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A Restaurant Supervisor is responsible for assisting management in the direction and administration of a restaurant in the hotel's continuing effort to deliver outstanding guest service and financial profitability.
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Applicants seeking staff positions in service, bartending, front door hospitality, or culinary will be reviewed by the management team of the restaurant to which they apply. As a manager for Halls Chophouse, you will be on the front lines as one of the nation's best restaurant companies, voted #3 overall restaurant and #1 Brunch in America by Trip Advisor.
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Raising Canes is hirina Restaurant Manager for our Dublin Restaurant! Reports all risk management issues to General Manager; support adherence to Raising Canes uniform policy during shift.
$20 - $21.5 an hourFull-timeExpandApply NowActive JobUpdated 5 days ago - UpvoteDownvoteShare Job
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Prior experience as a cook, grill cook, fry cook, prep cook, line cook, chef, or restaurant crew member, team member or other BOH part time restaurant jobs is not required but preferred.
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Inspire Brands is a multi-brand restaurant company whose portfolio includes nearly 32,000 Arby’s, Baskin-Robbins, Buffalo Wild Wings, Dunkin’, Jimmy John’s, and SONIC Drive-In restaurants worldwide.
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Bachelors degree (BS/BA) Restaurant Management, Hospitality Management or related field preferred. As such they are responsible for managing and overseeing all personnel, facilities, service standards, financials, and administrative tasks of the day-to-day operations in conjunction with the Chef team and while managing and leading the FOH Management team within the assigned restaurant.
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RBI owns four of the world's most prominent and iconic quick service restaurant brands - TIM HORTONS®, BURGER KING®, POPEYES®, and FIREHOUSE SUBS®. This role will be an integral part of a new team at RBI - technology partner (vendor) management.
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The Restaurant Manager is responsible for supporting the Restaurant Leader in day-to-day operations of the restaurant and upholding Raising Canes standards and culture in shift management responsibilities of restaurant operations.
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Supervises Venue Management and Event Staff to ensure proper execution of the event with a high level of guest satisfaction. Office, Casino, Nightclub, Bar, Lounge, and/or Restaurant working environment.
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1+ years of restaurant or retail management experience. Purpose of the position:Ensures operations meet Raising Canes standards in all restaurant zones during a shiftActs as manager on duty and opens and closes the restaurantManages cash handling and ensures accountability.
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The Manager supporting the Baskin-Robbins U.S. Franchise segment will own P&L management and will empower data-driven strategic decision making by creating, budgeting/forecasting, analyzing, reporting, and communicating financial information into actionable insights for the brand leadership team.
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1 Year of Restaurant Management Experience Highly Preferred. The future for Raising Canes is growth focused and were on the path to being one of the top ten restaurant companies in the United States.
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Knowledge and skills in staffing, scheduling, people and cost management. Ensures cleanliness of the restaurant and ensures the facility is in good working order Completes other duties as assigned.
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At Raising Canes Chicken Fingers we serve only the best tasting and most craveable chicken finger meals. Must complete all required Raising Canes company training programs. Raising Canes appreciates & values individuality.
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Notary Public and Case Management certification is preferred. The Care Management Nurse assesses, plans, facilitates, coordinates, monitors, and evaluates options and comprehensive services across the continuum of care, providing for safe, clinically appropriate discharge or transfer of all patients admitted to the Hospital.
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restaurant management jobs Title: manager Company: Arb Usa Arg Resources Llc
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The Effects of Workplace Racism and Sexism
One day it's a covert statement to a mother returning to work after maternity leave. Another day it's a lingering gaze at an employee enjoying a culturally rich meal. These microaggressions (or sometimes macroaggressions) can take an employee from a confident, high-performer to one that feels insecure being themselves at work. Your employees engage with people with different ideas and feel most comfortable and valued when they can work without losing their cultural, racial, and gender identity. While most employers know this, why have workplace racism and sexism often been neglected?
When Rage Applying Strikes: How to Identify Unserious Candidates
As the job market remains highly competitive, we have seen a surge in "rage applying." This is when candidates apply to multiple jobs, often without considering whether they are truly interested in the role. Rage applying goes hand-in-hand with quiet quitting. Often, employees want to entertain the thoughts and feelings of leaving their job, but they aren't necessarily serious about leaving yet. Meanwhile, other employees engaging in this trend are actually trying to find a better role. As a recruiter, it can be hard to identify who are the real applicants in a sea full of quiet quitters, but understanding rage applying and identifying red flags will certainly help.
How to Increase Job Ad Exposure
In today's competitive job market, writing quality job ads is critical for attracting top talent to your organization. While networking and candidate referrals are prime real estate for finding qualified candidates, nothing beats the tried-and-true method of writing an extraordinary job ad. But while writing a great job ad is the first step, what's more important is increasing visibility. You could have the most detailed, well-written ad on the internet, but if no one sees it, then you are wasting time (and potentially money!). Employers often believe that job boards are the root of the problem, but you can learn how to increase job ad exposure by tweaking a few steps of your recruitment process.
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The job market has shifted significantly in recent years. The accelerated adoption of technology has not only pushed many companies into remote working arrangements but also increased the availability of supporting tools and technologies (i.e., video conferencing and collaboration software).
Building a Candidate Pipeline Through Internships
Building a candidate pipeline through a great internship program for local college students and recent graduates at local universities is a great and cost-effective way to attract and retain top talent. By offering meaningful and impactful work experiences, regular feedback, coaching, and mentorship, you can create a positive internship experience that will make your organization a sought-after destination for future employees. This not only benefits the organization in the short-term but also in the long-term, as you'll have a pool of well-trained and experienced candidates who may be interested in full-time employment once they graduate. Furthermore, building relationships with local universities and college students can increase brand awareness and build a positive reputation for your organization in the local community.
Hiring Transparency
Transparency in hiring refers to the open and honest communication and information sharing that takes place between employers and job candidates. It encompasses all aspects of the hiring process, from posting job descriptions to providing feedback on performance during and after the interview process. In today's job market, hiring transparency has become increasingly important for both employers and candidates alike.
Recruitment strategies that are weird, but actually work
In the current candidate-driven job market, recruiters are looking for unique ways to attract talent. Some have resorted to even (dare we say it?) recruitment strategies on the border of weird and wacky. What can we learn from the unusual recruitment tactics that are being used and actually getting results? Here’s a rundown of some unique recruitment strategies that actually work.