#headchef | Explore Tumblr posts and blogs

latenlghtdevil · 5 months ago

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so since I can't stop thinking about head chef!Sukuna, let me ramble on about some head cannons I have about him

head chef!sukuna...

mainlines a monster before every single shift, and can be seen paying megumi to run to the corner convenience store to buy another during busy nights

he's on aux, and since the ancient speaker system is ran out of the managers office, his phone is locked in their almost the entire shift and no one else has the chance to change it

beside the two managers, satoru and utahime, but they dont care enough ab it honestly

he literally has no clue how many hours he actually spends doing some sort of work for the restaurant

ex: the many hours he spends up at night working on new menu items, the earlier mornings he spends wandering through local markets and farms, the days off filled with paperwork or recipes or meetings let's not talk ab it he's gonna geta headache again

speaking of headaches- he definitely talked Gojo into letting his little brothers work there as soon as they were able to

but they weren't allowed to work in the kitchen, he didn't wanna have to make them put up with his attitude

his kitchen consists of quite a few chefs, with a lot of lower cooks switching in and out with their intern spots

don't worry, they are paid interns

his main cooks consisted of suguru, toji, aoi, and uraume

he'd worked at quite a lot of fine dining restaurants, having earned a michaeline star for the fifth restaurant he'd worked at by the age of 24

before he took in his younger brothers and settled back into their childhood home, he'd spent about five years working in any fine dining place he could

he'd been cooking since as long as he could remember, quickly figuring that if that was what he was good at and enjoyed, he would dedicate his life to it maybe sukuna lied on a resume or two, but he was gonna get to the top one way or another

somehow his arrogance seemed to work until it didn't; it'd get his foot in the door places, and then it'd turn around and get him fired a few months later

once his grandfather passed, he found himself finding his way back to Tokyo even if he didn't want to

luckily for him, his former classmate Satoru Gojo was managing a failing restaurant with an incapable cook named Mahito

Gojo was more than happy to deal with Sukuna's shit again if it meant keeping his place afloat

they're kinda friends, but it's weird because they're always mad at each other

that's how everyone's relationships with him are, though, and Sukuna's always irritating someone tbh

he has a cat- he found the little dark grey kitten asa stray feeding off scraps she found in the dumpster, so he couldn't help but scoop her up

she seemed sweet enough, but as soon as he fell asleep she nearly clawed the couch to shreds, thus earning herself the name akumu which means nightmare

she was horribly affectionate and vocal, constantly meowing for attention, but only towards sukuna and the brats, she shot dirty looks and would actively hiss at anyone else stepping foot into their house

she's his baby, but that secrets behind closed doors

she sleeps in his bed, she has a plethora of toys and collars, and don't you dare open the treat cabinet— he's not ashamed

his other secret is his back garden it wasnt like a huge secret, but it wasn't something he wanted to share with everyone either

sukuna thought he was going crazy the first time he made a dinner almost entirely from his home grown ingredients because it tasted fucking insane

he liked stroking his own ego but something about his ingredients actually made it better, Choso and Yuji couldn't even argue

it wasn't anything vast, and the variety wasn't huge but it was enough to make each meal just a bit better and it was something he held near to himself, only sharing it with his brats

#i may have already started a headchef!sukukna x reader fic thats the longest thing ive written so far #but dont worry ab it #ill probably post something about that soon #anyways 👀🤐#sukuna #sukuna imagine #sukuna x reader #ryomen sukuna #ryomen sukuna x reader #sukuna au #ryomen sukuna au #yuji itadori #jjk au

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the-blunt-diaries · 3 months ago

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I’m so happy with my goodies, I’ve got a couple more bits on the way and I can’t waaiiit

#king palm #king palm grape he #king palm blunt wrap #dab tools #carb cap #ooze #ooze life #grollz #snail papers #headchef wipes #check and Chong papers #stoner #cannabis blog #420culture #cannabis #weed #marijuana #pot #thc

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quikchefs · 4 months ago

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How to Locate a Skilled Cook Needed for a Restaurant Overview

One of the most important choices a restaurant manager or owner will have to make is selecting the ideal cook for the establishment. Your cook's degree of expertise, experience, and inventiveness have a direct bearing on the Skill level of the food you provide, your patrons' pleasure, and eventually the prosperity of your enterprise. A skilled chef has the power to improve your restaurant, draw in repeat business, and differentiate it from rival eateries. Finding such talent, however, calls for thorough preparation, a well-defined grasp of your requirements, and a methodical approach to hiring. We'll go over how to locate the ideal professional chef for your restaurant in this blog, so you can be sure that you Employ someone who will support your culinary pursuits and who shares your goal.

