual reservations and tables; no ranking of what is easiest or hardest to substitute.
ILO occupational exposure research (task exposure mechanisms)
U.S. 35-9031.00: 444,200 employed in 2025; 2025—2035 Average (3% to 4%), with 107,100 annual openings including growth and replacement, not net new jobs, current hiring, dining demand, or automation/AI causality.
O*NET summary and BLS employment projections
Article 45 of China's Food Safety Law: personnel engaged in production and business operations that involve contact with directly edible food must undergo an annual health examination and obtain a health certificate before starting work; this is not merely an arbitrary local condition, nor is it a uniform requirement for all positions based on the host job title. Health certificates, training, enterprise licensing, and personal duties are different; normal wait list seating and complaint coordination within authority may be handled by the individual, while compensation beyond authority and professional repairs are checked against real institutional rules.
O*NET 35-9031.00 occupational profile (duty scope)
No year can be given, and no year can be given. The available public evidence does not support a conclusion that the occupation disappears in a particular year; reading task exposure or technology demonstrations as a substitution timeline is a misuse of evidence.
Notes on the research limitations of the ILO occupational exposure study
Editorial preparation suggestion | Strengthen real position tasks and service training, with tool effects measured separately; do not claim that any skill cannot be substituted.
O*NET 35-9031.00 skills and tasks; NIST AI RMF governance principles
Once digital tools enter the reception process, the chain of responsibility must not break: from confirming the task to tool processing, human review, record keeping, and reporting, each step must clearly specify who is responsible, and traceable evidence must be retained.
Define reception objectives, customer information boundaries, permitted tools, and content that must not be sent out (customer contact details, reservation and consumption information).
Limit registration, reminders, and script uses per the real system and outlet rules; normal seating may be assisted by an approved system, and not all seating decisions or complaint handling are uniformly prohibited.
The responsible personnel verify reservation, seating, and need information item by item, confirm that it matches the actual site, and judge whether it meets service and hygiene rules.
Keep the necessary versions, verification, and modification basis per information rules; traceability does not guarantee full reproduction.
Article 45 of China's Food Safety Law: personnel engaged in production and business operations that involve contact with directly edible food must undergo an annual health examination and obtain a health certificate before starting work; this is not merely an arbitrary local condition, nor is it a uniform requirement for all positions based on the host job title. Health certificates, training, enterprise licensing, and personal duties are different; normal wait list seating and complaint coordination within authority may be handled by the individual, while compensation beyond authority and professional repairs are checked against real institutional rules.
Tool-generated seating or reservation registrations treated as confirmed information; carrying errors into reception and causing customer dissatisfaction
Mark generated content as a candidate, and verify reservations and tables item by item before using it
Customer contact details and consumption information sent out; creating privacy and compliance risks
Handle it per institutional information requirements, and confirm authorization and the minimum necessary scope before use
Tool versions and inputs not recorded; making it hard to reconstruct the basis at the time of a complaint
Consistently record the tool, version, and key inputs, and retain revision traces
Wrong seating or waiting prompts; causing seating conflicts and disorder
Check prompts against on-site tables and the list, and do not use tools to invent missing information
Missing review leaves duties unclear; once a complaint arises it is hard to determine responsibility
The outlet checks real position duties and authority; normal complaint coordination may be handled by the individual, while compensation beyond authority and professional repairs are escalated.
On-site greeting, confirming party size and needs, and handling special cases.
Greeting and reception
Greeting and confirming needs
Can assist in organizing common Q&A and welcome phrasing.
Seating based on the site and needs and handling conflicts.
Checking tables and seating parties
Can assist in organizing table availability status.
Determining wait order, explaining the wait, and calming customers.
Reservations and waiting
Registering and managing the wait list
Trial registration and reminders on licensed wait list data, verifying against the real list; effects are measured separately.
Accurately handing over seating and customer needs to servers.
Delivering menus and handing over to servers
Can assist in organizing handover points.
Judging facility and hygiene problems on site and deciding whether to report.
Facilities and hygiene
Inspecting and reporting facility problems
Can assist in generating checklists and records.
On-site judgment and calming, escalating per institutional rules when necessary.
Communication and complaints
Handling customer requests
Trial drafts and structures on licensed materials, verifying against the original text; effects are measured separately.
Responsible for record accuracy and handover information.
Records and handover
Seating and shift records
Trial registration and script drafts on licensed fictional wait lists and menus, verifying against actual reservations and tables; effects are measured separately.
Editorial summary | Trial registration and script drafts on licensed fictional wait lists and menus, verifying against actual reservations and tables; there is no occupational adoption, efficiency, or substitution causality, and position authority is checked against real rules. Article 45 of China's Food Safety Law: personnel engaged in production and business operations that involve contact with directly edible food must undergo an annual health examination and obtain a health certificate before starting work; this is not merely an arbitrary local condition, nor is it a uniform requirement for all positions based on the host job title. Health certificates, training, enterprise licensing, and personal duties are different; normal wait list seating and complaint coordination within authority may be handled by the individual, while compensation beyond authority and professional repairs are checked against real institutional rules.
2025 (National Bureau of Statistics statistics on the average annual wage of urban unit employees)
Statistical period | Public statistics do not report this occupation separately; the National Bureau of Statistics publishes by industry category, so this page does not present occupational-level figures.
yuan/year (scope: average annual wage of urban unit employees)
Unit | The National Bureau of Statistics publishes average wages annually, and this page does not use them to convert monthly pay or individual take-home income.
Insufficient evidence: no population-coverage figure readable for this occupation was obtained; the industry category scope includes all kinds of occupations in accommodation and food services and cannot represent the occupation of hosts and hostesses.
Population covered | Industry category scope, including all kinds of occupations in the relevant industries, which cannot represent the occupation of hosts and hostesses.
Insufficient evidence: mainland China's public occupational statistics have not established a national occupational wage distribution precisely corresponding to U.S. O*NET/SOC 35-9031.00 (Hosts and Hostesses, Restaurant, Lounge, and Coffee Shop); the National Bureau of Statistics publishes average wages by industry category without distinguishing occupations, and this page does not fill the gap with industry averages, job posting offers, or U.S. data.
Occupational scope | National statistics do not report this occupation separately, and this page retains the search scope and gaps.
Insufficient evidence: mainland China's public occupational statistics have not established a national occupational wage distribution precisely corresponding to U.S. O*NET/SOC 35-9031.00 (Hosts and Hostesses, Restaurant, Lounge, and Coffee Shop); the National Bureau of Statistics publishes average wages by industry category without distinguishing occupations, and this page does not fill the gap with industry averages, job posting offers, or U.S. data.
Sampling and missing-data limits | Occupational-level figures are not filled in from individual outlets, individual job posting offers, or single-region samples.
National Bureau of Statistics: 2025 average annual wage of urban unit employees
Source | See the source section of this page for the original link and data period; the scope and limits must be checked before use.
It is recommended to use industry category average wages only to understand the order of magnitude, not to infer individual starting pay or take-home income.
Usage suggestion | Occupation-level conclusions must wait for official separately reported data; this page registers the gap rather than filling it.
Editorial trial points | Trial registration and script drafts on licensed fictional wait lists and menus, verifying against real-time tables; there is no measured exposure level or effect.
Occupational definition | The hosts and hostesses on this page correspond to U.S. SOC 35-9031.00 "Hosts and Hostesses, Restaurant, Lounge, and Coffee Shop", with the official scope: welcoming patrons, seating them at tables or in the lounge, and helping ensure the quality of facilities and service. People doing dining reception and seating in mainland China have similar tasks, but employment, working hours, and hygiene systems belong to different jurisdictions, and no numeric conversion is made between the two.
