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The Area Supervisor works closely with the Director of Operations to develop strategies for the region to enable each Restaurant General Manager (RGM) to exceed the annual operating plan established for the area.
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The Shift Manager runs shifts, leads Crew Members, and is a part of the restaurant management team. The Shift Manager shares accountability with the restaurant management team for all restaurant’s operations focusing on satisfying guests, developing crew members, and growing sales and profits.
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The Assistant General Manager is a leader in the restaurant, working closely with the Restaurant General Manager to successfully carry out the policies and procedures of the company and ensuring profitability.
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Performs other duties as assigned by Restaurant General Manager and Above Restaurant Leader. Minimum of 3 months experience performing as a Shift Manager. The Assistant Manager (AM) has the overall responsibility for directing the daily operations of a restaurant in the Restaurant General Managers absence, ensuring compliance with company standards in all areas delivering the highest quality products and services to each guest.
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Shift Manager (Must be 18+ Years of Age)Are you a highly skilled and motivated individual looking for an immediate opportunity in the food & beverage industry? Annual Performance ReviewsCharter Foods a franchisee of leading brands in the Food & Beverage industry, is seeking a Shift Manager to support the Management Team in running great shifts and meeting Charter Foods standards and brand standards.
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Duties and Responsibilities:SERVICEEnsures 100% satisfaction for all LJS guestsSolves customer concerns immediately utilizing BAM! 50 years ago we began our mission to bring great-tasting, sustainably-caught seafood to all the people who aren’t able to be near an ocean every day of their life.
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So from sea to delicious sea, we bring our bell-ringing quality, service and value to land every day. Exposure to cooking fumesModerate noise level Exposure to heat and hot cooking equipment *Reasonable accommodations may be made to enable individuals with disabilities to perform the essential functions of the role.
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While performing the duties of this role, the employee is regularly required to:Work for several hours in a standing position Talk and hear; Communicate with Crew members and guestsHandle, feel and reach with arms and handsSit, climb, and balance Stoop, kneel, crouch, and crawlLift and move up to 50 poundsWorking ConditionsThe work environment characteristics describe here are representative of those an employee could encounter will performing the duties and responsibilities of this role.
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Role OverviewThe Restaurant General Manager (RGM) ensures compliance with company standards in all areas of operation, including product preparation and delivery, customer relations, restaurant maintenance and repair, inventory management, team management, recruitment and retention of crew members, financial accountability, and ensuring that the highest quality products and services are delivered to each customer.
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Role Overview:The Assistant Manager (AM) has the overall responsibility for directing the daily operations of a restaurant in the Restaurant General Managers absence, ensuring compliance with company standards in all areas delivering the highest quality products and services to each guest.
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The Shift Manager runs shifts, leads Crew Members, and is a part of the restaurant management team.
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The Shift Manager runs shifts, leads Crew Members, and is a part of the restaurant management team.
Full-timeExpandApply NowActive JobUpdated Today - UpvoteDownvoteShare Job
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The Restaurant General Manager (RGM) ensures compliance with company standards in all areas of operation, including product preparation and delivery, customer relations, restaurant maintenance and repair, inventory management, team management, recruitment and retention of crew members, financial accountability, and ensuring that the highest quality products and services are delivered to each customer.
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The Restaurant General Manager has the overall responsibility for directing the daily operations of a restaurant ensuring compliance with company standards in all areas delivering the highest quality products and services to each guest.
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Position : Restaurant General ManagerPay : $45000-$50000 annuallyThe Restaurant General Manager (RGM) ensures compliance with company standards in all areas of operation, including product preparation and delivery, customer relations, restaurant maintenance and repair, inventory management, team management, recruitment and retention of crew members, financial accountability, and ensuring that the highest quality products and services are delivered to each customer.
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Title: manager Company: Long John Silvers
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Virtual Reality Job Interviews
With the advent of desktop computers, the arduous task of scouring through weekly job classifieds became a thing of the past. The mid-1990s brought about a new era where job seekers could easily search and apply for jobs online. The introduction of AOL's Instant Messaging feature provided an even faster means for employers and candidates to communicate and schedule interviews. As smartphones became more pervasive in the early 2000s, hiring managers increasingly used phone calls for screening and interviewing candidates. Despite this trend, over 80% of interviews still took place in person.
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As you may already know, there has been a lot of talk lately about the possibility of a TikTok ban. While this has not yet come to fruition, it's important to consider the implications this could have for businesses and recruiters who rely on TikTok as a platform to market their brand, recruit new talent, and connect with their audience.
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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?
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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.
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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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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.