Recognizing Your Requirements

It's critical to know exactly what you want from a professional cook before you start your hunt. The kind of chef you require will vary depending on a number of elements, such as the food you serve, the layout of your kitchen, and the overall design of your establishment.

Identifying the Role: The first stage is to identify the precise position that needs to be filled. Are you trying to find a line cook, pastry chef, sous chef, or head chef? Different skill sets, levels of expertise, and responsibilities are needed for each role. A line cook, on the other hand, will concentrate on making particular dishes under the direction of the head chef, while the former will be in charge of managing personnel, developing menus, and supervising the entire kitchen.

Knowing the Cuisine and Concept: The chef you choose should be knowledgeable about the cuisine your business serves. Finding someone who is enthusiastic and educated about the flavour, techniques, and traditions of that cuisine is essential, whether it be Italian, French, Asian, or fusion. The chef should also be able to prepare meals that complement the theme and branding of your business.

Stressing the Special Selling Points of Your Restaurant: Be sure to mention in the job description any unique selling points of your restaurant, such as its use of sustainably produced food, inventive recipes, or locally sourced products. Cooks who have a strong commitment to these principles are more likely to apply.

Where to Look for Skilled Cooks

The next stage is to begin the process of finding applicants if you have a firm knowledge of your requirements. You can look through a number of channels to locate expert cooks:

Conventional Hiring Techniques:

A tried-and-true strategy is to post employment ads in industry newsletters, culinary journals, and newspapers. This strategy can, however, restrict your options to local candidates.

Online job portals and specialised websites:

You can post your job opportunity on a wide range of websites, such as Indeed, Glassdoor, and LinkedIn. There are also specialised job forums that target the culinary industry, like Chefs Jobs and Culinary Agents.

Culinary Schools and universities:

Recruiting new talent can be greatly facilitated by collaborating with culinary schools and universities. Many schools can put you in touch with recent graduates who are anxious to begin their careers, or they can provide job placement services.

Recruitment Agencies:

If you're trying to find people with a lot of experience and expertise, you might choose to engage with a recruitment agency that focuses on the hospitality and culinary arts. These organizations can assist you in swiftly locating the ideal match because they have access to a sizable prospect pool.

Networking in the Culinary Community:

To make connections with chefs and cooks, go to industry gatherings, food festivals, and culinary contests. Developing connections within the food industry might result in referrals and recommendations from reliable sources.

Social Media and Industry Forums:

Professionals in the culinary arts are fond of sites like Facebook, Instagram, and Reddit. You can expand your audience by posting your job opportunity on these sites or by participating in forums exclusive to your sector.

Creating the Ideal Job Description

Your job description is your first chance to draw in excellent candidates. For the proper candidates, it must be engaging, clear, and informative.

Important Details to Add:

Begin with an attention-grabbing job title and a succinct synopsis of your restaurant. Provide pertinent information such as job duties, necessary training, experience, and credentials. Provide detailed information on the food to be prepared, the methods of cooking, and any particular needs you may have, including experience in high-volume kitchens or awareness of dietary restrictions.

To attract top talent, emphasise your restaurant's distinctive qualities and the reasons a chef might want to work there. Mention any benefits, including a competitive pay, perks, room for advancement, and a supportive work atmosphere.

Defining Your Skills and Experience:

Clearly state the kind of experience you are seeking. Indicate in the job description if you're looking for a cook with a lot of expertise in a fine dining setting or if you have a specific cuisine in mind.

Stressing the Special Selling Points of Your Restaurant:

Be sure to mention in the job description any unique selling points of your restaurant, such as its use of sustainably produced food, inventive recipes, or locally sourced products. Cooks who have a strong commitment to these principles are more likely to apply.

Assessing Prospects

The next stage is to assess the applications received and decide which prospects would be the best fit for your business.

Conventional Recruiting Techniques:

Publishing job openings in trade publications, culinary journals, and newspapers is a tried-and-true strategy. This strategy can, however, restrict your options to local candidates quality of their cover letter, since it might provide information about their interests in your restaurant, love for cooking, and personality.

