Restaurant Manager Interview Questions: Complete Guide with Sample Answers 2025

Landing a top restaurant manager role in 2025 requires more than just experience; it demands exceptional preparation. The interview is your stage to prove you have the leadership, financial acumen, and operational expertise to drive success. This guide provides a comprehensive list of restaurant manager interview questions you’ll likely face, complete with sample answers and strategic advice. With restaurant manager salaries on the rise, as detailed in our 2025 Restaurant Manager Salary Guide, the competition is fiercer than ever. Proper restaurant management interview preparation is non-negotiable.

This guide will walk you through the types of questions hiring managers ask, from situational and behavioral scenarios to technical questions about P&L statements and food safety. We’ll break down what interviewers are truly looking for and provide you with the tools to articulate your value effectively. Whether you’re aiming for an assistant manager role or a general manager position, these insights will help you navigate your next restaurant manager job interview with confidence and secure the offer.

We have curated over 40 common and challenging restaurant manager interview questions and answers to ensure you are ready for anything. By understanding the psychology behind these questions and practicing your responses, you can demonstrate that you are the ideal candidate to lead a team, delight guests, and boost the bottom line. Let’s dive into the essential preparation you need to ace your interview.

What Interviewers Look for in Restaurant Manager Candidates

When you sit down for a restaurant manager interview, the hiring manager is assessing a specific set of core competencies. They need to be certain you can handle the high-pressure, multifaceted environment of a successful restaurant. Understanding these key areas will help you frame your answers effectively.

First and foremost, they seek strong leadership and team management skills. Can you inspire a team, handle conflict between Front-of-House (FOH) and Back-of-House (BOH), and reduce staff turnover? Your ability to hire, train, and motivate is paramount. They will probe this with restaurant manager behavioral questions about your past experiences.

Next is financial acumen. A manager must understand the numbers that drive the business. This includes P&L management, labor cost control, inventory management, and food cost reduction. Be prepared to discuss specific metrics and how you’ve impacted them. This is a critical part of any restaurant management interview.

Finally, they are evaluating your commitment to guest service excellence and operational prowess. Your answers should reflect a passion for creating memorable guest experiences and an obsession with operational efficiency and food safety. This includes everything from handling customer complaints to ensuring compliance with ServSafe standards. They want a leader who can ensure consistency and quality, day in and day out.

Leadership and Team Management Questions

These restaurant manager interview questions assess your ability to lead, motivate, and develop a high-performing team. Your answers should reflect a clear leadership philosophy and provide concrete examples of how you’ve put it into practice.

1. Tell me about your leadership style as a restaurant manager.

My leadership style is primarily collaborative and situational. I believe in empowering my team by providing them with the training and autonomy to make decisions. During a busy dinner service, I’m more directive to ensure efficiency and clear communication. However, during pre-shift meetings and one-on-ones, I foster an open, collaborative environment where staff can share ideas and concerns. This approach builds trust and ownership, leading to a more engaged and proactive team.

2. How do you handle underperforming staff members?

I address underperformance proactively and privately. First, I’ll observe to identify the root cause—is it a lack of training, a personal issue, or a motivational gap? Then, I schedule a one-on-one meeting to discuss my observations, using specific examples. We work together to create a clear, actionable performance improvement plan with measurable goals and a timeline. I provide regular feedback and support, but I’m also firm about the standards we must uphold for the team and our guests.

3. Describe a time you motivated a struggling team.

At my previous restaurant, we faced a period of low morale after a key supervisor left unexpectedly during our busiest season. I immediately called an all-staff meeting to acknowledge the challenge and transparently outline our plan. I implemented a short-term incentive program for hitting service time goals and publicly recognized top performers daily. By showing strong, visible leadership and celebrating small wins, we rebuilt momentum and successfully navigated the season with renewed energy.

4. How do you build and maintain team morale during busy shifts?

Maintaining morale during a rush is about staying calm, positive, and present. I lead by example from the floor, jumping in to bus tables or run food when needed. I use quick, positive affirmations—’Great job on table 12,’ ‘Keep up the energy, kitchen!’—to keep the atmosphere upbeat. A well-organized pre-shift meeting also sets the tone, ensuring everyone is prepared and aligned, which prevents much of the stress that can erode morale during a peak service period.