Education in China is checked against the actual position
Outlet reception and seating assistance
U.S. new-hire requirements are 42% less than high school, 29% high school, and 16% some college with no degree, which is not the incumbents' composition or China's threshold; Job Zone1-2 is not the uniform on-the-job training duration for this occupation.
High school or equivalent, with on-the-job training
Host, seater, dining coordinator
U.S. new-hire requirements are 42% less than high school, 29% high school, and 16% some college with no degree, which is not the incumbents' composition or China's threshold; Job Zone1-2 is not the uniform on-the-job training duration for this occupation. Article 45 of China's Food Safety Law: personnel engaged in production and business operations that involve contact with directly edible food must undergo an annual health examination and obtain a health certificate before starting work; this is not merely an arbitrary local condition, nor is it a uniform requirement for all positions based on the host job title. Health certificates, training, enterprise licensing, and personal duties are different; normal wait list seating and complaint coordination within authority may be handled by the individual, while compensation beyond authority and professional repairs are checked against real institutional rules.
Specialized service training and shift leading
Shift leader direction for large outlets or banquet reception
Taking on shift leading or banquet reception usually requires additional training and experience; position duties and authority are governed by institutional rules.
Health certificate and food hygiene training (subject to local and position requirements)
Dining positions that handle food or require a health certificate
Article 45 of China's Food Safety Law: personnel engaged in production and business operations that involve contact with directly edible food must undergo an annual health examination and obtain a health certificate before starting work; this is not merely an arbitrary local condition, nor is it a uniform requirement for all positions based on the host job title. Health certificates, training, enterprise licensing, and personal duties are different; normal wait list seating and complaint coordination within authority may be handled by the individual, while compensation beyond authority and professional repairs are checked against real institutional rules.
Accommodation and food services (dining outlets)
No precise national wage distribution for hosts and hostesses in China was obtained; the NBS accommodation and food services pretax annual average covers many occupations and is not the host median, monthly pay, or take-home income, and U.S. NAICS72 proportions are not used to allocate Chinese industries.
Other service settings (for comparison)
Some positions are distributed in hotels and event venues; their hiring scale and evaluation scope differ, and this page does not fill in figures.
Other industries not listed separately (for comparison)
The classifications and statistical scopes differ, and no numeric conversion is made.
NBS2025 urban unit wage release | https://www.stats.gov.cn/sj/zxfb/202605/t20260515_1963707.html
Occupation title comparison | Hosts and Hostesses, Restaurant, Lounge, and Coffee Shop (U.S. SOC 35-9031.00 Hosts and Hostesses, Restaurant, Lounge, and Coffee Shop; in job postings often called host, hostess, seater, dining coordinator, host coordinator, buffet hostess, and so on; it is a different occupation from waiters and waitresses, food counter attendants, cashiers, concierges, and food service managers)
Article 45 of China's Food Safety Law: personnel engaged in production and business operations that involve contact with directly edible food must undergo an annual health examination and obtain a health certificate before starting work; this is not merely an arbitrary local condition, nor is it a uniform requirement for all positions based on the host job title. Health certificates, training, enterprise licensing, and personal duties are different; normal wait list seating and complaint coordination within authority may be handled by the individual, while compensation beyond authority and professional repairs are checked against real institutional rules. No precise national wage distribution for hosts and hostesses in China was obtained; the NBS accommodation and food services pretax annual average covers many occupations and is not the host median, monthly pay, or take-home income, and U.S. NAICS72 proportions are not used to allocate Chinese industries.
Note | The National Bureau of Statistics publishes the average wage of urban unit employees by industry category, which is a nationwide urban unit scope that does not distinguish occupations; public statistics have not established a national occupational wage distribution precisely corresponding to U.S. SOC 35-9031.00. A bounded search still obtained no national statistical value that can be precisely verified for this occupation, so no industry average, job posting offer, or U.S. data is used to fill the gap.
National Bureau of Statistics: 2025 average annual wage of urban unit employees | https://www.stats.gov.cn/english/PressRelease/202605/t20260518_1963740.html
Editorial pay verification suggestion | Check the specific outlet contract, hours, tip and service charge distribution, and duties; no wage effect from these was obtained, and it is not claimed that Chinese positions generally receive tips.
Mainland China urban non-private units (relevant industry categories, industry proxy)
Insufficient evidence: no national occupational wage readable for this occupation was obtained; the National Bureau of Statistics publishes average wages by industry category without distinguishing occupations, and this page does not fill the gap with the industry scope.
Mainland China urban private units (relevant industry categories, industry proxy)
Insufficient evidence: no national occupational wage readable for this occupation was obtained; the private unit scope is likewise published by industry category and cannot be taken as hosts' wages.
Precise national occupational wage for this occupation in mainland China
Insufficient evidence: mainland China's public occupational statistics have not established a national occupational wage distribution precisely corresponding to U.S. O*NET/SOC 35-9031.00 (Hosts and Hostesses, Restaurant, Lounge, and Coffee Shop); the National Bureau of Statistics publishes average wages by industry category without distinguishing occupations, and this page does not fill the gap with industry averages, job posting offers, or U.S. data.
Classification comparison note | U.S. SOC 35-9031.00 falls under the food preparation and serving category as "hosts and hostesses", and is a different occupation from waiters and waitresses (35-3031.00), food counter attendants (35-3023.00), cashiers (41-2011.00), concierges (39-6012.00), and food service managers (11-9051.00); international occupational classifications (such as ISCO-08) can only indicate the broad position of food service jobs and cannot replace U.S. SOC or mainland China's occupational classification and statistical scope.
Source note: National Bureau of Statistics statistical scope for the average wage of urban unit employees | https://www.stats.gov.cn/english/PressRelease/202605/t20260518_1963740.html
U.S. 35-9031.00: 444,200 employed in 2025; 2025—2035 Average (3% to 4%), with 107,100 annual openings including growth and replacement, not net new jobs, current hiring, dining demand, or automation/AI causality.
Median annual wage $31,200 (2025, BLS OEWS, precise occupation 35-9031.00)
25th percentile annual wage $27,570 (2025, BLS OEWS, precise occupation 35-9031.00)
Scope | 2025 25th percentile; boundary | not the wage effects of institution, region, or hours.
Median annual wage $31,200 (2025, BLS OEWS, precise occupation 35-9031.00)
Scope | 2025 national median; boundary | for this occupation in the U.S. in 2025, the median hourly wage is $15.00 and the median annual wage is $31,200; the 10th/25th/75th/90th percentiles of annual wage are 22,340/27,570/36,250/43,990 dollars. OEWS pretax wages for normal hours include specified items such as tips and production bonuses and exclude overtime pay, shift differentials, nonproduction bonuses, and employer benefit costs; the annual wage is not a part-time individual's actual annual earnings, and percentiles are not experience tiers.
75th percentile annual wage $36,250 (2025, BLS OEWS, precise occupation 35-9031.00)
Scope | 2025 75th percentile; boundary | not seniority, qualifications, or income return.
90th percentile annual wage $43,990 (2025, BLS OEWS, precise occupation 35-9031.00)
Scope | 2025 90th percentile; boundary | not the highest wage or a skill wage ceiling.
444,200 people (2025, this occupation)
Scope | 2025 employment size; boundary | this occupation 35-9031.00, not current hiring or demand causality.
Average (3% to 4%, 2025—2035)
Scope | 2025—2035 overall projection; boundary | this occupation 35-9031.00, not AI causality or an individual employment guarantee.
