Jesus Olmedo—a Club + Resort Chef 40 Under 40 honoree and presenter at the 2025 Chef to Chef Conference—began at St. Andrews Country Club in Boca Raton, Fla., in September 2023 as Executive Sous Chef. Recently, after about two years in that role, he was promoted to Executive Chef.
Prior to this transition, the club operated without an Executive Chef; Olmedo and Executive Sous Chef Daryl Grant (also a C+RC 40 Under 40 honoree) shared the responsibilities. Now, Olmedo manages clubhouse operations, while Grant oversees Lakeside, the club’s newly renovated upscale-casual restaurant with seating for about 350-400, plus an adjacent market for quick bites. Lakeside, on track to fully open this fall, is part of a nearly $17 million renovation at St. Andrews.
Olmedo says becoming Executive Chef was always his goal. And for the past two years, he walked the walk.
“From day one, I approached the role as if I were already the chef,” he says, “making sure the team had what they needed, the operation delivered the best product, and the members received the highest level of service. I naturally gravitated toward the responsibility and really wanted to own it. My goal was to ensure a positive experience for both the team and the membership.”
In this exclusive interview with Club + Resort Chef, Olmedo shares his perspective on leadership, respect, and establishing SOPs.
Club + Resort Chef (C+RC): What are your goals for the first six months or year as Executive Chef?
Jesus Olmedo (JO): The biggest focus right now is ensuring a smooth and successful opening for Lakeside. It’s a major addition for our membership and a top priority for the team.
But we’ve also been working to improve the overall culture at the club, specifically the employee experience. We’ve focused on building a stronger, more unified environment where staff feel educated, supported, and truly part of a team.
One of the most important aspects of this transition for me has been uniting a group of individuals around a shared goal, making sure everyone feels valued and aligned with our vision. It’s taken time, but we’re finally in a place where we have a cohesive team, all moving in the same direction.
As we head into the new season, our goal is to continue delivering excellence—enhancing the member experience, improving our dining offerings, and raising the standard in everything we do. We want to operate at the highest level, while also continuing to improve the work environment for our staff.
C+RC: Was there any low-hanging fruit that you were able to put into effect right away?
JO: One key area I’ve focused on is training our sous chefs. Just as my transition felt natural, I want to be a mentor and resource for them. By investing in their education and development, that effort naturally improves the member experience.
If I challenge and support my sous chefs in ways that enhance both the guest and staff experience, it leads to consistently high-quality output—not just for big events, but every day. It’s about instilling the right routines, habits, and disciplines.
Dining trends continue to evolve, and with Lakeside, [Grant] has some fantastic ideas to keep us current. He’s really taking ownership of that space.
At the clubhouse, we’re exploring ways to enhance events—experimenting with layout, displays, and interactive action stations. We’ve seen that members enjoy the personal connection of watching staff cook live, rather than just viewing plated food. It brings a sense of authenticity that we’re excited to build on this year.
C+RC: Do you have any advice for someone who’s ready to make that transition to Executive Chef?
JO: The most important thing is to invest in your team and take the time to build empathy. Learn who they are.
When you step into a new club, there are many things you can’t control—but how you treat your staff is something you can control. I took a slightly different approach. Instead of assuming I deserved respect, I worked hard to earn it by showing that I was there to support the team and improve their experience.
It’s important to understand that today’s workforce is different. You can’t assume your cooks are just there for a paycheck. If you invest in your people, if you help them discover potential they didn’t know they had, that’s incredibly impactful.
Systems and SOPs are also important. They are your baseline and narrative to the kitchen of the standards that all will be held to. They help ensure there is an even playing field for your team. The second piece to systems and SOPs is the human element.
Buy in by believing in your team and showing up for your team, and your team will do so in return. Trying to implement new systems and standards with a team that has yet to believe in you or respect you can be an uphill battle. However, implementing systems within a team that believes in their leader and respects their leader—because they respect their team—is a much smoother transition. My team has been very open to change and new standards and systems due to the approach I have taken.
I’ve been fortunate to have mentors, and now I want to pay that forward. I make sure my staff has the tools, clarity, and resources they need to succeed. Without that, it’s unfair to hold them to a standard.
So, my advice is this: Invest in your team. Build relationships. That’s the foundation of successful leadership in this role.
C+RC: Is there anything else you think is important for aspiring Executive Chefs to know?
JO: It’s not just about your kitchen staff. It’s also about building real relationships with other departments: front-of-house managers, accounting, human resources, purchasing, communications, everyone. That cross-departmental support made my transition feel very supported, and I’m grateful for it.
Being an Executive Chef is a selfless role. It’s a leadership opportunity we shouldn’t take for granted. People are always watching, and we need to lead by example. Yes, we’ll make mistakes—we’re human—but when you lead with empathy, others tend to return that empathy.
That support system creates a better work environment, and it gives you confidence knowing your team—and your peers—have your back.