Portfolio or Prior Work:

Examine the candidate's prior work samples, if any are provided. This might be pictures of food they've made, menu ideas, or even a personal blog that chronicles their culinary adventures.

Performing the First Interviews:

You have the chance to discover more about the candidate's background, abilities, and personality throughout the interview process. Create a series of questions including soft skills such as problem-solving, teamwork, and communication, in addition to the technical components of cooking.

Sample Questions:

Could you tell me about your experience working in a kitchen under a lot of pressure?

How do you keep up of the newest developments in food trends?

How do you respond to helpful criticism from superiors or peers?

Could you describe a situation in which you had to modify a meal to satisfy a patron's dietary requirements?

Evaluating Cultural Fit and Soft Skills:

Soft skills and cultural fit are just as vital as technical skills. A cook that can fit in with your restaurant's beliefs, work well with others, and manage the crew will make the kitchen happier and more efficient.

Evaluating Cultural Fit and Soft Skills:

Soft skills and cultural fit are just as important as technical skills. A cook that can fit in with your restaurant's beliefs, work well with others, and manage the crew will make the kitchen happier and more efficient.

Useful Evaluations

A practical exam is an essential component of the recruiting process since it lets you assess a candidate's cooking skills immediately.

Setting Up a Cooking Trial:

Ask the applicant to participate in a cooking demonstration in your kitchen. Give them a list of items and instruct them to make a dish that is representative of the menu at your restaurant. Examine their time management, stress tolerance, and interactions with your staff.

Assessing Cooking Skills and Creativity:

Throughout the trial, keep an eye on the candidate's knife skills, seasoning, and cooking procedures. Additionally, creativity is crucial, particularly if you're trying to find someone to help with meal planning.

Smell Tests:

The ultimate test is, of course, taste. Assess the dish's flavors, appearance, and overall cooking quality. Think about if the dish complements the caliber and design of the food in your restaurant.Smell Tests: The ultimate test is, of course, taste. Assess the dish's flavors, appearance, and overall cooking quality. Think about if the dish complements the caliber and design of the food in your restaurant.

Evaluating Kitchen Cleanliness and Organization:

A cook's ability to maintain a tidy and organized workstation is essential to a well-functioning kitchen. Throughout the cooking trial, pay attention to how the applicant arranges their workplace.

Verifying the Background and References

It is crucial to review the references and background of the candidate before deciding on them.

Reaching Out to Former Employers:

To confirm the candidate's employment history and performance, get in touch with their former employers. Inquire specifically about their dependability, work ethic, and capacity for working under duress.

Checking Certifications and Credentials:

Take the time to confirm any certifications or credentials from culinary school that the candidate may have listed. This guarantees that they are qualified for what they say they are.

Verifying Consistency:

Examine the candidate's employment history for consistency. While irregular work schedules or seasonal employment may be valid explanations, frequent job changes or pauses in employment should be taken seriously.

Making the Ultimate Choice

Now that every candidate has been assessed, the choice must be made. This stage requires thoughtful deliberation and cooperation with important parties.

Comparing the Pros and Cons:

Examine each candidate's advantages and disadvantages in light of their references, practical evaluations, and interviews. Think about how well they fit the requirements and ethos of your restaurant.

Including Principal Parties:

If appropriate, include other important parties in the decision-making process, such as the manager of the kitchen, the head chef, or the owner of the restaurant. Their opinions can offer insightful information and guarantee that everyone agrees with the chosen course of action.

Presenting the Role and Agreeing to Terms:

After you've made your decision, formally offer the candidate the position. Be ready to talk and bargain about terms, such as pay benefits, and start date.

Introducing Your New Chef

Ensuring the success of your new cook starts with the onboarding process. They will be better able to fit in with your team and comprehend the demands of their position with the aid of a well-organized onboarding program.

Getting Everything Ready for Their First Day:

Make sure everything is ready for your new cook's arrival before they start. This include preparing any training materials, supplying the tools they need, and setting up their workstation.

Establishing Goals and Expectations:

Clearly state what you anticipate from them in the role and list any particular objectives you have for them to accomplish in the first few months. This might be becoming an expert at the menu, coming up with creative food ideas, or taking on more duties.

Giving Instructions:

Make sure the new cook has the required training if your restaurant uses particular tools, methods, or software that they may not be familiar with. This will shorten the learning curve and enable students to catch up quicker.