107,100 per year (2025—2035)
Scope | 2025—2035 average annual openings including growth and replacement; boundary | not net new jobs or current hiring.
For this occupation in the U.S. in 2025, the median hourly wage is $15.00 and the median annual wage is $31,200; the 10th/25th/75th/90th percentiles of annual wage are 22,340/27,570/36,250/43,990 dollars. OEWS pretax wages for normal hours include specified items such as tips and production bonuses and exclude overtime pay, shift differentials, nonproduction bonuses, and employer benefit costs; the annual wage is not a part-time individual's actual annual earnings, and percentiles are not experience tiers. U.S. 35-9031.00: 444,200 employed in 2025; 2025—2035 Average (3% to 4%), with 107,100 annual openings including growth and replacement, not net new jobs, current hiring, dining demand, or automation/AI causality.
For this occupation in the U.S. in 2025, the median hourly wage is $15.00 and the median annual wage is $31,200; the 10th/25th/75th/90th percentiles of annual wage are 22,340/27,570/36,250/43,990 dollars. OEWS pretax wages for normal hours include specified items such as tips and production bonuses and exclude overtime pay, shift differentials, nonproduction bonuses, and employer benefit costs; the annual wage is not a part-time individual's actual annual earnings, and percentiles are not experience tiers. U.S. 35-9031.00: 444,200 employed in 2025; 2025—2035 Average (3% to 4%), with 107,100 annual openings including growth and replacement, not net new jobs, current hiring, dining demand, or automation/AI causality.
Editorial pay verification suggestion | Check the specific institution, contract, hours, and wage items; national percentiles do not identify the income effects of these factors.
Outlet type and shift
Editorial pay verification suggestion | Check actual qualifications and position duties; there is no estimate of their wage return or income ceiling.
Duty scope and shift leading experience
Editorial pay verification suggestion | Check the specific region and real compensation items; this round obtained no regional wage or pay method income effect.
Region and dining demand
U.S. 35-9031.00: 444,200 employed in 2025; 2025—2035 Average (3% to 4%), with 107,100 annual openings including growth and replacement, not net new jobs, current hiring, dining demand, or automation/AI causality.
Accommodation and Food Services (NAICS 72)
Insufficient evidence: no median wage for this industry readable for this occupation was obtained this round; the O*NET industry page gives only the main industries without separate industry wages, and this page does not fill the gap with estimates.
For this occupation in 2025, accommodation and food services 93% and other industries 7%; the category proportions are not industry wages.
Other industries 7% (combined)
Insufficient evidence: no median wage for this industry readable for this occupation was obtained.
The other 7% is not broken down, and hotels are not all placed outside the accommodation and food services category.
Other sub-industries not listed separately
Insufficient evidence: no median wage for this sub-industry that can be read for this occupation was obtained.
Other categories are not broken down and cannot be added at the same level as the hotel subdivision within accommodation and food services.
Other sub-industries not listed separately (for comparison)
Insufficient evidence: no median wage for this sub-industry that can be read for this occupation was obtained; this page retains the gap rather than filling it.
This page did not obtain a median wage for this sub-industry that can be read for this occupation.
Percentiles describe the position in the national distribution and do not explain differences caused by education, seniority, industry, or region.
For this occupation in the U.S. in 2025, the median hourly wage is $15.00 and the median annual wage is $31,200; the 10th/25th/75th/90th percentiles of annual wage are 22,340/27,570/36,250/43,990 dollars. OEWS pretax wages for normal hours include specified items such as tips and production bonuses and exclude overtime pay, shift differentials, nonproduction bonuses, and employer benefit costs; the annual wage is not a part-time individual's actual annual earnings, and percentiles are not experience tiers.
Percentiles are not years of experience and do not identify the wage causality of education, qualifications, or duties.
Usage suggestion: understand the median, the percentiles, and the employment figures as three separate groups of numbers, and check them together with outlet type and region; the official O*NET wage page can also be queried by period, and a single number should not be used to infer personal pay.
Median annual wage $31,200 (2025, BLS OEWS, precise occupation 35-9031.00)
The 10th percentile is not a new hire, base wage, or fixed experience band.
The median is the midpoint of the national distribution, and it does not necessarily rise with seniority or qualifications.
The 90th percentile is not a senior wage or a pay ceiling.
The interest code for O*NET 35-9031.00 is SEC (Social—Enterprising—Conventional); this assessment is used to understand your preferences for helping, organizing and coordinating, and working to procedure.
An occupational interest descriptor, not individual predictive validity
The interest code is only a directional hint and does not equal an ability or hiring conclusion; a high preference score alone cannot replace actual work experience.
The Big Five is used to ask yourself about reservation verification and on-site collaboration habits; O*NET work styles are not the Big Five scale or an individual performance prediction.
An editorial self-question, not personality predictive validity
Check real tasks and behavior, and do not infer reduced fit from a personality score.
How to understand this interest code: SEC stands for Social (leaning toward helping and serving others), Enterprising (leaning toward organizing and coordinating and influencing others), and Conventional (leaning toward working to fixed procedures and rules). It indicates that this occupation leans toward a combination of helping, organizing and coordinating, and following procedures, rather than labeling a person.
MBTI is used to describe customer and service team communication preferences, and does not judge position competence or confer qualifications.
The interest code for O*NET 35-9031.00 is SEC (Social—Enterprising—Conventional).
Usage boundaries of typological tools
RIASEC interest code (O*NET): S Social + E Enterprising + C Conventional; the specific interest areas involve personal services and administrative management.
A type cannot replace actual skills, training, or qualifications.
The Enneagram is for reflection only; observe correction of omissions and communication under pressure, and do not use type to judge work quality.
Usage boundaries of typological tools
The Enneagram is not the same as work quality or position qualifications.
Reasoning observation | Discuss the relationship between party size, tables, and wait list records; position requirements are checked separately; no validity evidence that IQ scores predict occupational performance was obtained.
An editorial observation, not occupational assessment validity
Assessment scores do not replace position training or qualifications.
Emotional intelligence helps you ask yourself about communication with customers and the service team; there is no validity evidence that scores predict performance in this occupation.
An editorial self-question, not hiring criteria
An emotional intelligence score does not confer position authority.
The fit notes on this page are only for self-questioning. They do not constitute hiring criteria, an ability score, or an evaluation of job competence, nor do they constitute any food hygiene, safety, or legal advice.
Direct answer | The fit signals for hosts and hostesses are whether you can patiently receive all kinds of customers during peak hours, seat parties and manage the wait list accurately, proactively check hygiene and facilities and report promptly, rather than a personality label. The interest code SEC (Social—Enterprising—Conventional) is only a directional hint; preference does not equal talent or a hiring conclusion.
People willing to face customers directly during peak hours and take responsibility for reception and coordination.
Fit signal: to judge whether you suit hosting (this occupation), look at whether you can steadily complete its core operations in real tasks, write abnormalities up as handleable problems, and accept its duty and record requirements.
People who find it hard to sustain long periods of standing or walking, or customer emotional pressure.
People willing to do tableside service and earn income through tips.
Exploration signal | Waiters and waitresses require adding order taking, tableside service, and the actual food contact requirements; hosting skills do not represent full table service competence.
People who prefer reception and coordination over tableside service.
People willing to work in a fast-paced counter environment.
Exploration signal | Counter work requires adding products, food preparation, and transaction processes, and the health conditions for actual work with directly edible food are checked separately.
People unwilling to do repetitive transactions in a counter environment.