5. How do you handle conflicts between FOH and BOH staff?

I address FOH and BOH conflicts by promoting a ‘one team’ culture. When a conflict arises, I mediate a conversation with both parties, allowing each to voice their perspective without interruption. We focus on the operational breakdown, not personal blame. Often, the solution involves a simple process change. For example, we once resolved a recurring issue by adjusting the ticket-printing format, which improved communication and reduced friction between servers and the line cooks.

6. What’s your approach to hiring and training new team members?

My hiring approach focuses on attitude and cultural fit just as much as experience. During interviews, I use restaurant manager behavioral questions to gauge a candidate’s problem-solving skills and passion for hospitality. For training, I use a structured program that combines shadowing experienced team members with a detailed checklist of standards and procedures. I personally check in with new hires daily for their first two weeks to ensure they feel supported and are integrating well.

7. How do you ensure consistent service standards across all shifts?

Consistency comes from clear standards, continuous training, and accountability. I maintain a detailed training manual, which is the foundation for our service expectations. I conduct regular spot-checks on different shifts and use pre-shift meetings to reinforce a specific service standard each day. Empowering shift leaders and using a manager log for communication ensures that key information and standards are passed seamlessly from one shift to the next.

8. Describe your experience with performance reviews.

I view performance reviews as a formal opportunity for a two-way conversation that should hold no surprises. I conduct them quarterly, using a framework that assesses performance against specific, pre-defined goals. I come prepared with documented observations from the previous quarter. The goal is to celebrate achievements, constructively address areas for improvement, and set clear, collaborative goals for the next quarter. This is a vital part of professional development.

9. How do you delegate tasks effectively during peak hours?

Effective delegation during a rush relies on preparation and trust. My pre-shift briefing clearly assigns key responsibilities, so everyone knows their role. I delegate based on individual strengths—my strongest host manages the waitlist, and my most experienced server handles large parties. I communicate tasks clearly and concisely, then trust my team to execute while I maintain a macro view of the floor, ready to step in and support wherever I’m needed most.

10. Tell me about a difficult staffing decision you had to make.

I once had to let go of a very popular and tenured bartender who was consistently violating cash-handling policies. It was difficult because the team loved him, but I couldn’t compromise on integrity and procedure. I documented the issues, held multiple coaching sessions, and followed company policy precisely. I explained my decision to the team transparently without revealing personal details, focusing on the importance of our shared standards. It was tough, but it reinforced that rules and accountability apply to everyone.

Guest Service and Customer Experience Questions

These restaurant management interview questions explore your ability to create an outstanding guest experience and handle challenging customer-facing situations. Your answers should demonstrate a guest-first mentality and strong problem-solving skills.

1. How do you handle an angry or dissatisfied customer?

I use the L.A.S.T. method: Listen, Apologize, Solve, and Thank. First, I listen actively to the guest’s entire complaint without interrupting, letting them feel heard. I then offer a sincere apology for their negative experience. Next, I propose a solution, whether it’s remaking a dish, offering a comp, or providing a gift card for a future visit. Finally, I thank them for bringing the issue to my attention, as their feedback is crucial for improvement.

2. Describe your approach to exceeding guest expectations.

Exceeding expectations is about personalizing the experience and empowering the team to create ‘wow’ moments. We train staff to listen for cues—is it a special occasion? A guest’s favorite dish? We then empower them with a small budget to offer a celebratory dessert or a sample of a new wine. It’s about moving beyond transactional service to build genuine connections that turn first-time visitors into loyal regulars.

3. How do you ensure consistent quality across all service touchpoints?

Consistency is built through systems and training. I create detailed checklists for every touchpoint, from the host stand greeting to the final payment processing. These standards are drilled during onboarding and reinforced in daily pre-shift meetings. I also conduct ‘phantom shops’ where I dine as a guest to experience our service firsthand, which helps identify any gaps in our execution and provides valuable coaching opportunities.