Retention Techniques

The next issue is to keep the ideal cook once you've identified and hired them. Retention tactics are critical to keeping a consistent and driven kitchen crew.

Establishing a great Work Environment:

Employee retention depends on having a great work environment where employees feel appreciated, respected, and supported. Promote candid communication, acknowledge accomplishments, and take swift action to resolve any problems.

Providing Competitive Pay and Benefits:

Make sure your chefs receive a reasonable wage commensurate with their qualifications and expertise. Retaining excellent people can be facilitated by offering competitive salary, benefits like health insurance, and chances for bonuses or profit-sharing.

Possibilities for Development and Growth:

Give your cooks the chance to advance and learn new skills. This can entail providing instruction, motivating them to take part in cooking contests, or promoting them from inside the group.

Frequent Performance Reviews and Feedback:

Review performance on a frequent basis to give constructive criticism and acknowledge accomplishments. This aids workers in realizing their position and what they can do to improve

In summary

Selecting a professional cook for your restaurant is a multifaceted process that calls for thoughtful preparation, in-depth analysis, and calculated judgment. You can draw and keep the best culinary talent by knowing your needs, finding applicants through a variety of channels, assessing their qualifications and compatibility, and creating a positive work atmosphere. Your restaurant is well-positioned for success with the appropriate cook in the kitchen, providing outstanding dining experiences that entice patrons to return time and time again.

#cook #chefs #quikchefs #headchefs #mondaymood

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blograthourexport · 4 months ago

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How to Locate a Skilled Cook Needed for a Restaurant Overview

Recognizing Your Requirements

Where to Look for Skilled Cooks

The next stage is to begin the process of finding applicants if you have a firm knowledge of your requirements. You can look through a number of channels to locate expert cooks:

Conventional Hiring Techniques:

A tried-and-true strategy is to post employment ads in industry newsletters, culinary journals, and newspapers. This strategy can, however, restrict your options to local candidates.

Online job portals and specialised websites:

Culinary Schools and universities:

Recruitment Agencies:

Networking in the Culinary Community:

Social Media and Industry Forums:

Creating the Ideal Job Description

Your job description is your first chance to draw in excellent candidates. For the proper candidates, it must be engaging, clear, and informative.

Important Details to Add:

Defining Your Skills and Experience:

Stressing the Special Selling Points of Your Restaurant:

Assessing Prospects

The next stage is to assess the applications received and decide which prospects would be the best fit for your business.

Conventional Recruiting Techniques:

Portfolio or Prior Work:

Examine the candidate's prior work samples, if any are provided. This might be pictures of food they've made, menu ideas, or even a personal blog that chronicles their culinary adventures.

Performing the First Interviews:

Sample Questions:

Could you tell me about your experience working in a kitchen under a lot of pressure?

How do you keep up of the newest developments in food trends?

How do you respond to helpful criticism from superiors or peers?

Could you describe a situation in which you had to modify a meal to satisfy a patron's dietary requirements?

Evaluating Cultural Fit and Soft Skills:

Useful Evaluations

A practical exam is an essential component of the recruiting process since it lets you assess a candidate's cooking skills immediately.

Setting Up a Cooking Trial:

Assessing Cooking Skills and Creativity:

Smell Tests:

Evaluating Kitchen Cleanliness and Organization:

A cook's ability to maintain a tidy and organized workstation is essential to a well-functioning kitchen. Throughout the cooking trial, pay attention to how the applicant arranges their workplace.

Verifying the Background and References

It is crucial to review the references and background of the candidate before deciding on them.

Reaching Out to Former Employers:

Checking Certifications and Credentials:

Take the time to confirm any certifications or credentials from culinary school that the candidate may have listed. This guarantees that they are qualified for what they say they are.

Verifying Consistency:

Making the Ultimate Choice

Now that every candidate has been assessed, the choice must be made. This stage requires thoughtful deliberation and cooperation with important parties.

Comparing the Pros and Cons:

Examine each candidate's advantages and disadvantages in light of their references, practical evaluations, and interviews. Think about how well they fit the requirements and ethos of your restaurant.

Including Principal Parties:

Presenting the Role and Agreeing to Terms:

After you've made your decision, formally offer the candidate the position. Be ready to talk and bargain about terms, such as pay benefits, and start date.