People willing to do cashiering and bookkeeping and who value accuracy.
Exploration signal | Cashiering requires adding payment, change making, and account verification, and hosting communication does not automatically convert into cashiering ability.
People unwilling to make cashiering and settlement their main work.
People willing to handle guest needs in a hotel environment.
Exploration signal | Concierge work requires adding hotel and city resources and guest affairs coordination; table experience does not cover all concierge duties.
People unwilling to take on guest services in hotels and mixed-use venues.
People willing to move into management and operations and take on business responsibility.
Exploration signal | Food service managers require adding staffing, costs, supply, and operations, and hosting does not guarantee a natural promotion into management.
People unwilling to take on scheduling, cost, and operating responsibility.
First do one real small task (write a step-by-step greeting process and seating and wait list records, or identify and handle a set of simulated arrival situations), and judge on that basis whether to continue, rather than looking only at an interest questionnaire.
Break the work into observable actions: greeting and welcoming, verifying reservations and needs, checking tables, seating parties, delivering menus and handing over, managing the wait list, inspecting facilities, and records; judge item by item whether you are willing to do them over the long term.
Check working conditions: shifts and peak arrangements, standing and walking, weekends and holidays, and customer emotional pressure; these are the parts where day-to-day experience varies most.
Distinguish "liking to deal with people" from "being willing to keep order and patience under peak pressure": the core of this occupation is the latter.
Check whether real position procedures and tasks match your preferences, and do not infer reduced fit from personality.
Article 45 of China's Food Safety Law: personnel engaged in production and business operations that involve contact with directly edible food must undergo an annual health examination and obtain a health certificate before starting work; this is not merely an arbitrary local condition, nor is it a uniform requirement for all positions based on the host job title. Health certificates, training, enterprise licensing, and personal duties are different; normal wait list seating and complaint coordination within authority may be handled by the individual, while compensation beyond authority and professional repairs are checked against real institutional rules.
Assess adaptation to communicating with customers and colleagues: explaining waits, handling complaints, and coordinating the team are an important part of the daily work.
Observe the outlet type and team atmosphere: the rhythm and requirements differ considerably between chains, independent outlets, and hotel restaurants.
Test over a period of time (rather than a single experience): whether you can stay patient and meticulous through repeated reception and peak hours is an important long-term fit signal.
Check whether the actual position setting and duties match your preferences, and do not use value labels such as visible results to judge individual fit.
Signal one | Whether you can accurately receive customers and seat parties during peak hours.
Signal two | Whether you can stay calm in the face of customer emotions and complaints and handle them per institutional rules.
Signal three | Whether you can proactively inspect hygiene and facilities and record and report truthfully.
Purpose: used to check this occupation's task and work activity scope (U.S.).
Purpose: used to check the scope and limits of U.S. wages and employment.
Purpose: used to check work context and skill requirements.
Purpose: used to check the relationship between technical assistance and task change, without inferring substitution rates.
Purpose: used to check governance and human review principles when adopting tools.
Purpose: used to check the boundaries of mainland China's employment and food hygiene systems.
Purpose: used to explain that the fit notes and drills are editorial summaries, not hiring criteria.
Purpose: used to explain that this page gives no hiring or qualification conclusions.
Editorial failure examples identified according to tasks and institutional rules, not incident probabilities or operating guides. Article 45 of China's Food Safety Law: personnel engaged in production and business operations that involve contact with directly edible food must undergo an annual health examination and obtain a health certificate before starting work; this is not merely an arbitrary local condition, nor is it a uniform requirement for all positions based on the host job title. Health certificates, training, enterprise licensing, and personal duties are different; normal wait list seating and complaint coordination within authority may be handled by the individual, while compensation beyond authority and professional repairs are checked against real institutional rules.
Direct answer | The main risks for hosts and hostesses fall into four categories: order and seating conflicts during peak hours, customer emotions and complaints, hygiene and facility problems, and information and duty boundaries. The focus of control is to leave every step as a reviewable record and to stop and report on abnormalities.
Evidence scope | The risk items reference the tasks and work context of O*NET 35-9031.00 (direct customer contact, constant contact with others, peak rhythm, considerable standing and walking) and related service and hygiene requirements; the China-side institutional boundaries are editorial summaries and must be governed by current regulations and institutional rules.
Hosts and hostesses, waiters and waitresses
Customer dissatisfaction, disorder
Verify reservations and tables, seat in order, and explain waits with clear phrasing
Seating and wait list conflicts during peak hours
Hosts and hostesses, management staff
Affects the customer experience and safety
Proactively ask about and verify needs, and coordinate available tables or offer alternatives
Special needs or accessibility needs ignored
Hosts and hostesses, management staff
Conflict escalation and reputation impact
Stay calm, listen and apologize, and report and handle per institutional rules
Improper handling of agitated customers or complaints
Hosts and hostesses, cleaning and management staff
Affects food safety and the customer experience
Inspect tables and the environment per the checklist, and report and isolate immediately on discovery
Hygiene or facility problems not handled in time
Hosts and hostesses, outlet
Privacy and compliance risks
Handle reservation contact details and consumption data under a lawful basis, purpose, and minimum necessary scope; outlet permission is not automatically the full lawful basis under the personal information protection law.
Leakage of customer contact details and consumption information
Hosts and hostesses, management staff
Exceeding authority or improper promises create liability problems
Article 45 of China's Food Safety Law: personnel engaged in production and business operations that involve contact with directly edible food must undergo an annual health examination and obtain a health certificate before starting work; this is not merely an arbitrary local condition, nor is it a uniform requirement for all positions based on the host job title. Health certificates, training, enterprise licensing, and personal duties are different; normal wait list seating and complaint coordination within authority may be handled by the individual, while compensation beyond authority and professional repairs are checked against real institutional rules.
Handling beyond the scope of duties
Applicable scope: the tasks and work context of U.S. 35-9031.00.
Applicable scope: the U.S. wage and employment scope, not to be read as an individual employment conclusion.
Article 45 of the 2025 amendment of the Food Safety Law requires a health certificate for work with directly edible food; Articles 41/44 of the Labor Law are checked against the actual working hours system, and dining peaks do not exempt lawful working hours.
The personal information protection law supports the use scope for reservation contact details and consumption information, and the food safety law is not used as a substitute privacy legal source.
Applicable scope: the risks and responses on this page are editorial summaries and do not constitute operating procedures or legal advice.
| Food counter attendants (adjacent) |
| Assisting with counter sales, food preparation, and cashiering |
| Counter training records |
| A counter sales process note |
| Centered on counter transactions and food preparation, with a fast pace |
| Cashiers (adjacent) | Assisting with taking payment, settlement, and bookkeeping | Cashiering operation records | A cashiering and settlement process note | Mainly settlement and cashiering, with a small share of customer reception |
| Concierges (adjacent) | Assisting with hotel guest inquiries and guidance | Hotel service training records | A guest service process note | Guest services for hotels and mixed-use venues, with a different scope of duties |
U.S. O*NET places this occupation (35-9031.00) in Job Zone Levels One to Two; most respondents report that a high school education or less is required, with on-the-job training from a few days to a year predominant. This description does not replace an employer's hiring and evaluation requirements.
Related positions in mainland China usually require junior high or high school education and on-the-job training; positions involving food contact may require a health certificate or hygiene training.
Education only affects the entry point; competence mainly depends on verifiable reception and coordination experience and duties within the system.
Common requirements: service and hygiene training, a health certificate (subject to location and position), customer information handling standards, and shift and safety requirements.
