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RANGE

A repeatable hiring system that puts the right people in your critical roles before the seat is urgent: role profiles, sourcing channels, and a structured process your managers run, instead of hiring on gut against a deadline.

Fixed-scope install

From $7,500

A manager who washes out at ninety days costs about $25,000.

$1,000 discovery week, credited toward the install.

If the week concludes an install isn’t the fix, you’ll hear that plainly — the $1,000 bought the read that saved you the rest.

A 30–60 day install, scoped after a discovery week: the system live before your next critical hire opens.

For groups where every opening is a scramble, and the best résumé in a thin week keeps winning the job.

Most restaurant hiring happens under duress. A key person quits, the seat is wrecking the schedule, and you hire the best of whoever applied this week because you can’t run short any longer. A deadline hire is a hope, not a decision, and the panic hire costs you again in ninety days, when you’re back in the same scramble, now down the time you spent training someone who didn’t fit.

The fix is to hire before the seat is urgent, and that’s what this installs. We define what good looks like for your critical roles, build the sourcing channels for your markets, and put a structured interview and scorecard process in place so your managers evaluate for the same things instead of a gut read. Hourly turnover runs near 80% a year across full-service restaurants; a structured process won’t engineer that away, but it keeps the wrong hires from being the reason it’s that high at your restaurants.

One avoided mis-hire pays for this several times over: a manager brought in at $65,000 who washes out at ninety days has already cost you a quarter of that salary, the search you now have to run a second time, and the weeks the seat sat half-covered by everyone else. Call it $25,000 before you count what it did to the schedule — roughly three times what the install costs. The result is a repeatable workflow from open req to offer that your team runs themselves: fewer panic hires, faster fills, and a bench instead of a fire drill. It installs the system, not a placement; we’re not a recruiting agency.

Start with a conversation.

Take the Diagnostic

The Straight Read shows you which install to run first. Back within 48 hours.

What gets installed

  • —Role profiles for your three to five critical roles: the bar, written down before the seat opens
  • —Sourcing channels built for your markets and roles
  • —A structured interview and evaluation/scorecard process
  • —A repeatable hiring workflow your managers run, from req to offer
  • —The profiles, scorecards, and workflow documented, trained with the managers who’ll interview from them

How the install works

DiscoveryDefine the critical roles, audit current hiring, and set a fixed price for the fix.
BuildBuild the profiles, sourcing, and interview/scorecard system.
InstallTake the scorecards into live interviews with your managers.
HandoffHandoff comes once a live role has run req to offer through the system. We tighten the scorecards, then it’s yours.

What this isn’t

A fixed-scope install with a defined start and end, not an open-ended engagement. It does not include:

  • ●Executive search or placing the hire for you (this installs the system, not a placement)
  • ●Post-hire onboarding and training (that’s the Service Standards & Training Install)
  • ●Compensation or org design
  • ●A full people and culture engagement
  • ●Hiring for a second concept or brand (its roles get their own scope)

You’re in the right place if

  • —A key departure means hiring the best of whoever applied that week, not the right person
  • —Every manager on your team interviews differently, for different things
  • —You keep re-filling the same seat because the last three hires didn’t stick

Common Questions

What does the Hiring System Install run?

From $7,500. How many critical roles are in scope and how many markets you hire in are what move the number. Quoted flat once discovery has scoped both, never an hourly or per-search fee. The $1,000 discovery week is credited toward that number if you proceed.

How much time do my managers need to put in?

Whichever managers own hiring for the roles in scope (GM, chef, or both) spend a few hours a week through the build defining profiles and reviewing sourcing, with a heavier stretch during the week the interview and scorecard process goes live. It’s designed for them to run day to day once installed.

How long does the install take, and can it start before a critical hire is urgent?

Thirty to sixty days. And that’s the point of starting now rather than waiting: the system needs to be live before your next opening, not built during the scramble one creates. If you already have an urgent seat open, we sequence discovery around getting that role’s profile and sourcing live fastest.

What stops hiring from sliding back to gut calls under pressure?

The scorecard itself — a structured evaluation every manager uses for the same role, so a hire under deadline pressure still gets measured against the same standard as one made with time to spare. That, plus sourcing channels already flowing before the seat opens, is what removes the panic. And by handoff you’ve already run one live role through the full workflow, req to offer. The day the install ends, the second hire is just the system running again. If a particular search ever warrants senior eyes, that’s a phone call, not a dependency.

We’re hiring right now. Do we pause while the system installs?

No. The roles you have open are the install’s raw material. Live interviews are where the scorecards get proven, so we sequence the build around the seats you’re actively filling instead of asking you to hold them. The hires you make during the install are made through the system, not in spite of it.