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RANGE

Your guest experience defined precisely and a training system that delivers it the same way every shift: standards, curriculum, and the manager tools to hold it.

Fixed-scope install

From $8,500

A 40-person unit rehires about 30 people a year — roughly $60,000.

$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: standards written, trained, and holding on the floor before we step out.

For groups where the guest experience isn’t consistent across units, and training is still informal.

When training lives in your best people’s heads, every new hire is a coin flip and every unit drifts a little further from the next. The guest feels it before you do: a great visit at one location, a forgettable one at another, the same name over both doors. Standards without a system to teach and hold them are just intentions, and intentions don’t survive a busy Friday or a manager who learned the job by osmosis.

What gets built here is the experience you actually want, defined precisely rather than aspirationally, with RANGE’s standards-and-training framework fitted to your concept. The artifacts are concrete: a shift-observation scorecard with named line items (greet time, table maintenance, station readiness, guest recovery) and a coaching-conversation format, so the manager who saw the miss knows exactly how to address it before the next seating. Add the certification ladder and the change shows up on the schedule itself: a station gets opened by someone certified on it, not by whoever clocked in first.

The cost of not having one is quiet, and it is annual. A forty-person unit turning over at the rate full-service runs (near 80% on hourly roles) rehires roughly thirty people a year; at a conservative $2,000 each to recruit, onboard and get productive, that is $60,000 a unit before anyone counts the covers a half-trained server handled badly. No system takes turnover to zero. What a defined path takes out is the share who leave in the first ninety days because nobody actually taught them the job.

Start with a conversation.

Take the Diagnostic

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

What gets installed

  • —Guest-experience mapping and standards definition for your concept
  • —A training curriculum (front- and back-of-house), a certification ladder, and a defined first-30-days onboarding path
  • —A shift-observation scorecard with named line items, plus a coaching-conversation format for your managers
  • —A measurement routine: what holding it actually looks like
  • —The standards manual and scorecards taught train-the-trainer style, not dropped off

How the install works

DiscoveryMap the guest experience, audit current training, and set the price for closing the gap.
BuildBuild the standards, the curriculum, and the scorecard.
InstallCertify the trainers, then train the managers against the scorecard.
HandoffWatch the first new-hire class come through the path, tune it, and hand it to your trainers.

What this isn’t

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

  • ●The shift-execution and line-check system (that’s the Shift-Execution Install)
  • ●Labor model or scheduling
  • ●Recruiting and hiring (that’s the Hiring System Install)
  • ●A full people and culture engagement
  • ●A second concept’s standards (each brand’s guest experience is its own scope)

You’re in the right place if

  • —A guest can have a great visit at one unit and a forgettable one at the next, same brand over the door
  • —New hires learn the job by shadowing whoever’s free that day, not by any defined path
  • —Managers know something felt off on a shift but have no standard to hold it against

Common Questions

How is the Service Standards & Training Install priced?

From $8,500. Unit count and how much documented training exists today are the two things that move the number. Set fixed once discovery has mapped both. Never a day rate. The $1,000 discovery week credits toward that price.

What’s the time commitment for my managers and trainers?

Your training leads and unit managers are the core of this. Plan on several hours a week through the build, with a heavier lift during train-the-trainer week when the curriculum goes live. Line staff experience the new onboarding path; they aren’t pulled into building it.

How long does the install run, and can it start mid-hiring-season?

Thirty to sixty days, timed in discovery so the curriculum is trained and holding on the floor by the end. If you’re in a heavy hiring stretch, we sequence the build so the new onboarding path is ready before your next wave of hires, not after.

How does the standard hold once the install ends?

Two mechanisms, both in your building when we leave. The shift-observation scorecard runs on a set cadence, managers watching real shifts against named line items, then coaching from the format we trained. And the certification ladder makes the standard structural: who can open a station is decided by certification, so the schedule enforces what memory won’t. By handoff your trainers have already certified the first class themselves. If you want the standard audited over time, advisory is a call away. The system doesn’t wait on it.

We already have a training manual. Why isn’t that enough?

A manual describes the standard; it doesn’t hold it. What’s usually missing is the machinery around the document: the certification ladder that decides who can open a station, the scorecard managers observe real shifts against, the coaching format that turns a miss into a conversation before the next seating. If your manual is good, discovery reads it first and we build from it rather than replacing it. You pay to close the gap, not to rewrite what already works.