4. Tell me about a time you turned a negative dining experience into a positive one.

A party of six had their order severely delayed due to a kitchen printer malfunction. They were understandably upset. I immediately went to the table, apologized sincerely, explained the issue without making excuses, and comped their appetizers and a round of drinks. I personally expedited their food and checked on them frequently. By the end of the meal, the host thanked me for my honesty and handling of the situation, and they left a generous tip for their server.

5. How do you handle complaints about food quality or service?

I treat every complaint as an opportunity. For food quality issues, I immediately apologize and offer to remake the dish or bring them something else, no questions asked. I then take the dish to the kitchen to understand what went wrong. For service complaints, I listen to the guest’s full story and then speak with the server involved to get their perspective. My goal is to resolve the immediate issue for the guest and use the feedback as a training moment for the team.

6. What strategies do you use to improve customer satisfaction?

I use a two-pronged approach: proactive and reactive. Proactively, I focus on rigorous staff training and creating a positive work environment, as happy employees provide better service. Reactively, I closely monitor online reviews and in-house feedback, identifying recurring themes. If multiple reviews mention slow drink service, for example, we’ll re-evaluate our bar setup or staffing levels. It’s about using data to make informed operational improvements.

7. How do you personalize the dining experience?

Personalization starts with observation and communication. We train staff to notice details and make notes in our reservation system about guest preferences, allergies, or special occasions. For regulars, we greet them by name and remember their favorite drink or table. For new guests celebrating an anniversary, a simple handwritten card with the check or a complimentary glass of prosecco can make their evening unforgettable.

8. Describe your approach to handling difficult reservation situations.

For situations like a party arriving late for a reservation on a busy night, my approach is empathy and creative problem-solving. I’ll calmly explain the situation and our policy, but immediately focus on solutions. I might offer them the next available table, suggest they have a drink at the bar while they wait, or offer a complimentary appetizer for their patience. The key is to manage expectations while showing you value their business.

9. How do you use customer feedback to improve operations?

Customer feedback is a gift. I consolidate feedback from all channels—online reviews, comment cards, and direct conversations—into a weekly report. In our manager meetings, we analyze this data to spot trends. For instance, consistent feedback about a confusing menu layout led us to redesign it, resulting in faster order times and higher guest satisfaction scores. We treat feedback as actionable business intelligence.

10. What’s your strategy for managing online reviews?

I have a ‘respond to all’ policy for online reviews, typically within 24 hours. For positive reviews, I thank the guest and mention specifics from their review. For negative reviews, I apologize publicly, take the conversation offline by providing a contact email, and investigate the issue internally. This shows potential customers that we take feedback seriously and are committed to resolving issues, which builds trust and protects our online reputation.

Operations and Food Safety Questions

These restaurant manager interview questions test your technical knowledge of day-to-day operations, from the kitchen line to the front door. Showcase your expertise in maintaining a safe, clean, and efficient environment.

1. How do you ensure food safety compliance in your restaurant?

Food safety is non-negotiable and built on a culture of vigilance. I ensure this through daily line checks for temperature and freshness, mandatory ServSafe certification for all managers and chefs, and regular in-house training on proper food handling, storage, and sanitation. We use detailed checklists for opening, closing, and shift changes to guarantee that critical tasks, like sanitizing surfaces and checking date labels, are never missed.

2. Describe your experience with health inspections.

I treat every day as if it’s health inspection day. I have a deep understanding of local health codes and conduct my own weekly mock inspections to identify and correct potential issues before they become problems. During actual inspections, I am professional, cooperative, and transparent with the inspector. My proactive approach has consistently resulted in high scores, and in the rare case a violation is found, I address it immediately on the spot.

3. How do you manage inventory and control food costs?

I control food costs through meticulous inventory management. This involves a ‘first-in, first-out’ (FIFO) system, conducting weekly inventory counts to track usage and variance, and analyzing product mix (PMIX) reports to understand what’s selling. I work closely with the chef to minimize waste through creative daily specials and proper portion control. This data-driven approach allows us to maintain a target food cost percentage without sacrificing quality.

