Purpose:
To help restaurant founders build the right team — not just a group of employees, but a crew that actually wants to work together.
We define roles clearly, recruit wisely, and onboard thoughtfully — because hiring right once beats hiring wrong twice.
1. Core Principles
People make or break restaurants — usually before dessert.
- Right People, Right Roles: hire for both skill and attitude. You can teach technique, but you can’t teach “gives a damn.”
- Structured Process: job descriptions and interview flow save time and prevent panic hires.
- Retention Starts Day 1: onboarding is where loyalty begins; confusion is where it ends.
- Scalable: build systems that work for five hires today and fifty tomorrow.
2. Key Roles by Stage
Pre-Opening Core Team
- General Manager (GM): the captain who keeps everyone rowing in the same direction.
- Head Chef / Kitchen Manager: the heartbeat of the back of house — and occasionally the emergency therapist.
- FOH Manager: if separate, ensures guests leave smiling and staff doesn’t cry.
- Bookkeeper / Admin: part-time or outsourced, but always essential — the one who knows where the money went.
Opening Staff
- Line Cooks / Prep Cooks / Dishwasher: the engine, the rhythm section, the heroes in aprons.
- Servers / Bartenders / Hosts: your storytellers, diplomats, and face of the brand.
- Barista / Counter Staff (Fast Casual/QSR): the tone-setters — fast, friendly, unflappable.
Support Functions
- Marketing (in-house or agency): keeps the buzz alive.
- HR / Payroll Service: keeps things legal and calm.
- Maintenance / Cleaning: keeps the place shiny and safe (no one ever left a five-star review for a dirty restroom).
3. Recruiting Channels
Good people are out there — you just need to look where they actually hang out.
- Job Boards: Indeed, Culinary Agents, Poached — the usual suspects.
- Referrals: reward team members who bring in winners; peer-vetted hires stick longer.
- Culinary Schools & Hospitality Programs: fresh energy, eager minds, occasional knife skills.
- Social Media & Community Boards: local talent often hides in plain sight.
4. Interview & Selection
We make hiring less like speed dating, more like matchmaking.
- Use standardized interview questions for both skill and behavior.
- Kitchen tests: watch them prep — knives tell truth faster than résumés.
- FOH roleplays: greeting, upselling, handling complaints — the human side of hospitality.
- Reference checks: always. It’s amazing what people will tell you when you just ask.
5. Onboarding & Training
A strong start makes loyal staff and fewer mistakes.
- Day 1: paperwork, intros, and a real conversation about your brand’s mission — not just where the mop is.
- Week 1: shadow shifts, SOP reviews, and small wins.
- First 30 Days: check-ins, feedback, and course-correction — before bad habits settle in.
- Ongoing: training refreshers, menu updates, and practice for service scenarios.
6. Deliverables Checklist
We don’t just talk culture; we build it into templates you can use.
- Org chart (pre-opening + first year)
- Job descriptions for every role
- Recruiting pipeline checklist
- Interview guide (questions + scorecard)
- Onboarding plan (Day 1, Week 1, Month 1)
- Training schedule tied to SOPs