Introducing Your New Chef

Getting Everything Ready for Their First Day:

Make sure everything is ready for your new cook's arrival before they start. This include preparing any training materials, supplying the tools they need, and setting up their workstation.

Establishing Goals and Expectations:

Giving Instructions:

Retention Techniques

The next issue is to keep the ideal cook once you've identified and hired them. Retention tactics are critical to keeping a consistent and driven kitchen crew.

Establishing a great Work Environment:

Providing Competitive Pay and Benefits:

Possibilities for Development and Growth:

Give your cooks the chance to advance and learn new skills. This can entail providing instruction, motivating them to take part in cooking contests, or promoting them from inside the group.

Frequent Performance Reviews and Feedback:

Review performance on a frequent basis to give constructive criticism and acknowledge accomplishments. This aids workers in realizing their position and what they can do to improve

In summary

#cook #chefs #quikchefs #headchefs #mondaymood

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dianight · 1 year ago

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20 years at a job and still this incompetent and disrespectful? Colega you should try to be something else, like fertilizer or perhaps a rock.

#dia talks #thinking about the last headchef I worked with

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nogu-d-reamers · 3 months ago

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WELCOME TO PLAYTOWN/POPPY PLAYTOWN- CHARACTER REFERENCE #7.

INFORMATION AND DATA.

Name:Picky Piggy-Seb

Age: 27

Height: 260 mts/8'5 fts

Species: Smiling Critter creature.Asian pig wit a bit of boar

Occupation: Headchef/Freelance Event organizer.

Genre: female (she/her)

Sexuality:Bi

Magical usser type:Exorcist.

Birth place: Green parade (Main City)

Birth day: March 15th

Personality:

Mischievous, flirtatious and frank; these are the adjectives to describe the ever sincere new head chef of the restaurant "the boar's"; a popular restaurant in the heart of main city.

She loves receiving new customers at her restaurant, and seems to have a "sixth sense" to guess what dish a new customer will like and is happy to hear how they enjoyed their meal; but if there is something she enjoys more than happy customers or cooking, it is definitely knowing the daily gossip of the capital. She is not a big fan of strong emotions or great experiences, she prefers to hear them than experience them.

If there is something that really displeases her and makes her irritated is when someone comes to ruin the atmosphere, she becomes irritable and will tell you all the insults she knows and will throw a spoon the size of a glutton at you no matter how much tip you have to calm her down.

and although she is a great chef; her true passion is the organization or decoration of events, activities and planning in general.

She is very fussy about appearance, especially her own; she tends to take a long time getting ready and gets very stressed when an accident affects her (this being a clear sign to run away if she is angry or comfort her if she is depressed about it)

Rather than being a lover of lots of food, she is rather a fan of trying such strange combinations of food that no one would be able to have the courage to try them; which causes the comic gag in which the crew behind her back plays a lottery to see who will try it first. It is a matter of chance whether it will be a delicacy… or will take someone to the hospital.

Another comic gag is having a LOT of absurd prohibitions in his restaurant and he will charge 5 playcoins if it is a stranger, or rudely confronting someone with a rolling pin if it is one of his friends (with the group of Hoppy, Kickin, Catnap and Bubba almost always being spectators of the scolding)

about her work and daily life.

Picky is the one who gets up the earliest and goes to bed the latest; starting very early with food preparation, cleaning the place and/or going to the big grocery store to stock up on food or decorative items for her other independent job as an event decorator.

In the moments when she is not around the restaurant she has become a recurring customer of "Poppy's wardrobe", especially in the makeup area or near there in the beauty salon.

It is common in her free time to see her hanging out with the boys, only to be interrupted that there was an emergency at the restaurant, outlining a very annoying "damn bacon! why always on my day off?!" and she goes to see what really happens.

Magic data (and other skills):

Picky is a very capable exorcist, although she voluntarily left the school of exorcists (mostly because she hated them for being the "Slytherins" of her world).

Outside of her magical abilities she is:

- good at business and dealings

- has a very acute seventh sense of her environment

- superior sense of smell for various situations

- is not a 10/10 fighter but is not afraid to give or receive a blow and is quite resistant in fights

As an exorcist she has a vision outside the regular plane and the company of a companion spirit created by herself, Khiana. A companion spirit, similar to witchers and their familiars; they are small beings that help and react to their owner, with the difference that Khiana when Picky requires it can become a devouring monster to release more of her energy.

other random data:

favorite food: pb&j sandwiches and burguers «they are a damn weakness!!».