4. What’s your approach to vendor management and ordering?

I build strong, professional relationships with vendors based on quality, reliability, and fair pricing. I regularly compare prices from multiple suppliers to ensure we’re getting the best value. When ordering, I use par levels and sales forecasts to avoid over-ordering, which ties up capital and increases waste. I also inspect every delivery personally to ensure the products meet our quality standards before they are accepted.

5. How do you coordinate between FOH and BOH operations?

Seamless coordination is about communication and mutual respect. I facilitate this through daily pre-shift meetings where FOH and BOH leaders discuss specials, 86’d items, and potential service challenges. During service, I position myself as the central communication hub, often near the pass, to quickly resolve any issues. I also cross-train staff where possible, so servers understand kitchen pressures and cooks understand service priorities.

6. Describe your experience with opening and closing procedures.

I believe in using detailed, laminated checklists for all opening and closing duties. This ensures nothing is overlooked, from financial reconciliation and cash drops to equipment shutdown and facility security. As the manager, I perform the final walkthrough at closing to double-check that all tasks are completed to standard. This systematic process guarantees consistency, safety, and a smooth start for the next day’s shift.

7. How do you handle equipment breakdowns during service?

When equipment fails mid-service, I stay calm and focus on a three-step plan: assess, pivot, and communicate. First, I assess if it’s a quick fix or a major issue. Second, I work with the chef to pivot the menu or workflow to work around the problem. Third, I communicate the issue to the FOH team so they can manage guest expectations. I also have a list of 24/7 emergency repair contacts to get professional help as quickly as possible.

8. What’s your approach to menu planning and execution?

Menu planning is a collaboration between the chef, FOH management, and finance. We analyze sales data and food cost percentages to make informed decisions. My role is to provide input on what sells, what guests are asking for, and the operational feasibility of executing a dish consistently during a busy service. Once the menu is set, I oversee the training of both FOH and BOH to ensure everyone can describe, prepare, and serve each item perfectly.

9. How do you ensure HACCP compliance?

I integrate Hazard Analysis and Critical Control Points (HACCP) principles into our daily operations. We identify critical control points, such as receiving temperatures for proteins and final cooking temperatures, and implement strict monitoring procedures. These are recorded in daily logs for accountability. Regular training ensures the entire team understands their role in the system, from the dishwasher to the line cook, to prevent food safety hazards at every step.

10. Describe your experience with ServSafe or food safety certifications.

I am ServSafe Manager certified and require all my shift leaders and chefs to maintain their certifications as well. I don’t just see it as a piece of paper; I use the principles as the foundation of our entire food safety program. The knowledge gained from these certifications informs our training, our daily operational checklists, and our response to any potential food safety issue. It’s an essential qualification for any restaurant leader.

Financial Management and Budget Control Questions

These restaurant general manager interview questions dig into your business acumen. Be prepared to talk numbers and demonstrate how you can drive profitability.

1. How do you manage restaurant budgets and control costs?

I manage budgets by treating the restaurant’s money as if it were my own. I focus on the two biggest controllable expenses: labor and cost of goods sold (COGS). I create weekly budgets based on sales forecasts and schedule labor accordingly to avoid unnecessary overtime. For COGS, I enforce strict inventory, portioning, and waste-tracking procedures. I review the P&L statement weekly to track performance against budget and make immediate adjustments as needed.

2. Describe your experience with P&L management.

I have extensive experience analyzing and acting on Profit and Loss (P&L) statements. I review them line by line each week and month to identify trends and variances. For example, if I see our beverage cost creeping up, I’ll conduct a deep dive into our inventory, pricing, and pouring accuracy. I use the P&L not just as a report card, but as a roadmap to identify opportunities for revenue growth and cost savings.