Related U.S. positions follow state and institutional requirements; mainland China's employment and hygiene requirements are governed by local rules and institutional policy.
Customer contact details and consumption information must be handled and retained within the minimum necessary scope per institutional requirements.
The O*NET interest code is SEC (Social—Enterprising—Conventional), leaning toward helping, organizing and coordinating, and working to fixed procedures.
Related work style descriptions include concern for others, social orientation, stress tolerance, and dependability; these are for understanding ways of working, not hiring criteria.
Core skills are active listening, speaking, service orientation, and coordination; transferable skills include social perceptiveness and time management.
The O*NET summary shows this occupation is projected to decline (-2%) from 2024 to 2034, with about 107,700 job openings per year, from employment of about 429,900 in 2024 (the precise occupation 35-9031.00); this scope does not constitute an individual employment conclusion.
Positions are mostly entered through chain and independent restaurants, hotel restaurants, lounges, and coffee shops; peak and holiday shifts are common.
Positions in mainland China are affected by region, outlet type, and season, and pay and evaluation scope are governed by institutional announcements.
A fully fictional outlet and table description (dining area layout, number of tables and combinable tables, reservation information).
A set of simulated arrival situations (with a reservation, without a reservation, large party, with special dietary or accessibility needs).
A blank greeting and seating record template.
A blank wait list and facility inspection checklist.
Complete within 60 minutes: a step-by-step greeting process for one dinner rush (greet and welcome → verify reservations and needs → check tables → seat the party → deliver menus and hand over → manage the wait list and records), marking the check points at each step.
Write the identifying features and handling methods for the three given abnormalities (full house and overbooking, unmet special or accessibility needs, unhappy waiting customers).
Write out which matters exceed individual duties (compensation, rectification, facility repairs).
First list the complete steps and non-omittable items from arrival to seating, then record the basis for each item.
State the basis for identifying each abnormality and the consequences of handling it, and explain the risks of steps that were condensed or omitted.
Finally, write a reflection: if site conditions differ from expectations (insufficient tables, an agitated customer, equipment failure), how will you stop and reassess?
Does not involve decisions beyond duties, such as compensation, hygiene rectification, and facility repairs.
Does not involve real customers, real outlets, or identifiable personal information.
Using three columns—task, method, evidence—list each step you completed in the simulated reception task.
Mark whether each step was completed independently or under someone else's guidance.
Mark which steps involve hygiene and customer information, and must be handled per institutional rules rather than decided on your own.
Ask a shift leader with food service experience to review your greeting process and seating records and identify problems in writing.
Record the review comments, dates, and basis to support later debriefing.
Do not just show the reception results; show the complete chain from reservation verification to abnormality handling to records and handover.
Write a handover-ready shift summary (arrivals and waiting situation, abnormalities and handling, to-dos, and uncertainties).
The summary must not contain identifiable information about real customers or outlets, and must note the basis and assumptions.
If search or record assistance tools were used, mark which parts were generated by tools and which were verified by you.
Explain which on-site or list verification the tool output underwent before use; if values are illustrative, they must be marked as such.
| Stage | Points that may be checked | Observable evidence | Boundary notes |
|---|---|---|---|
| Resume and initial screening | Service experience, shift adaptability, and communication | On-the-job training and team records | Self-assessment and training records cannot replace institutional evaluation |
| Interview and scenario questions | Reception phrasing, waiting and complaint handling | Scenario responses and on-site Q&A | A single scenario Q&A cannot replace a full service competence assessment |
| Position skills assessment | Seating coordination, hygiene, and facility inspection | Simulated reception responses and checklist samples | A single assessment does not equal the ability to independently handle a peak shift |
| Onboarding and probation | Complying with service and hygiene rules and teamwork | Seating and wait list records and traces of abnormality reporting | Duties and authority are governed by institutional rules |
Understanding this occupation's work object and process (greeting and welcoming—verifying reservations and needs—checking tables—seating parties—handover and records).
Record the hygiene, safety, and customer information requirements you observed.
Check working conditions: shifts and peak arrangements, standing and walking, weekends and holidays, and customer emotional pressure.
Write down one real cost you find hardest to adapt to and judge whether you can accept it.
Complete a step-by-step greeting process and seating record template.
List the key requirements per standards (table cleanliness, clear walkways, facility inspection, abnormality reporting).
Write identification and handling plans for the three common abnormalities (full house and overbooking, unmet special needs, unhappy waiting customers).
Write handling and escalation plans for two typical risks (customer information leakage, exceeding authority).
Complete one simulated peak reception and seating coordination under guidance, and perform a facility inspection.
Identify at least two deviations against the inspection requirements and record how to correct them.
Ask a shift leader or colleague to challenge your reception phrasing and complaint handling.
Record the other party's objections and your responses, without avoiding abnormalities or counterexamples.
Debrief this week: which steps engaged you and which drained you.
On that basis, judge whether to keep investing in this direction, and write the specific questions to verify next.
| Qualification or preparation item | Who it applies to | Its role for this occupation | Whether it is universally required | How to obtain it | Approximate investment | Limitations |
|---|---|---|---|---|---|---|
| High school or equivalent | Entry-level positions | Education is checked against the actual position | Not a uniform high school requirement for all positions in China | Complete high school study | Per the program length | A degree does not guarantee obtaining a position or duty authorization |
| On-the-job service training | New hosts and hostesses | Provides basic training in reception, seating, and the wait list | Fairly common | Participate in outlet- or chain-organized training and mentoring | Per the actual training arrangement; there is no uniform duration | Training records do not replace position duties |
| Health certificate for work with directly edible food (China) | Personnel actually engaged in production and business operations involving contact with directly edible food | Only after an annual health examination and obtaining the certificate may they start work | Required for the actual work described, not uniformly for all hosts | Per Article 45 of the Food Safety Law and the actual health examination arrangement | Per the health examination arrangement | A health certificate is not the same as position duties or authority |
| Food hygiene training | Food service staff | Clarifies food hygiene and operating standard requirements | Fairly common | Participate in training organized by the outlet or competent authority | Per the actual training arrangement; there is no uniform duration | Training does not replace regulations and institutional rules |
| Service and safety training | All outlet positions | Clarifies service standards and fire and safety requirements | Fairly common | Participate in outlet-organized safety and service training | Per the actual training arrangement; there is no uniform duration | Training does not replace regulations and institutional rules |
| Shift leader or specialized service training | Experienced hosts and hostesses | Expands the duty scope you can take on and the stability of it | Depends on institutional requirements | Participate in specialized training provided by the outlet or chain | Per the actual training arrangement; there is no uniform duration | Specialized training does not replace management authorization |
Qualification boundaries (one) | Education, training records, health certificates, position duties, and authorization are different states: meeting education and training requirements is not the same as obtaining a health certificate, and obtaining a health certificate is not the same as obtaining duties such as compensation, rectification, or repairs.
Article 45 of China's Food Safety Law: personnel engaged in production and business operations that involve contact with directly edible food must undergo an annual health examination and obtain a health certificate before starting work; this is not merely an arbitrary local condition, nor is it a uniform requirement for all positions based on the host job title. Health certificates, training, enterprise licensing, and personal duties are different; normal wait list seating and complaint coordination within authority may be handled by the individual, while compensation beyond authority and professional repairs are checked against real institutional rules.
U.S. new-hire requirements are 42% less than high school, 29% high school, and 16% some college with no degree, which is not the incumbents' composition or China's threshold; Job Zone1-2 is not the uniform on-the-job training duration for this occupation.
