How to Hire Assistant Managers: Your Guide to Building a Stronger Management Team

If you’ve ever tried to hire assistant managers—whether for a restaurant, retail shop, or franchise—you know it’s not just about filling a spot on the org chart. It’s about finding someone who can juggle schedules, motivate teams, and keep the wheels turning when you’re not around. And honestly, if you ask me, getting this hire right can make or break your business’s day-to-day operations.

The Real Value of a Great Assistant Manager

Let’s be real: assistant managers are the glue that holds your operation together. They’re the ones who jump in when the grill gets slammed at lunch or when a new hire calls out sick. But what exactly should you look for when you find assistant managers who’ll stick around and drive results?

• Leadership potential: Not everyone with “manager” in their title can actually lead. Look for candidates who’ve demonstrated initiative—maybe they trained new hires or handled a tricky customer situation with grace. For more on what makes a great manager, check out these top 10 manager qualities.
• Communication skills: Can they give clear instructions, handle feedback, and mediate conflicts? These are must-haves in any management role.
• Adaptability: The restaurant industry especially is notorious for curveballs. Candidates who thrive on change tend to excel in restaurant management positions.
• Reliability: If your assistant manager is late or absent, the whole team feels it. Consistency is key.

If you want more on the essential traits of top-performing managers, see this guide on the qualities of a great GM.

Getting Started: Where (and How) to Find Assistant Managers

Tapping Into Modern Recruiting Channels

Gone are the days when you could just slap a “Help Wanted” sign on the window and wait for the perfect candidate to walk in. To recruit assistant managers who fit your culture and needs, you need to cast a wider net:

• Leverage job boards and social platforms: Sites like Indeed and even Instagram can help you reach younger, tech-savvy candidates. Here’s how to use Instagram to hire hourly workers.
• Employee referrals: Your best team members probably know others with similar work ethics. Consider offering referral bonuses—just make sure your process is fair and transparent.
• Recruitment automation tools: Software like Workstream’s hiring automation can cut your time-to-hire in half by automating screening and interview scheduling. That means less paperwork, more face time with promising candidates.
• Creative job postings: Don’t underestimate the power of a standout ad. Need inspiration? Check out these job posting examples and creative tips for job postings.

The Importance of Benefits and Flexibility

Let’s not kid ourselves—money matters, but so do benefits and work-life balance. According to a DoorDash report on benefits in restaurants, competitive perks can be the deciding factor for top candidates. And flexible scheduling? It’s practically non-negotiable for many hourly workers these days—see why in this piece on the value of flexible scheduling.

Sifting Through Candidates: What Sets the Best Apart?

Screening and Interviewing for Management Potential

The trickiest part of assistant manager hiring? Spotting leadership potential before someone’s ever run a shift for you. Here are a few ways to separate the wheat from the chaff:

• Behavioral interviews: Use scenario-based questions to gauge how candidates react under pressure. For guidance, try these motivational interviewing techniques.
• Cultural fit: Ask about their values and approach to teamwork. A good fit means fewer headaches down the line—here are some culture fit interview questions.
• Assessment tools: Digital assessments can help you objectively evaluate skills. Platforms like eSkill offer customizable pre-employment tests—see more at eSkill’s demo request page.
• Reference checks: Don’t skip this step! Past supervisors can offer insights that resumes just can’t.

If you want to streamline this process, automation tools like those from Workstream’s platform can help you screen candidates faster and reduce interview no-shows by up to 55%.

The Compliance Angle: Don’t Get Caught Off Guard

I know compliance isn’t exactly thrilling, but it’s critical—especially for restaurant management positions. You need to keep accurate records of hours, wages, and employment eligibility. For details on what records are required, check out the Department of Labor’s page on wages recordkeeping. And if you’re curious about how technology can help with compliance (and save up to $25K per year on lawsuits), Workstream’s integrated HR suite is worth a look.

Avoiding Common Pitfalls When You Hire Management Staff

The High Cost of Turnover—and How to Beat It

If you’ve ever lost a star assistant manager, you know how disruptive—and expensive—it can be. The restaurant industry alone loses billions each year due to turnover (see these cost breakdowns). Want specifics? The average cost of losing a front-line employee is nearly $6,000 (learn more here). That’s not pocket change!

The good news? You can cut turnover by half with better hiring and onboarding. For onboarding tips that actually work, see this guide on onboarding best practices for hourly employees. Or if you’re ready to modernize your onboarding process, these onboarding templates will get you started.

Retention Strategies That Actually Work

No one wants to hire management staff over and over again. So what keeps assistant managers happy?

• Growth opportunities: Show them there’s a path upward—people want to know they’re not stuck in place (read more about paths to promotion here).
• Recognition and engagement: Celebrate wins and milestones—this boosts morale and reduces churn (see how to celebrate work anniversaries). For more engagement ideas, check out these strategies for improving employee engagement.
• Fair compensation: Make sure your pay is competitive—compare with others using this guide to hourly wage comparisons across companies.
• Well-being support: Benefits like parental leave or instant pay access go a long way (see how instant pay access works). Starbucks’ approach to benefits is also worth studying—here’s why their package is perfect for hourly workers: Starbucks benefits insights.

If you’re struggling with high turnover, this article on restaurant employee turnover causes and solutions is eye-opening.

The Final Word: Building Your Management Dream Team (and Why Tech Matters)

If there’s one thing I’ve learned covering small business hiring for years, it’s that there’s no silver bullet—but there are smarter ways to approach assistant manager hiring. Use digital tools to automate repetitive tasks, focus your energy on building relationships, and always keep an eye on retention. Platforms like Workstream let you replace seven different HR tools with one seamless solution (learn about Workstream here). That means less admin work and more time spent growing your business—or just enjoying a second cup of coffee before the lunch rush.

If you’d like even more practical advice on hiring hourly workers or managing restaurant staff, explore these resources:

• Key hiring statistics for hourly businesses
• Restaurant hiring tips and software solutions
• Free job posting sites for hourly roles
• How Five Guys scaled their management team
• Explore Workstream’s full HR platform suite
• Why McDonald’s is still so profitable (hint: it’s about people)
• Contact Workstream for hiring automation support
• HR tech trends and certifications explained
• Find hourly workers for hire now with Workstream

P.S.: If you’re still not sure where to start or just want to see how other business owners are handling their management hiring headaches, don’t hesitate to reach out or browse through more stories on the Workstream blog.