3. How do you increase revenue while controlling expenses?

Increasing revenue involves a focus on upselling, local marketing, and maximizing table turnover. I train staff on suggestive selling techniques for appetizers, drinks, and desserts. We also run targeted promotions during slower periods. Simultaneously, I control expenses by optimizing labor schedules, negotiating with vendors for better pricing, and implementing energy-saving practices. It’s a constant balancing act of driving sales while maintaining fiscal discipline.

4. What KPIs do you monitor for restaurant performance?

The key performance indicators (KPIs) I monitor daily and weekly are prime cost (total COGS + total labor), which should ideally be under 60%. I also track sales per labor hour, average check size, and table turnover rate. On a monthly basis, I analyze customer satisfaction scores, employee turnover rates, and the P&L. These metrics provide a holistic view of the restaurant’s health and guide my strategic decisions.

5. How do you manage labor costs during slow and busy periods?

Managing labor requires smart, proactive scheduling based on accurate sales forecasting. For busy periods, I ensure we are fully staffed to maximize sales and service quality. During slow periods, I create a leaner schedule but also have a list of cross-trained staff who can be sent home early if sales are significantly lower than projected. I also focus on maximizing productivity during slow times by assigning deep cleaning or organizational projects.

6. Describe your approach to pricing and menu engineering.

My approach to menu engineering is data-driven. I analyze the menu item by item, categorizing each into stars (high popularity, high profit), plowhorses (high popularity, low profit), puzzles (low popularity, high profit), and dogs (low popularity, low profit). We then strategize on how to promote the stars, re-price the plowhorses, re-work the puzzles, and potentially eliminate the dogs. This ensures our menu is a powerful profit-generating tool.

7. How do you reduce waste without compromising quality?

Reducing waste is about smart processes. I implement a strict waste-tracking sheet in the kitchen, which helps us identify what’s being thrown out and why. This data informs our ordering and prep levels. We also focus on whole-product utilization, such as using vegetable scraps for stock or creating daily specials to move products nearing their expiration date. It’s about being efficient and creative, not cheap.

8. What’s your experience with forecasting and budget planning?

I have experience building annual budgets from the ground up, starting with a detailed sales forecast based on historical data, local events, and industry trends. From this sales forecast, I budget for all major expense categories like COGS, labor, marketing, and utilities. I then break this annual budget down into monthly and weekly targets, which we use to measure our performance and hold ourselves accountable throughout the year.

Problem-Solving and Crisis Management Questions

Restaurants are unpredictable. These restaurant manager situational questions are designed to see how you think on your feet and handle pressure when things go wrong.

1. Tell me about a crisis you managed at a restaurant.

We once had a major water pipe burst in the ceiling above the main dining room on a packed Saturday night. I immediately directed staff to calmly and safely evacuate guests from the affected area. I shut off the main water valve, called our emergency plumber, and cordoned off the section. We were able to re-seat most guests in other sections and the bar, offering them a round of drinks for the inconvenience. My calm demeanor kept the team and guests from panicking.

2. How do you handle emergency situations (power outage, kitchen fire, medical emergency)?

In any emergency, my priorities are the safety of my guests and staff. I have a clear protocol for each scenario. For a power outage, we have emergency lighting and a plan to close out checks manually. For a fire, we follow the ‘RACE’ protocol (Rescue, Alarm, Confine, Extinguish/Evacuate). For a medical emergency, we call 911 immediately and have a designated staff member, trained in first aid, provide assistance until professionals arrive, while another manager clears a path for them.

3. Describe a difficult operational decision you made under pressure.

During a holiday service, our reservation system crashed, and we were left with a paper backup that was incomplete. We had a lobby full of guests with reservations we couldn’t verify. Under immense pressure, I made the decision to stop seating for 15 minutes, personally address the waiting crowd, explain the technical issue transparently, and offer everyone complimentary sparkling wine. This brief pause allowed us to manually rebuild the seating chart and manage the rest of the night smoothly.

4. How do you prioritize competing demands during dinner rush?

Prioritization during a rush is about triage. I use a mental framework: guest-facing critical issues first (e.g., a major complaint), then operational blockages (e.g., a backed-up ticket printer), followed by team support (e.g., helping a server who is in the weeds), and finally, administrative tasks. I’m constantly scanning the entire operation—kitchen, bar, and floor—to identify the most pressing issue that needs my immediate attention to keep the entire system flowing.