Qualification boundaries (four) | The preparation items listed on this page are directions for searching and checking and do not constitute a formal qualification list of any institution; where they differ from institutional announcements or competent authority requirements, the latter prevail. This page provides no conclusions about individual ability or background, no hiring likelihood, and no pay promises.
Hiring sample note | This page does not cite the counts or pay figures of any specific job announcement. Host and hostess positions are mostly entered through chain and independent restaurants, hotel restaurants, and coffee shops, and samples from public channels hardly represent the overall market; outlet type, region, and season markedly affect hiring volume.
Verification suggestions | When reviewing job postings, record the posting date, location, outlet type, position category (peak or regular shift), shifts and holiday arrangements, whether tips or service charges are included, health certificate and hygiene training requirements, and duty scope (whether shift leading is included); this information reflects real conditions better than the job title. The above are editorial verification suggestions, not citations of any open position.
Boundaries | The ability stages and career tracks in this module are an editorial summary, used to express common forms of ability development; they are not a uniform table of position years or a guarantee of promotion; actual requirements are governed by institutional and service rules. Education, training, health certificates, and duty authorization must be checked separately.
Able to complete greeting, recording reservations, and guiding seating under guidance, working to standard and accepting feedback.
Guided greeting assistant
Able to independently complete peak reception, seating coordination, and wait list management, handle common abnormalities, and ensure consistent records.
Independent host or hostess
Able to lead large or banquet reception, mentor newcomers, and participate in service arrangements, producing reviewable reception and records.
Shift leader or specialized reception lead
Participating at the outlet level in service standards and quality management, and bearing responsibility for reception and customer satisfaction.
Leader at the outlet service level
Editorial preparation path | Check the actual dining reception tasks, food contact, and lawful shifts, and complete reception, wait list, and safety training; this is not a guaranteed promotion route. Article 45 of China's Food Safety Law: personnel engaged in production and business operations that involve contact with directly edible food must undergo an annual health examination and obtain a health certificate before starting work; this is not merely an arbitrary local condition, nor is it a uniform requirement for all positions based on the host job title. Health certificates, training, enterprise licensing, and personal duties are different; normal wait list seating and complaint coordination within authority may be handled by the individual, while compensation beyond authority and professional repairs are checked against real institutional rules.
Article 45 of China's Food Safety Law: personnel engaged in production and business operations that involve contact with directly edible food must undergo an annual health examination and obtain a health certificate before starting work; this is not merely an arbitrary local condition, nor is it a uniform requirement for all positions based on the host job title. Health certificates, training, enterprise licensing, and personal duties are different; normal wait list seating and complaint coordination within authority may be handled by the individual, while compensation beyond authority and professional repairs are checked against real institutional rules.
Mainland China / U.S.
U.S. new-hire requirements are 42% less than high school, 29% high school, and 16% some college with no degree, which is not the incumbents' composition or China's threshold; Job Zone1-2 is not the uniform on-the-job training duration for this occupation. Article 45 of China's Food Safety Law: personnel engaged in production and business operations that involve contact with directly edible food must undergo an annual health examination and obtain a health certificate before starting work; this is not merely an arbitrary local condition, nor is it a uniform requirement for all positions based on the host job title. Health certificates, training, enterprise licensing, and personal duties are different; normal wait list seating and complaint coordination within authority may be handled by the individual, while compensation beyond authority and professional repairs are checked against real institutional rules.
Used to support the description of entry positions and starting tasks (the precise occupational task list).
Used to support the U.S. education and employment outlook (Job Zone and employment projections).
Used to support the boundaries of mainland China's employment system, which are jurisdiction-sensitive matters.
Used to support the boundaries of mainland China's food hygiene system.
Article 45 of China's Food Safety Law: personnel engaged in production and business operations that involve contact with directly edible food must undergo an annual health examination and obtain a health certificate before starting work; this is not merely an arbitrary local condition, nor is it a uniform requirement for all positions based on the host job title. Health certificates, training, enterprise licensing, and personal duties are different; normal wait list seating and complaint coordination within authority may be handled by the individual, while compensation beyond authority and professional repairs are checked against real institutional rules.
Aim to independently complete peak reception and seating coordination.
Submit greeting and seating records and obtain mentoring feedback.
Complete greeting and reservation records under guidance and comply with service standards.
Greeting assistance (entry level)
Depends on institutional requirements; a service and hygiene foundation is required.
Learn to organize large or banquet reception.
Submit seating and wait list records and traces of abnormality reporting.
Independently complete peak reception, seating coordination, and wait list management.
Independent host or hostess
Depends on institutional requirements; usually requires experience and specialized training.
Organize experience into reusable reception processes and training materials.
Submit large reception records and mentoring materials.
Lead large or banquet reception and mentor newcomers.
Shift leader or specialized reception
Determined by institutional personnel and management rules.
Participate in outlet-level service and safety management.
Submit service quality assessments and improvement records.
Coordinate scheduling, reception quality, and customer satisfaction, and bear responsibility.
Front-of-house service lead
Depends on institutional requirements; basic service ability is required.
Learn to balance table and reservation coordination.
Submit reservation and wait list records.
Assist in registering reservations and managing the wait list.
Reservation and wait list assistance (entry level)
Determined by institutional service rules.
Participate in customer experience and process improvement.
Submit coordination records and customer feedback.
Coordinate reservations, waiting, and special need arrangements.
Reservation and guest coordinator
Depends on institutional requirements; usually requires service experience.
Advance service standards and experience design.
Submit feedback analysis and improvement suggestions.
Collect and analyze customer feedback to improve service.
Customer experience specialist
Determined by institutional and industry requirements.
Participate in chain- or brand-level operations management.
Submit operations and quality indicator records.
Participate in outlet service standards and operating decisions.
Outlet operations lead
Depends on institutional requirements; a service and communication foundation is required.
Learn scheduling and on-site management.
Submit team records and coordination feedback.
Take on shift leading and coordination tasks within the team.
Team core member (entry level)
Determined by institutional management rules.
Participate in cost and quality management.
Submit shift records and abnormality handling records.
Responsible for on-site coordination and problem solving during the shift.
Depends on institutional requirements; usually requires management training.
Develop toward an outlet manager direction.
Submit operations records and improvement reports.
Assist with responsibility for scheduling, inventory, and customer satisfaction.
Assistant outlet manager
Determined by institutional and industry requirements.
Participate in regional or brand-level business management.
Submit business and quality indicator records.
Responsible for outlet operations, staffing, and profit and loss.
For this occupation in the U.S. in 2025, the median hourly wage is $15.00 and the median annual wage is $31,200; the 10th/25th/75th/90th percentiles of annual wage are 22,340/27,570/36,250/43,990 dollars. OEWS pretax wages for normal hours include specified items such as tips and production bonuses and exclude overtime pay, shift differentials, nonproduction bonuses, and employer benefit costs; the annual wage is not a part-time individual's actual annual earnings, and percentiles are not experience tiers. U.S. 35-9031.00: 444,200 employed in 2025; 2025—2035 Average (3% to 4%), with 107,100 annual openings including growth and replacement, not net new jobs, current hiring, dining demand, or automation/AI causality. No precise national wage distribution for hosts and hostesses in China was obtained; the NBS accommodation and food services pretax annual average covers many occupations and is not the host median, monthly pay, or take-home income, and U.S. NAICS72 proportions are not used to allocate Chinese industries.
U.S. 35-9031.00: 444,200 employed in 2025; 2025—2035 Average (3% to 4%), with 107,100 annual openings including growth and replacement, not net new jobs, current hiring, dining demand, or automation/AI causality.
