Avoid These Common Mistakes When Hiring Restaurant Managers

Hiring the right restaurant manager is no joke. They’re the backbone of your operations, the captain of your team, and often the face of your business. A great manager can transform your restaurant into a well-oiled machine. On the flip side, getting it wrong can lead to chaos and high turnover, unhappy staff, and even dissatisfied customers. Yikes!

We know how daunting hiring can be, especially in the fast-paced world of hospitality. That’s why we put together this handy guide to flag some common pitfalls and, more importantly, how you can avoid them. Plus, we’ll share why professional recruiters like Martin Recruiting Partners (MRP) can be your secret weapon in building the dream team you’ve always wanted.

Mistake #1: Rushing the Hiring Process

Hiring for a restaurant manager might feel like a race against the clock. You’ve got shifts to cover, teams to lead, and customers to keep happy. But rushing the process? That’s a recipe for disaster.

Hiring in haste often leads to ignoring red flags or compromising on qualifications just to get someone in the role ASAP. And trust us, that quick fix isn’t going to feel so “quick” when you’re dealing with operational hiccups down the road.

Pro Tip: Create a clear hiring timeline and stick to it. Outline each step—writing the job description, reviewing resumes, scheduling interviews, and so on—and don’t skip over any of them. If time is tight, MRP can handle the heavy lifting. Our team works swiftly to deliver highly qualified candidates, so you can focus on running your restaurant without burning out.

Mistake #2: Overlooking Cultural Fit

A resume can tell you a lot about a candidate’s technical skills and experience, but what about their personality? Are they going to vibe with your team? Do they buy into your restaurant’s vision and values?

We can’t stress this enough—cultural fit matters. A manager who clicks with your staff and embodies your brand can boost morale and improve consistency. Conversely, someone who’s a mismatch can create tension and turnover before you know it.

Pro Tip: Use behavior-based interview questions to figure out how a candidate communicates, handles pressure, or resolves conflict. Sample question alert! Try asking, “Tell me about a time you had to diffuse a heated situation with a customer or employee. How did you handle it?”

At MRP, cultural fit is our specialty. We get to know your workplace culture deeply and ensure every candidate we recommend aligns with it.

Mistake #3: Failing to Define the Role Clearly

Have you ever interviewed someone and felt like they seemed shocked when you described the job responsibilities? That’s often because the job description wasn’t detailed enough! Failing to specify exactly what you expect from the role can lead to misunderstandings, frustration, or hiring someone who’s simply not prepared for the job.

Pro Tip: Before starting the hiring process, sit down and create a detailed job description that outlines day-to-day responsibilities, skills needed, and benchmarks for success. Need inspiration? MRP can help craft job descriptions that attract the best candidates, tailored to your unique needs.

Mistake #4: Ignoring Leadership Potential

Sure, restaurant managers need to know how to schedule shifts and handle inventory, but leadership? That’s non-negotiable. A great manager inspires your team to perform at their best and keeps the ship steady, even during a Friday night rush.

Many hiring managers make the mistake of only looking at technical skills. Yes, those are important, but without the ability to lead, you may end up with a manager who can check tasks off a list but struggles to motivate their team or solve big-picture problems.

Pro Tip: During interviews, dig into leadership potential by asking candidates how they’ve coached or mentored employees in the past. Role-play scenarios where they have to make quick decisions to gauge how they handle pressure.

At MRP, we conduct in-depth screenings and assessments to ensure candidates are not just operationally strong but also have the leadership chops needed to thrive in your restaurant.

Mistake #5: Handling Everything Solo

Here’s the deal—we get why hiring is often an in-house project. Budgets can be tight and, hey, who knows your restaurant better than you? But doing it all yourself can stretch you thin. Plus, it makes it easier for small mistakes (or big ones) to slip through the cracks.



Professional recruiters like Martin Recruiting Partners (MRP) exist to make your life easier. We’ve spent years building a nationwide network of top-notch candidates. We know how to steer clear of hiring pitfalls and bring only the best right to your door.

Pro Tip: Imagine partnering with someone who takes on all the heavy lifting—writing job descriptions, screening resumes, interviewing candidates—so all you have to do is pick the best fit. That’s where MRP comes in. And the best part? You only pay us if you hire one of our recommended candidates. Zero risk, maximum ROI.

Work Smarter, Not Harder

Hiring a restaurant manager doesn’t have to feel overwhelming or risky. By steering clear of these common mistakes, you’re already ahead of the game. And when you partner with Martin Recruiting Partners, you’re not just avoiding pitfalls—you’re ensuring your next hire is someone who can take your restaurant to new heights.

Need help finding your next rock-star manager? Reach out to us today, and we’ll take care of the rest. Because when it comes to restaurant management recruiting, we know how to cook up success.