5. Tell me about a time you had to make an unpopular decision.

I once had to change our long-standing policy of allowing staff to have a ‘shift drink’ at the bar after closing. While popular, it was leading to liability issues and slow closings. The team was unhappy. I explained the business and safety reasons behind the decision in a full team meeting. I didn’t just take something away; I replaced it with a new monthly staff appreciation event. While not everyone was happy initially, they understood the professional reasoning behind it.

6. How do you handle last-minute large party reservations?

My first step is to check with the kitchen and the lead server on the floor to assess our capacity to take on the party without negatively impacting our existing guests. If we can accommodate them, I’ll accept the reservation but clearly communicate any potential limitations, such as a slightly longer wait time or a limited menu. If we can’t, I’ll politely decline but offer alternative times or dates, showing that we still value their business.

7. What’s your approach to handling staffing shortages?

When faced with a call-out, my first step is to try and find coverage from my on-call list. If that’s not possible, I re-organize the floor plan, creating smaller sections for the remaining servers. I’ll then jump onto the floor myself, taking on whatever role is most needed—hosting, running food, or bussing tables. The key is to be a visible, hands-on leader and support the team to ensure the guest experience suffers as little as possible.

8. Describe how you’d handle a food safety incident.

If a guest reported a potential foodborne illness, I would take it extremely seriously. I would express empathy, document all details of their visit and symptoms, and assure them we would investigate thoroughly. Internally, I would immediately isolate any suspected food items, review all food handling and temperature logs for that day, and interview the kitchen staff involved. I would then cooperate fully with any local health department investigation, maintaining transparency and a focus on guest safety above all else.

Behavioral and Cultural Fit Questions

These questions help the interviewer understand your personality, motivations, and how you’ll fit into their specific restaurant culture.

1. Why do you want to work for our restaurant?

I’ve been a guest here several times, and I’ve always been impressed by the exceptional quality of the food and the genuine, attentive service. Your commitment to [mention a specific value, like ‘farm-to-table sourcing’ or ‘community involvement’] aligns perfectly with my own professional values. I’m not just looking for another restaurant manager job; I’m looking to join a team that is passionate about hospitality and culinary excellence, and I see that here.

2. Where do you see yourself in 5 years in restaurant management?

In five years, I aim to have grown into a Restaurant General Manager role where I am responsible for the overall strategic success of the business. I am eager to take on more responsibility in areas like marketing, budget creation, and long-term planning. My goal is to find a company that invests in its people, and I am confident that by driving results in this role, I can earn opportunities for advancement within your organization.

3. What’s your greatest strength as a restaurant manager?

My greatest strength is my ability to stay calm and lead effectively under pressure. The restaurant environment is inherently chaotic, but my team knows they can look to me for clear, decisive direction when we are in the weeds. This composure allows me to make smart operational decisions, de-escalate customer issues, and maintain team morale, ensuring that we deliver a consistent, high-quality experience even on our busiest nights.

4. What’s your biggest weakness and how are you addressing it?

In the past, I sometimes struggled with delegating tasks because I wanted to ensure they were done perfectly. I’ve learned that this approach can bottleneck operations and doesn’t empower my team. I’ve actively worked on this by focusing on comprehensive training to build trust in my team’s abilities. I now make a conscious effort to delegate tasks with clear instructions and then follow up, which has freed me up to focus on the bigger picture of managing the floor.

5. Why are you leaving your current position?

I have learned a great deal in my current role and am very grateful for the opportunities I’ve had. However, I have reached a point where I feel my growth is limited. I am seeking a new challenge in an environment that offers more potential for advancement and allows me to utilize my skills in a larger or more complex operation. Your company’s reputation for [mention something specific, like ’employee development’ or ‘culinary innovation’] is what really attracted me to this opportunity.