A precise occupational scope; the projection includes replacement needs and does not equal actual hiring or an individual employment outcome.
The precise occupation 35-9031.00
Openings include growth and replacement, and the current projection is not negative growth; this round has no replacement share.
A national projection does not provide openings in any region or a causality of automated ordering.
Average annual job openings
The precise occupation 35-9031.00
2025 (industry statistical period)
The National Bureau of Statistics publishes average wages by industry category without distinguishing occupations, so occupational-level figures for hosts and hostesses cannot be derived from them.
An industry proxy; the gap is not filled with industry averages, job posting offers, or U.S. data.
Mainland China occupational wage
No precise scope for this occupation; only industry category average wages (industry proxy)
Insufficient evidence
Used to explain the scope and limits of the employment outlook for this occupation in the U.S.
Used to explain the scope of this occupation's U.S. wage distribution (BLS OEWS 2025).
Used to explain that mainland China publishes average wages by industry category without distinguishing occupations.
Used to explain this occupation's tasks and work activities and to support comparison with adjacent directions.
To add: scheduling, cost, and operations management ability.
On-site service and teamwork experience.
Moderate (from execution to management)
To add: team management and work assignment.
On-site coordination and service quality experience.
Shared on-site coordination; the target team management conditions must be added separately, and this is not a guarantee of direct transfer.
To add: event planning and vendor coordination.
Reception and venue coordination experience.
Moderate (the object shifts from daily reception to events)
To add: room reservations and front desk system operation.
Customer reception and information system experience.
Close (similar reception skills)
To add: knowledge of hotel and city service resources.
Guest service and communication experience.
Moderate (different service scope)
To add: product knowledge and systematic service processes.
Communication and complaint handling experience.
Close (similar communication skills)
To add: office systems and information management.
Reception and registration experience.
Close (similar reception skills)
To add: product knowledge and sales skills.
Customer communication and service experience.
Close (similar customer service)
There is no national occupational wage that can be read precisely for this occupation. The National Bureau of Statistics publishes the average wage of urban unit employees by industry category without distinguishing occupations, so occupational-level figures for hosts and hostesses cannot be derived from them. This page registers the gap per its evidence policy rather than filling it.
O*NET work context shows: a high proportion of constant contact with others, direct customer contact, frequent face-to-face and telephone communication, an indoor dining environment, considerable standing and walking, and a fast pace during peak hours. The main risks include seating and wait list conflicts during peak hours, ignored special needs, improper handling of customer emotions or complaints, hygiene or facility problems not handled in time, customer information leakage, and handling beyond the scope of duties.
It will affect information-processing tasks, not replace on-site reception and coordination. Generative AI can assist with reservation and wait list registration, script drafting, and feedback summaries; on-site greeting, seating, maintaining wait list order, and complaint handling remain the responsibility of people. This page gives no substitution probability or timeline.
O*NET places this occupation in Job Zone Levels One to Two; most respondents report that a high school education or less is required, with on-the-job training from a few days to a year predominant. Related positions in mainland China usually require junior high or high school education and on-the-job training, and where food contact is involved a health certificate or hygiene training may be required.
This page does not fabricate a uniform certificate list. Education, training records, health certificates, position duties, and authorization are different states: training is not the same as a health certificate, and a health certificate is not the same as obtaining authority for compensation, rectification, or repairs. In the U.S. this varies by state and institution; in mainland China it is governed by local rules and institutional policy.
The main risks include seating and wait list conflicts during peak hours, ignored special or accessibility needs, improper handling of customer emotions or complaints, hygiene or facility problems not handled in time, leakage of customer contact details and consumption information, and handling beyond the scope of duties; the focus of control is to leave every step as a reviewable record and to report on abnormalities.
On the U.S. side, this occupation has declining growth (-2%) from 2024 to 2034, with about 107,700 job openings per year; on the mainland China side, a wage gap is registered. Directions you can move into include food service management, first-line supervision of food preparation and serving, event planning, hotel front desk and concierge, and customer service, but each requires filling in the corresponding training or experience; skill transfer does not equal automatic promotion.
Verified 35-9031 twenty tasks, SEC/Zone1-2, the new-hire figures 42/29/16, and the work context; the 2025 five percentiles and 444200, the 2025—2035 Average 3%-4%, and 107100 were verified, with industries 93/7; OEWS includes tips, and Article 45 of the food safety law on the actual health conditions for directly edible food work and Articles 41/44 of the labor law were each checked separately.
Source card | Source registry: the source registry on this page lists the O*NET 35-9031.00 occupational profile, detailed information, national wages, industry distribution, hot technologies, certification directory, and national training entries, BLS Occupational Employment and Wage Statistics (OEWS 2025), employment projections and methodology notes, the National Bureau of Statistics average annual wage of urban unit employees, the Labor Law of the People's Republic of China, the Food Safety Law of the People's Republic of China, the Regulation on the Administration of Public Place Hygiene, and the Personal Information Protection Law of the People's Republic of China, the ILO generative AI and occupational exposure index, the NIST AI risk management framework, and entries related to adjacent occupations (waiters and waitresses, cashiers, concierges, and so on).
Consulted 2026-10-11: the summary, the five percentiles of the national wage HTML, the industries, the 2025 amendment of the food safety law, and the 2018 amendment of the labor law were readable in full text; the earlier old dates are historical records.
No precise national wage distribution for hosts and hostesses in China was obtained; the NBS accommodation and food services pretax annual average covers many occupations and is not the host median, monthly pay, or take-home income, and U.S. NAICS72 proportions are not used to allocate Chinese industries. The occupation-by-industry and regional wage, and measured AI adoption effects, were not obtained; the protected quick-answer FAQ and facts with the old 429900, -2%, 107700, and 2024—2034, and the "excluding tips" note, are retained, without whole-page consistency.
Used to check the official definition (welcoming patrons, guiding them to seats, and helping ensure facility and service quality) and common job titles.
Used to check the interest code (SEC) and Job Zone Levels One to Two.
O*NET OnLine / U.S. Department of Labor
U.S.
O*NET updated 2026; accessed 2026-09-22
official occupation profile
Occupation-specific
U.S. occupational description; it does not cover mainland China employment and hygiene systems.
2026-09-22
This occupation is projected to decline (-2%) from 2024 to 2034.
Used to explain this occupation's employment outlook and size.
U.S. Bureau of Labor Statistics
U.S.
2024-2034
official occupation outlook
Occupation-specific
The outlook cannot be read as an individual employment conclusion.
2026-09-22
Projected about 107,700 job openings per year, from employment of about 429,900 in 2024 and about 423,500 in 2034.
This scope is precise for this occupation, but it does not constitute an individual employment conclusion.
U.S. Bureau of Labor Statistics
U.S.
2024-2034
official employment projections
Occupation-specific
Growth is negative, and it cannot be attributed to generative AI.
2026-09-22
Used to explain OEWS sampling, estimation, coverage, and cases where it does not apply.
Used to check the national scope and the note that tips and benefits are excluded.
U.S. Bureau of Labor Statistics
U.S.
2025 OEWS methodology; accessed 2026-09-22
official methodology
OEWS methodology
The methodology document prevails.
2026-09-22
Used to explain that mainland China publishes average wages by industry category without breaking out occupations.
This page registers the gap per its evidence policy rather than filling in occupational-level figures.
National Bureau of Statistics
China
2025
official industry wage statistics
Industry reference
Industry category scope, without distinguishing occupations; not reported separately for this occupation.
2026-09-22
Used to explain the general institutional background of employment, working hours, and rest.
Specific scheduling and working hours requirements are governed by current regulations and institutional rules.
