What this install fixes
Your GM and chef roles filled before the vacancy is urgent, with every candidate for a role scored on the same scorecard.
The fee
From $7,500
A manager who washes out at ninety days costs about $25,000: three months of salary, the recruiting, and the training the next hire repeats.
Discovery is $1,000, separate from the install’s price, and it scopes the install and sets that price. If it concludes an install isn’t the fix, you’ll hear it, and the $1,000 bought the read that saved you the rest.
About 30 to 60 days after discovery, with the timeframe agreed up front.
Every vacancy is a scramble, and the best résumé in a thin week keeps winning the job.
What this install fixes
A GM or chef quits, the gap is wrecking the schedule, and the offer goes out because you cannot run short any longer. A quarter later the role is open again, and the weeks spent training that hire are gone.
The scorecard for each role is written before the role is open, and so is who decides. An hourly candidate goes up only on a manager’s clear yes, and the GM signs off.
A manager hire is the director of operations’ call, made the same day: the GM runs the first interview and the director of operations a short second one. A GM or chef candidate meets the director of operations first and the CEO or a peer GM second. When the second interview starts turning candidates down, the fix goes back to the first interview.
With a hiring par set for every position and read each week, and the runners-up from every GM and chef search kept as the first calls when the role opens again, the next vacancy opens with candidates already coming in.
What it looks like now
Every manager on your team interviews differently, for different things.
Tell us what’s breaking.
Bring the roles you hire most and last year’s turnover.
Book a call with Jon (opens in a new tab)What gets installed
What gets built
- Role scorecards: for each role in scope, its mission, the outcomes it owes by a set date and the competencies it needs.
- The best-and-worst profile: the traits your strongest people in each role share and the traits of the hires who failed in it, written into the scorecard.
- Management interviews: a screening call, a job-by-job career walk, interviews on the scorecard’s outcomes, and reference calls to the bosses named in that walk.
- The values form: questions on each value your team is reviewed against, with written anchors for does not meet, meets and exceeds, scored apart by each interviewer.
- Hiring authority by role: who interviews, who can send a candidate up and who approves the offer, written down for every role in scope.
- Interviewer calibration: each manager who hires scores the first live interviews beside us, and the two scores are compared before they interview alone.
What holds it
- The hiring par by position: what the schedule needs plus an allowance for the people who will leave, read from the Labor & Scheduling Install’s staffing matrix where one is running, with postings and a hiring fair planned the week headcount drops below it.
- The sourcing routine: postings, referrals and a standing interview block, kept running while the unit is fully staffed.
- The candidate tracker: every candidate from first interview to start date, by stage and referral source, with the reason for every yes and no, and every delayed start and early term logged.
What it asks of your team: an hour a week from your GM and director of operations on the standing call, and your hiring managers’ time in the build sessions and in live interviews.
How it runs: discovery on site, then the standing weekly call, with live interviews joined by video where possible and any further time on site scoped into the price.
Start to handoff
- Discovery Name the roles you cannot run short on, read your last hires and why they left, and sit in on an interview as your managers run it now.
- Build Write the scorecards and the values form, and start the standing sourcing routine against the par for each position.
- Run Take the scorecards and the values form into live interviews with your managers, with the tracker running from the first candidate.
- Handoff Take one open role from posting to offer through the system, revise the scorecards from the reasons the tracker logged, and step out at the handoff date set in the scope.
If this is the problem, bring it.
Free, and before any discovery.
Book a call with Jon (opens in a new tab)What this isn’t
It does not include:
- Executive search or placing the hire for you (this installs the hiring system your team runs)
- Hourly onboarding and training (that’s the Service Training Install)
- Compensation or org design
- Developing the hire once they’re in the role (that’s the Leadership Bench Install)
- Hiring for a second concept or brand (its roles get their own scope)
Common questions
How is the Hiring System Install priced?
What stops hiring from sliding back to gut calls under pressure?
We’re hiring right now. Do we pause while the system installs?
Who runs it
RANGE was founded by Jon Peck, who spent twenty years running multi-unit restaurant groups: eight brands built and scaled, twelve openings across six concepts in three years, and more than $100 million of annual P&L owned.