Store Manager

About Our Client

Our Client is a modern Italian heritage confectionery & gelato house known for premium ingredients, small-batch production, and beautifully presented boutique stores. With a growing U.S. footprint and a strong international presence, the brand blends food service, retail, and in-store production to deliver an elevated guest experience. The culture rewards ownership, craftsmanship, and hands-on leadership—ideal for builders who love being close to the operation and the customer.

The Role (Your Mission)

As Store Manager, you own people, product, and performance for a flagship-caliber boutique that combines retail, café/food service, and light production (e.g., gelato prep, case set-up). You are a working leader: most weeks you spend ~80% on the floor—opening/closing, supporting the operations of the store, leading service, and coaching in the moment— while effectively managing communication, scheduling, inventory, and key performance metrics.

High performers in this role typically build a successor and, after ~18–24 months of strong results, are considered for multi-unit leadership, subject to performance and nationwide mobility of candidate.

What You’ll Do

Lead the Business:

• Own KPIs (sales, labor, COGS, and customer experience and team member management); build weekly action plans from results.
• Use a deployment model to schedule roles by hour, integrating yourself as needed.
• Maintain food safety & QA standards; manage receiving, storage, rotation, production logs, and daily case presentation.

Lead the Team:

• Recruit, train, and develop a bench (ASMs, Shift Leads); coach with clarity, consistency, and empathy.
• Set standards on the floor: live the service model, coach in real time, address issues early, and recognize excellence often.
• Foster a culture of excellence and accountability—clear goals, fair schedules, and follow-through.

Delight the Guest:

• Be the brand champion: product storytelling, sampling, seasonal launches, and immaculate visual standards.
• Solve problems calmly—service recovery, staffing gaps, inventory surprises—while keeping the team confident and focused.

What Great Looks Like (Top 5 Characteristics)

1. Entrepreneurial Mindset -Thinks like an owner: proactive, resourceful, and accountable. Comfortable making decisions without layers of corporate support. Sees challenges as opportunities to innovate and improve.
2. Operational Agility - Can juggle food service, retail, and production — often simultaneously. Thrives in fast-paced, high-pressure environments. Strong time management and prioritization skills.
3. Leadership & Team Building - Builds trust and motivates teams through example and empathy. Knows how to coach, discipline, and develop staff effectively. Creates a culture of excellence and accountability.
4. Problem-Solving & Decision-Making - Resolves issues quickly and calmly — from customer complaints to staffing gaps. Makes smart decisions under pressure, even with limited data.
5. Resilience & Grit - Handles stress with composure and confidence. Doesn’t flinch when the “cord is pulled tightly” — they lean in and lead.

You Bring

• Up to 4 years of management in food & beverage or hybrid retail/food service; both is ideal.
• True working-manager comfort: opening solo, running service, closing standards
• Evidence of team development (hiring, training, performance management) and improving KPIs over time.
• Strong operational discipline: labor planning, inventory, waste control, health & food safety compliance.
• Tech-savvy with standard retail/F&B systems (POS, scheduling, inventory).
• Ability to work retail hours (nights, weekends, holidays).
• Physical: prolonged standing, quick movement behind a compact bar, frequent lifting up to ~25–30 lb.

Extra credit: Background with high-tempo concepts (e.g., premium coffee, salad/grain bowl, fast-casual with from-scratch elements) coupled with another operational experience beyond a single legacy brand.

Growth Path

• Phase 1 (0–6 months): Master the deployment model, product, standards, and team rhythms; stabilize KPIs.
• Phase 2 (6–18 months): Deliver consistent performance across seasons by building a successor bench; and promotions.
• Phase 3 (18–24 months): Eligible for consideration for Multi-Unit Manager based on results and openings.

Timelines are indicative and performance-based; advancement is earned, not automatic.

Who Will Not Thrive Here

• Leaders who prefer to manage from the back office rather than from the floor.
• Pure multi-unit managers who are not willing to step onto the line and open/close themselves.
• Candidates seeking a title change without the reps of mastering the operation first.

Compensation & Benefits

• Competitive Base Salary plus up to 30% annual bonus
• 100% company-covered medical & dental (plan specifics shared in process).
• 401(k) with match
• Generous PTO and commuter benefits.
• Product discounts (in-store and employee shop); complimentary shift beverages; access to partner discounts network.
• Strong internal mobility; the brand actively promotes from within.