Favorite dessert: omelette norvégienne «complicated to prepare, but satisfying to eat»

hated food: precooked food «If I eat it, I remain hungry...»

smell: citrus

strength: hunch and empathy

weakness: insecurity and hungry stomach

favorite physical appearance: eyes? «I think they are fun to put on, but I don't know; they are droopy and I don't have many eyelashes...»

hated physical appearance: «Where do I start?...»

person you respect most: Hoppy «takes good care of the family business, is in a stable relationship, is naturally pretty Even though she hates getting dressed up and most importantly...she's the only one who pays on time out of the "I have to give these shameless people away" trio!»

person you don't want as an enemy: Catnap «You may piss me off with your habit of smoking inside my restaurant, but detectives don't usually last long in this town... and if they do, it's because you better have them on your side.»

hobby: Gardening and horror movies

Some crush?: NEXT QUESTION PLEASE!! «Please, I just got dumped by a buffalo and that relationship left me feeling bad; I don't want to know about relationships for now...»

#poppy playtime #poppy playtime au #welcome to playtown #welcome to playtown au #smiling critters #picky piggy #poppy playtime picky

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digigen-technology001 · 2 months ago

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🔪🍽️ We’re Hiring a Head Chef! Are you passionate about creating culinary masterpieces and leading a talented kitchen team? Join us and bring your creativity to life in our state-of-the-art kitchen. Apply now! 👨‍🍳👩‍🍳

Salary: 15 LPA Experience: 12+ Years Education: Diploma or Graduation in Hotel Management (Mandatory) Requirements: At least 5+ years of experience as a Senior Chef or Head Chef, preferably in luxurious properties. Location: Uttarakhand

CFBR & Kindly share your CV at [email protected]

📞+91-9811233735/7048915951

https://lnkd.in/gjjEKcx Follow us for more/upcoming opportunities 👆

#WeAreHiring #ChefLife #KitchenTeam #ChefJobs #HeadChef #HiringNow #JoinOurTeam #CulinaryArts #Gastronomy #FoodLovers #CulinaryCareers #ApplyNow

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storiesoflilies · 3 months ago

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LILYYYYYYY I’M HERE FOR THE WIP ASK GAME!!!! neeeeeed to know more about heavenly skies, lavender eyes + oh, how i adore the taste of love!

(also <3 i love you! i hope you wake up cozy and rested with sunlight caressing your face <333)

my darling ari!!! i love and adore you sooooo much MWAH MWAH

you are too kind hehe, and i hope you’re having a nice friday morning/afternoon <333

more info under the cut to keep the post short!

heavenly skies, lavender eyes - i answered in more depth under kairo’s ask, but it’s basically set in the game of thrones universe where the gojo clan are the targaryen’s that have conquered westeros. our beloved satoru has recently been crowned as king, and he now has to choose a queen to rule by his side.

oh, how i adore the taste of love - wahhh my most beloved chef!toji <333

so in this fluffy fic, toji is a linecook in charge of grilling at headchef!sukuna’s michelin star steakhouse restaurant. in usual toji fashion, he’s a big grumpy broody guy that doesn’t really speak and is quite intimidating.

him and sukuna are just both big scary guys in this that bond over broody and silent sessions of butchering and slicing meat for the day lol.

then our sweet bumbling, slightly struggling for cash, waitress!reader comes to work at the restaurant because baker!nanami across the street told her about a job vacancy, and now toji’s big ol’ heart cannot catch a break!!! he is sooooo extremely whipped for the reader in this heheh, he stumbled and fumbles in the kitchen – which he usually never does!!! i can’t wait to start writing it.

some honorable characters in this too are dishwashers!yuji and nobara!!!! sukuna’s twin brother has politely asked if his son and best friend could work at the restaurant for some extra cash while in high school, so sukuna has begrudgingly obliged and hovers over his nephews shoulder to make sure everything is spotless lol. @bungalowbear made such a funny scenario for this that i am definitely including in the fic hehe :3

there’s also souschef!uraume and linecook!choso in charge of sauté (making sauces). i might add some more jjk characters but i haven’t thought of any yet, what do you think ari? :3

much love,

Lily xo

#💌 lily answers

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vidyajyotieduversity · 1 year ago

