A great bar manager is the heart and soul of your establishment. They're part-maestro, part-accountant, and part-therapist. They don't just manage schedules and inventory; they build a winning team, create unforgettable guest experiences, and protect your bottom line. Hiring the right person isn't just about filling a role—it's the single most important investment you can make in your business's future.

But in today's competitive market, finding and keeping that perfect person is tougher than ever. It's time to move beyond the old playbook. Here's how to hire like a pro in 2025.

Step 1: Ditch the Boring Job Description

Your job post is a marketing document. Professionals are looking for professional opportunities, so a generic list of duties won't cut it. Your post needs to sell the job.

• Paint a Picture: What makes your bar a great place to work? Describe your concept, your values, and your team culture.

• Be Clear About Expectations: What does success look like in the first 90 days? List the key responsibilities and non-negotiable skills.

• Answer "What's in It for Me?": Go beyond the salary. Mention growth opportunities, continuing education (like training and tastings), benefits, and a positive work environment.

Step 2: Ask Questions That Reveal Character, Not Just Skills

A resume tells you what a candidate has done. The interview tells you who they are. You can teach someone your POS system, but you can't teach them to have a great attitude and a strong work ethic.

Go beyond the technical questions and ask behavioral ones that reveal their problem-solving skills and personality:

• "Tell me about a time you had to deal with a difficult guest. How did you handle it?"

• "Describe a shift where the team was completely overwhelmed. What did you do to get everyone through it?"

• "How would your last team describe you?"
  
  

These questions uncover the soft skills that separate a good manager from a truly great leader.

Step 3: Retention Starts on Day One (And with the Right Tools)

Hiring is expensive; keeping great people is profitable. Your goal isn't just to fill a spot; it's to create a place where the best people want to build a career.

• Have a Structured Onboarding Plan: Don't just throw your new manager into the fire. A clear training plan for the first two weeks sets them up for success.

• Invest in Continuous Education: Show them you're invested in their growth. Host trainings, teach them the "why" behind your standards, and help them develop their skills.

• Give Them Professional Tools: This is a game-changer. Forcing your manager to spend 5 hours doing inventory with a spreadsheet is demoralizing and a fast track to burnout. Equipping them with modern tools, like an inventory platform like Backbar that cuts count time down to an hour, is a powerful retention strategy. It shows you respect their time and are committed to their success.

By taking a modern, professional approach to hiring, you won't just find a bar manager—you'll find a partner who will help you build a stronger, more profitable business.