National Database of Laws and Regulations
China
current as of 2026-08-31
statute
labour law
The current regulatory text and competent authority requirements prevail.
2026-09-22
Used to explain the boundaries for collecting, using, and externally providing customer contact details and consumption information.
Requires a lawful basis for processing personal information and limits it to the minimum necessary scope.
Standing Committee of the National People's Congress / the State Council website
China
effective 2021-11-01
statute
personal information protection
The statutory text and competent department interpretations prevail.
2026-09-22
Used to explain the general institutional background of food service and food hygiene.
Specific hygiene and facility requirements are governed by current regulations and institutional rules.
National Database of Laws and Regulations
China
current as of 2026-08-31
statute
food safety law
The current regulatory text and competent authority requirements prevail.
2026-09-22
Used to check that the main industry is accommodation and food services.
Used to explain the main types of employers.
O*NET OnLine / U.S. Department of Labor
U.S.
current page; accessed 2026-09-22
official industry distribution
Occupation-specific
U.S. industry distribution; it does not establish a mainland China mapping.
2026-09-22
Used to check tasks (greeting and welcoming, seating, reservations and wait list, facility checks, communication).
Used to check work activities and work context.
O*NET OnLine / U.S. Department of Labor
U.S.
O*NET updated 2026; accessed 2026-09-22
official occupation details
Occupation-specific
An occupational-level description; it does not constitute operating procedures or hygiene standards.
2026-09-22
Used to check search entries for certificates and certifications related to this occupation.
A certificate or training is not equivalent to position duties or authorization.
O*NET OnLine / U.S. Department of Labor
U.S.
current page; accessed 2026-09-22
official credential discovery
Occupation-specific
The certification directory does not replace institutional and competent authority employment and hygiene requirements.
2026-09-22
Used to understand how technology affects service and information tasks.
The study targets broad occupational groups and does not cover this occupation.
International Labour Organization
Global
current
research publication
task exposure context
Task exposure does not equal the automatic disappearance of jobs or a specific adoption rate.
2026-09-22
Used for field, evidence scope, and gap registration rules.
Used for cross-market and jurisdictional scope boundary notes.
FermatMind
Global
current authoring rules
internal authoring rules
internal_rubric
An internal scope rule, not an external factual source.
2026-09-22
Used for governance and risk control principles.
Used to clarify responsibility, thresholds, monitoring and review, and rollback plans when adopting digital tools.
NIST
U.S.
AI RMF 1.0
governance framework
AI risk governance
Not a service or hygiene standard.
2026-09-22
Used to check software and technology items related to the occupation (such as reservation and wait list systems and cashier and ordering software).
Used to explain that this occupation does not center on general-purpose software.
O*NET OnLine / U.S. Department of Labor
U.S.
current page; accessed 2026-09-22
official technology display
Occupation-specific
Mentioning a technology is not equivalent to ability, adoption, or degree of automation.
2026-09-22
Used to check training paths related to this occupation.
That page does not establish occupational wage or employment figures.
O*NET OnLine / U.S. Department of Labor
U.S.
current page; accessed 2026-09-22
official training discovery
Occupation-specific
Training search entries do not replace education and institutional requirements.
2026-09-22
Used to explain that fit signals, risk scenarios, and exercise design are editorial summaries.
It does not constitute a promise about any institution's process or requirements.
FermatMind
Global
current authoring rules
Editorial synthesis
internal_rubric
An editorial design, not a uniform employer requirement or hiring criterion.
2026-09-22
Used to explain the institutional background of public place hygiene management.
Specific hygiene and health certificate requirements are governed by current regulations and competent authorities.
National Database of Laws and Regulations
China
current as of 2026-08-31
administrative regulation
public place hygiene
The current regulatory text and competent authority requirements prevail.
2026-09-22
Used to check waiters' and waitresses' tableside service scope.
Used to distinguish reception and seating from tableside service.
O*NET OnLine / U.S. Department of Labor
U.S.
current; accessed 2026-09-22
official occupation profile
Occupation-specific
An adjacent occupation scope; it is not this occupation.
2026-09-22
Used to check cashiers' payment and settlement scope.
Used to distinguish settlement from reception duties.
O*NET OnLine / U.S. Department of Labor
U.S.
current; accessed 2026-09-22
official occupation profile
Occupation-specific
An adjacent occupation scope; it is not this occupation.
2026-09-22
Used to check concierges' guest service scope.
Used to distinguish hotel guest services from dining reception.
O*NET OnLine / U.S. Department of Labor
U.S.
current; accessed 2026-09-22
official occupation profile
Occupation-specific
An adjacent occupation scope; it is not this occupation.
2026-09-22
Used to check occupation codes, classification placement, and descriptor sources.
Used to explain that occupation codes and training information cannot replace institutional licensing and position authorization.
O*NET Resource Center
U.S.
O*NET current occupation profile
official database
occupation taxonomy and descriptors
Database and classification information does not constitute a basis for authorization.
2026-09-22
Used to explain this occupation's placement under food preparation and serving occupations and sample titles.
Used to distinguish the boundaries from adjacent dining occupations.
U.S. Bureau of Labor Statistics
U.S.
2018 SOC; accessed 2026-09-22
official taxonomy mapping
SOC direct match titles
Used for title-to-SOC mapping; it does not constitute a basis for licensing.
2026-09-22
Used to check annual wage percentiles: 10th percentile $22,340, 25th percentile $27,570, median $31,200, 75th percentile $36,250, 90th percentile $43,990 (2025); median hourly wage $15.00.
Used to explain that wages are disclosed annually and are not used to derive individual monthly or take-home income.
O*NET / U.S. Bureau of Labor Statistics
U.S.
2025 BLS OEWS wage data via O*NET
official wage display
Occupation-specific
A national wage distribution excluding tips and benefits; percentiles are not starting pay or experience levels.
2026-09-22
Used to check the employment trend page and period labeling related to this occupation.
Employment is expected to decline, and the trend should be read together with dining demand.
O*NET OnLine / U.S. Department of Labor
U.S.
current page; accessed 2026-09-22
official employment trends
Occupation-specific
The employment trend is the U.S. scope presented by O*NET; the employment outlook on this page uses the same precise occupational scope.
2026-09-22
Article 45 covers the health examination and certificate for actual work with directly edible food, and does not require all hosts to hold a certificate uniformly.
Standing Committee of the National People's Congress / Beijing government
Mainland China
The statistical reference period or rule checked this round
official release / methodology / rule
Document-specific usage limitations
Not a guarantee of personal income, hiring, or work authorization.
2026-10-11
Articles 41/44 cover the actual working hours and pay requirements, and dining peaks are not a general exemption.
Standing Committee of the National People's Congress / SAMR
Mainland China
The statistical reference period or rule checked this round
official release / methodology / rule
Document-specific usage limitations
Not a guarantee of personal income, hiring, or work authorization.
2026-10-11
For this occupation in the U.S. in 2025, the median hourly wage is $15.00 and the median annual wage is $31,200; the 10th/25th/75th/90th percentiles of annual wage are 22,340/27,570/36,250/43,990 dollars. OEWS pretax wages for normal hours include specified items such as tips and production bonuses and exclude overtime pay, shift differentials, nonproduction bonuses, and employer benefit costs; the annual wage is not a part-time individual's actual annual earnings, and percentiles are not experience tiers.
BLS
U.S.
The statistical reference period or rule checked this round
official release / methodology / rule
Document-specific usage limitations
Not a guarantee of personal income, hiring, or work authorization.
2026-10-11