6. How do you handle work-life balance in the restaurant industry?

I am passionate about my career, but I understand that avoiding burnout is crucial for long-term success. I maintain balance by being extremely organized and efficient at work, which allows me to complete my duties in a timely manner. I also prioritize my time off to recharge, whether it’s through exercise or spending time with family. I believe a well-rested manager is a more effective and positive leader for the team.

How to Prepare for Restaurant Manager Interview Questions

Success in a restaurant manager job interview hinges on thorough preparation. Walking in with confidence comes from doing your homework. Follow these essential restaurant manager interview tips to ensure you’re ready to impress.

Research the Restaurant Brand and Concept

Before you even think about answering questions, you need to understand the company. Study their menu, price point, target demographic, and online reviews. Dine there if you can. This research will allow you to tailor your answers and ask intelligent questions, showing a genuine interest that goes beyond just wanting a job. Reference their specific concept when answering questions like, “Why do you want to work here?”

Review Your Accomplishments with Metrics

Don’t just say you’re good at cost control; prove it. Review your past performance and quantify your achievements. For example: “I reduced food cost by 3% over six months by implementing a new inventory system.” Or, “I increased server tips by 15% through a new upselling training program.” Having these numbers ready, much like you would on your resume (see our Restaurant Manager Resume Guide), makes your accomplishments tangible and impactful.

Prepare STAR Method Responses

For behavioral questions (“Tell me about a time when…”), the STAR method is your best friend. It provides a simple structure to tell a compelling story:

• Situation: Briefly describe the context.
• Task: Explain what your goal or responsibility was.
• Action: Detail the specific steps you took.
• Result: Share the quantifiable outcome of your actions.

Understand Current Industry Trends

A great manager is always learning. Be aware of current trends in the hospitality industry, from new technology (like QR code menus or reservation software) to evolving customer expectations. Mentioning these trends shows you are a forward-thinking leader. The National Restaurant Association is an excellent resource for staying up-to-date.

Review Salary Data and Expectations

Be prepared for the salary question. Research average salaries for the role in your specific geographic area. Our Hospitality Industry Salary Report shows that Restaurant General Manager salaries are averaging $60,108 in 2025. Knowing this data allows you to state your salary expectations confidently and reasonably.

What to Bring to Your Restaurant Manager Interview

• Multiple Copies of Your Resume: You may meet with more than one person.
• A Portfolio: Include photos, sample menus you’ve developed, letters of recommendation, or printouts of positive reviews that mention you.
• A List of References: Have the names, titles, and contact information ready.
• Questions for the Interviewer: A list of 5-7 thoughtful questions shows you are engaged and serious.
• Copies of Certifications: Bring your ServSafe or any other relevant certifications.

Smart Questions to Ask During Your Restaurant Manager Interview

The interview is a two-way street. Asking insightful questions demonstrates your expertise and helps you determine if the role is a good fit. Here are some excellent questions to ask:

1. What does the ideal candidate for this position look like?
2. What are the biggest challenges the person in this role will face in the first 90 days?
3. How do you measure success for your restaurant managers? What are the key metrics?
4. Can you describe the team I would be managing? What are their strengths and weaknesses?
5. What is the culture like between the FOH and BOH teams here?
6. What are the company’s long-term goals for this restaurant?
7. What opportunities are there for professional development and career advancement?
8. What is your leadership style and how do you prefer to communicate with your management team?
9. What is the next step in the interview process?

After the Restaurant Manager Interview: Follow-Up Strategies

Your work isn’t done when you walk out the door. A professional and timely follow-up can significantly impact the hiring decision. It’s a final opportunity to reiterate your interest and qualifications for the role.

Within 24 hours of your interview, send a personalized thank-you email to each person you met with. In the note, thank them for their time and reference a specific point from your conversation that resonated with you. This shows you were actively listening. Reiterate your enthusiasm for the position and briefly state one or two key reasons why you are a great fit for the role and their team.

Keep it concise, professional, and error-free. A well-crafted follow-up note is a hallmark of a polished professional and can be the deciding factor that sets you apart from other qualified candidates. This is a critical final step in your restaurant management interview preparation.

