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This position is responsible for cost control, customer service, restaurant and employee appearance, building sales, maximizing profits and employee development. Assist in maintaining an acceptable level of sales.
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ASSISTANT GENERAL MANAGER Assists the Restaurant Manager in profitably operating the restaurant within the practice and procedures by the company. Equipment Fryers, Thermalizer, flat top grills, split lid grills, walk in freezer, menu boards, computers, cash registers, filtering machines, steam units, holding cabinets, storage units, soda fountain hook up station, microwave, cooking utensils, drive thru communication systems, coolers, freezers, and hot holding line.
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Must understand basic principals of sales forecasting and scheduling, cost control, inventory, profit and loss statements, and personnel administration. Must be able to pay attention to detail, cope with pressure and remain calm when challenging situations arise.
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Must have basic understanding of fast food operations, production procedures and deployment procedures. Must have ability to master cash control and understand and ensure adherence to Quality, Service, Cleanliness and Hospitality guidelines.
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Prioritizes work load, always serving customers first, then maintaining dining room, then maintaining work area. Performs accounting responsibilities and prepares reports for submission to the home office.
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A qualified candidate must have basic understanding of fast food operations, production procedures, deployment procedures; have ability to master cash control, understand and ensure adherence to Quality, Service, Cleanliness, Hospitality guidelines, basic principles of sales forecasting and scheduling, cost control, inventory, profit and loss statements and personnel administration.
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You will achieve sales goals, develop your employees, maintain retention, and ensure all systems are efficiently in place. A qualified candidate must also have a high school diploma or equivalent, reliable transportation and a flexible schedule.
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You are applying for work with a franchisee of Taco Bell, not Taco Bell Corp. or any of its affiliates. Job Training: Normally, eight to eighteen months required to gain job knowledge.
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Assistant Manager At Taco Bell, we're hungry for Mas. Mas Heart, Mas Flavor and Mas Value. Brand: Taco Bell Address: 629 WEST SUNSHINE Springfield, MO - 65807 Property Description: 015449 - West Sunshine - Springfield, MO Property Number: 015449.
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Taco Bell Assistant General Manager (AGM) Ampler dba Taco Bell is seeking an Assistant General Manager. The AGM helps manage financial controls, operations, people development, Guest service and compliance across shifts for desired restaurant outcomes (i.e., increased sales, profitability, and employee retention.
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At Taco Bell, were hungry for Mas. Mas Heart, Mas Flavor and Mas Value. Inspire and engage customers and Team Members alike Treat others as you want to be treated Train, coach, and recognize great talent Grow sales Follow brand standards Last but not least, create a restaurant experience for team members and customers that you are proud of.
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Follow cash control & security procedures, maintain inventory, manage labor, review financial reports, grow sales and take appropriate action in these areas when necessary. Follow cash control & security procedures, maintain inventory, manage labor, review financial reports, grown sales and take appropriate action in these area's when necessary.
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At Taco Bell, we've had innovation on our mind since Glen Bell started serving tacos at the first location in 1962 in Downey, California. At Taco Bell we're looking for people who love serving customers, have experience in the restaurant industry and who want to be a part of a great restaurant company.
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The Assistant Manager will assist with management responsibilities and ensure efficiency and quality of all operations within the restaurant. The Assistant Manager will assist with management responsibilities and ensure efficiency and quality of all operations within the restaurant.
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FEATURED BLOG POSTS
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.
A Potential TikTok Ban?!
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.
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.
How to Navigate Hiring Out of State
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.