Restaurant General Manager

Restaurant General Manager Ashland, MO 65010 $57,000-$63,000 Base + Profit Share A 45-restaurant franchise group is hiring a General Manager for a high-volume Subway in Ashland, MO — a store running 25% above the national average with a veteran crew and a GM who's been here 15 years. This is for someone who wants to run a high-volume restaurant like they own it — drive the sales, build the team, and earn directly based on the profit you create. Our top-performing GMs earn $65,000-$80,000+ annually. If that sounds like a lot of work, this isn't for you. If it sounds like exactly what you've been looking for — keep reading.

ABOUT THE COMPANY

We've operated for 31 years across three brands and around 45 restaurants. Two of our Regional Managers have been with us for 25 years. One of our GMs has been here just as long. Our average manager tenure is about 10 years. We're not going to tell you we invest in our people — that's what every operator says. The numbers say it for us. If you're looking for a company where longevity is possible and leadership is stable, you're reading the right posting.

ABOUT THIS STORE

This store runs 25% above the national Subway average in weekly sales. It's not a turnaround. The opening exists because the current GM has been with us for nearly 15 years and has decided to step out of management — on good terms, with our full support. She's leaving a restaurant that runs. The crew is stable and experienced; several have been here for years and know this store cold. You're not walking into chaos. You're walking into a well-run, high-volume restaurant that needs a GM who wants to own it — and grow it.

A DAY IN YOUR LIFE

The good day: You open the store. By 8:00 you've walked the restaurant, checked yesterday's numbers, and spotted two things to tighten before the lunch rush. By 11:30 you're on the line making sandwiches, calling orders, and keeping the line moving. At 2:00 you pull a team member aside and coach them on portion control — specific, direct, respectful. By 3:30 you're reviewing labor against target and adjusting tomorrow's schedule. Before you leave, you walk the restaurant one more time. The line is prepped. The lobby is clean. Your closer knows exactly what's expected.

The hard day:

It's Friday. A crew member no-calls no-shows 30 minutes before the lunch rush. You're already running tight. By 11:45 the line is backed up and a customer at the register is upset about wait time. You don't stand in the back making phone calls — you step on the line, move the rush through, and handle the customer in 90 seconds with a genuine conversation. Afterward, you figure out coverage, document the no-call, and decide whether it's a coaching conversation or a final warning. Nobody on your team saw you panic, because you didn't.

The other hard day:

Your best closer has been slipping for two weeks — showing up late, cutting corners on cleaning, attitude is off. You know you need to have the conversation today, not tomorrow. You pull them aside after the rush, tell them specifically what you've observed, explain what needs to change, and set a clear timeline. They push back. You stay calm, hold the standard, and document the conversation. That's leadership. If that makes you uncomfortable, this role isn't for you. If you've already lived this exact day and handled it the same way — we want to talk to you.

WHAT YOU OWN

You run a high-volume Subway with a team of 7-10 people. Work the line. Prep, make sandwiches, expo — wherever needed, every shift. On your feet 8-10 hours. It's fast and it's physical. Coach people, not just correct them. Develop crew into leaders. Give honest feedback even when it's uncomfortable. Hold the standard. Food quality, portioning, cleanliness, speed, and guest experience — you own all of it. Run the business. Scheduling, labor, food cost, inventory, ordering, and full P&L accountability. Handle the hard stuff. Conflict, performance issues, terminations — directly, the same day, not through someone else. Be coachable. You report to a Regional Manager and an owner who will push you to get better. You'll have regular check-ins on your numbers, your team development, and your growth areas. The right candidate wants that.

COMPENSATION & BENEFITS

Base Salary $57,000-$63,000 Profit Share Typically, $7,000-$10,000/year based on restaurant performance. When you run a great restaurant, you feel it directly. Medical/Dental/Vision 75% employer-paid HSA $500/year company contribution PTO 16 days your first year 401(k) 100% company match up to 4% of salary Life Insurance $50,000 term policy, company paid Schedule 45 hours/week across 5 shifts — days, evenings, and weekends. We build schedules two weeks in advance and don't change them without a conversation.

THIS ROLE IS FOR YOU IF YOU

… ✓ Have 3+ years of restaurant management experience and want to be treated like an operator, not an employee ✓ Compete with yourself — you track your numbers, push your sales, and hate losing ✓ Give direct, honest feedback and handle conflict the same day it happens ✓ Have coached someone from crew to leader and it's one of the things you're proudest of ✓ When you find the right company, you commit and build something over time ✓ Take ownership when things go wrong — no excuses, no blame-shifting ✓ Stay calm when everything goes sideways and your team never sees you rattled ✓ Want coaching and feedback from people who will push you to improve

THIS ROLE IS NOT FOR YOU IF YOU

… ✗ Want a management title but don't want to work the line ✗ Let problems sit because the conversation feels awkward ✗ Think training is "shadow me for a week and figure it out" ✗ Have 3+ jobs in the last 4 years and it's always someone else's fault ✗ Think being a GM means nobody should question your decisions ✗ Want guaranteed pay more than performance-based pay ✗ Your first instinct when something fails is to explain why it wasn't your responsibility ✗ Your crew walks on eggshells when you're having a bad day If your last two employers would hesitate to rehire you, this isn't the right fit. We verify references.