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See What Our MHMCT Student -Ms Loveleen Kaur from Punjab wants to say few words. #studentreview

#humanresourcesmanager #TrainingManager #CustomerRelationshipManager #Professor #restaurantmanager #hotelmanager #ParkManager #CateringManager #DutyManager #EventPlanner #touroperator #ResortManager #ConventionsManager #headchef #PurchaseManager #SalesManager #businessdevelopmentmanager #FacilitiesManager #TravelAgencymanager

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fitpacs · 5 months ago

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Sorry in advance if I ramble on for too long,

I think that if the server allowed for more chill game play it could have held on a bit longer. I know I'm a bit of an outsider because I got into qsmp much later, but having the players just hang out together on the server is much more entertaining to me than lore heavy streams.

I must say that Fit's lore streams feel different to me, because he created and merged his own story with the server, but ultimately it was his story to tell.

I think the server wanted to do too many big things in a short amount of time, which made people frustrated and exhausted. I also think that there might have been too many cooks in the kitchen, without a proper headchef. No proper guide or story book.

Personally, even though I absolutely love the little eggs running around causing mayhem and emotional damage, having them actually hatch into "dragons" could have solved many issues regarding their time management. Once they hatched, they could have just popped up whenever they wanted, instead of needing to be online every time a parent was on the server.

It would also have cut back on trying to make up lore for the eggs.

Long story short, having the players just hang out on the island and make up stories for themselves if they wanted to, build beautiful things, share each other's culture and holidays and if it had cut back a lot on lore it would probably have made qsmp last longer.

🐝 Anon ❤️

do not apologise, my sweet bee anon!

i completely agree with you when you say the server wanted to do too many things in a short amount of time. we never really got the chance to appreciate any of the events (the ones that were only for a day, such as festa junina etc) because the higher ups were already pushing the next upcoming event onto us - and i completely agree that it would have frustrated and exhausted people!

if i remember correctly, even before everything went to shit, multiple ccs that hadn’t logged on for a while felt almost afraid to because there was so much lore going on with the more active players and it kind of turned them off of wanting to join more often, which is the complete opposite of what the server set out to do. the idea was to join multiple languages and cultures altogether in one space, and in the timeframe of a few months it ended up only being the same select group of creators who logged on daily or every other day who had intertwining lore (with a few notable exceptions).

i firmly believe the eggs were originally introduced to fix that issue, and to give the less active creators more of a reason to log on, but when the egg lore started developing, that idea was kind of dampened greatly.

and none of this is the fault of the admins, obviously! some of them by their own admission had great fun with their egg lore, but we of course all know the darker side where due to the lore of other creators/the server’s lore with the federation, they were pushed if not forced to adopt multiple personas by the higher ups - which obviously would take a toll on anyone, and weren’t allowed breaks or time away, which we all know is fucked up and is a prime example of how the hunger for lore ended up being a huge detriment

i think we’re all in agreement that one of the biggest mistakes was whoever was in charge, and the fact it wasn’t someone that had the best interests of the server, audience, and staff at heart - this is also on q’s own admission.

for me personally, the format of the shelter smp (made by former staff from our server) is a really good balance of lore and chill gameplay - any of the members can join at any time and not feel like they’re behind at all - the fact that the server is also made by staff of the server proves more of that point as that’s obviously how they wanted to run our server, if they were allowed freedom over their (multiple) characters

and it’s not even as if the ccs didn’t have chemistry so wouldn’t be able to play without lore - this was proven in the occasional chill non-lore days, as well as the times we got other games with them such as the among us lobby that time and the fact they still continue to play games together! i just wonder if the ccs were, to an extent, told something by the higher ups also - obviously something much nicer than whatever the admins were told!

the eggs, as much as i adore them, did end up being as much of a detriment to the server as much as a blessing. because of how frequently the eggs logged on (again, due to the pressure from the higher ups) the audience and the ccs alike of course got accustomed very quickly to each egg admin’s style of acting and writing on the signs - and the server got so dependent on the eggs it was at the cost of the admins’ free time in that they didn’t have any.

i’m always in two minds as to if the server would’ve lasted longer if there was less dependency on lore - because would the exposing of the higher ups have happened as soon as it did if the admins weren’t so overworked? i honestly don’t know, my mind flip-flops on it.

sorry for rambling back at you, my sweet, i just miss our server more than anything :(

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