Frequently Asked Questions About Restaurant Manager Interviews

What are the most common restaurant manager interview questions?

The most common restaurant manager interview questions revolve around four key areas: leadership and team management (e.g., “How do you handle underperforming staff?”), guest services (e.g., “Tell me about a time you handled a difficult customer”), operations (e.g., “How do you control food costs?”), and financial acumen (e.g., “Describe your experience with P&L statements”). You should also be prepared for behavioral and situational questions. See our guide on becoming a manager for more on these core skills.

How should I prepare for a restaurant general manager interview?

Preparation for a restaurant general manager interview should be extensive. Research the company culture, financials, and recent news. Quantify your achievements with hard data (e.g., increased sales by X%, reduced labor cost by Y%). Prepare detailed answers using the STAR method (Situation, Task, Action, Result) for behavioral questions. You should also prepare to discuss high-level strategy, P&L management, and long-term team development.

What salary should I expect as a restaurant manager in 2025?

According to recent hospitality data, salaries are rising. In 2025, Restaurant General Managers can expect to earn an average of $60,108, which is an 8% increase from previous years. The overall industry average for restaurant managers is around $57,716. Your exact salary will depend on your experience, the restaurant’s concept, and your location. For a detailed breakdown, see our 2025 Restaurant Manager Salary Guide.

What qualifications do restaurant managers need?

Restaurant managers typically need a blend of formal education (such as a degree in hospitality management) and extensive hands-on experience. Key qualifications include strong leadership, financial management skills (P&L, budgeting), deep knowledge of food safety (like ServSafe certification), and excellent customer service abilities. Many employers also look for experience with specific POS and inventory management software. The National Restaurant Association provides valuable resources on industry qualifications.

How long is a typical restaurant manager interview process?

The process can vary but often involves multiple stages. It typically starts with a phone screening with HR, followed by a first-round interview with the hiring manager (e.g., a General Manager or Director of Operations). A second or third interview might involve a practical assessment, such as working a shift, or meeting with higher-level executives or the restaurant owner. The entire process can take anywhere from one to four weeks.

What are the most important skills for restaurant managers?

The most crucial skills are leadership, communication, financial acumen, problem-solving, and customer service. A great manager must be able to motivate a diverse team, manage a budget, control costs, think on their feet to solve unexpected problems, and consistently ensure an excellent guest experience. Food safety knowledge, as certified by programs like ServSafe, is also a non-negotiable skill.

How do I stand out in a restaurant manager interview?

Stand out by being specific and data-driven. Instead of saying you’re a good leader, give a concrete example of how you motivated a team and what the result was. Talk in terms of numbers: percentages of cost savings, revenue increases, or improvements in customer satisfaction scores. Also, show your passion for the specific restaurant by doing thorough research and explaining why you want to work for *them*, not just any restaurant.

What questions should I ask in a restaurant manager interview?

Ask questions that show you’re thinking like a manager. Inquire about the team’s biggest strengths and challenges, how the company measures success for the role, and what the 90-day goals would be. Asking about opportunities for professional development and the company’s long-term vision also demonstrates that you are career-oriented and invested in a long-term partnership.

How should I dress for a restaurant manager interview?

It’s always better to be slightly overdressed than underdressed. For most independent restaurants or casual concepts, business casual is appropriate (e.g., dress pants or a skirt, a button-down shirt or blouse, and professional shoes). For a fine dining or corporate restaurant group, a full suit is often the safest bet. Your attire should reflect the professionalism and high standards you would bring to the management role.

What are red flags in restaurant manager interviews?

Red flags for an interviewer include candidates who speak negatively about past employers, cannot provide specific examples of their accomplishments, lack knowledge about the restaurant they’re interviewing with, or show a lack of passion for the hospitality industry. According to the Bureau of Labor Statistics, the field is competitive, so demonstrating professionalism and genuine interest is key. For the candidate, red flags include high staff turnover, vague answers about the role’s responsibilities, and a lack of clear goals from the interviewer.