WHERE THIS ROLE CAN TAKE YOU

This isn't a dead-end GM seat. We're a 45-restaurant franchise group that's actively building. Path 1 —

Multi-Unit Leadership:

Strong GMs move into Area Manager roles overseeing multiple locations. Path 2 —

New Brand Concept:

We're developing a new restaurant concept from the ground up. Leaders who prove themselves now will have the opportunity to help build something entirely new. Both paths require the same thing: prove you can run a great restaurant first.

WHAT MAKES THIS DIFFERENT FROM YOUR LAST JOB

Most operators offer bonuses. We don't. A bonus is something a company decides to give you — based on their assessment, their budget, their priorities that quarter. We don't think that's the right model. Instead, our GMs are partners. You share directly in the profit your restaurant generates. No discretionary judgment call from above. No waiting to see what the company decides you deserve. You build the business, you control the inputs, you get the result. The more you grow it, the better you do — directly and proportionally. That's a different relationship than most GMs have with their employer. If that model appeals to you, this is the right seat. If you'd rather have a predictable bonus you don't have to earn every month, this probably isn't. Standards that mean something — we don't lower the bar when it's hard to hire. Speed and respect in hiring — you'll know where you stand within 5 business days. We don't ghost candidates.

TOOLS & SUPPORT YOU GET

You're not getting keys and a handshake. Here's what's already in place: Regional Manager check-ins. Weekly store visits with your Regional Manager — structured around your numbers, your team, and what you need to get better. Not a compliance check. A working session. Structured onboarding. A defined 30-day plan so you know this store, this team, and these systems before you're fully on your own. You won't be figuring it out while running a rush. Daily numbers. Digital tools give you real-time visibility into labor, food cost, and waste every day — so you catch problems before they hit the P&L, not after. Training library. CNW-built modules covering product, coaching, floor management, and customer situations — on-demand for you and your team, not a binder on a shelf. Hiring support. We pre-screen applicants before they reach you. When you need to hire, you're talking to people who already meet the baseline — not sorting through a stack of unqualified applications on top of your regular shifts.

WHAT SUCCESS LOOKS LIKE IN 90 DAYS

We know what good looks like at 30, 60, and 90 days. Here's what we're looking for: Day 30: You've earned the trust of a veteran crew that doesn't need to be managed — they need to be led. You know the numbers, you're running shifts with confidence, and you've already identified the one or two things you want to push on first. Day 60: Food cost and labor are tracking to target. The team is running your standard, not the previous GM's. You've put your fingerprints on the operation without blowing up what was already working. Day 90: You're not settling in anymore — you're running the restaurant. Sales are holding above the national average. You know exactly where your profit share stands and you're already pushing toward what that number looks like at year-end.

REQUIREMENTS

3+ years restaurant management experience (GM or AGM in high-volume preferred) Full availability: days, evenings, and weekends Physically capable of standing 8-10 hours, lifting 50 lbs, working in a fast-paced kitchen ServSafe certified (or obtain within 30 days) Valid driver's license Demonstrated P&L ownership: food cost, labor, and sales targets A track record of developing people — not just managing them

OUR HIRING PROCESS

Our interview is thorough. We ask about specific situations you've actually led through — not hypotheticals. The best answers are honest and specific, not polished. We're looking for how you actually lead, not how well you interview. Step 1: Phone screen (15-20 min) — quick fit conversation; we share full details with qualified candidates Step 2: In-depth phone interview (60-75 min) — start with current job and work back; leadership, coaching, results, and how you handle conflict and stress Step 3: In-person interview — leadership, conflict, coaching, results, and how you handle the hard days. You'll get your hands dirty and perform some basic tasks all team members do Step 4: Reference verification — we will talk to your former managers We move quickly for the right person. You'll know where you stand within 5 business days.

READY TO RUN YOUR OWN RESTAURANT?

. If your experience and standards match, we'll reach out within 48 hours. Multi-Unit Franchise Operator — 45

Restaurants and Growing Pay:

$57,000.00 - $63,000.00 per year

Benefits:

401(k) 401(k) matching Dental insurance Employee discount Flexible schedule Health insurance Paid time off Paid training Vision insurance

Work Location:

In person