New Search – Director of Information Technology – Midwest-based QSR

Are you a restaurant GM who is savvy about restaurant management information systems and technology? Would you like to transition into an IT Leadership role? If so, my client wants to talk with you! Share on X

Job Description Summary

The Director of Information Technology will manage and direct the company’s information technology (IT) operations, ensuring the department provides efficient and effective technical support services. S/he will strive to always provide exceptional service to both internal and external guests and will be responsible for exemplifying the culture and commitment to guest satisfaction.

Essential Job Functions

- Oversight of technological systems, planning, implementation, storage, back-up, and maintenance of IT systems and processes
- Develops excellence at our corporate and franchise POS software and operations, is responsible for new installations, and makes sure that all help desk tickets are answered efficiently and communicated to the user.
- Ensure technology system controls are in place to comply with corporate policy and PCI standards
- Identify security vulnerabilities and recommend strategic solutions
- Develops and implements business continuity protocols to minimize disruption to business operations in the event of emergency situations or data loss
- Provide administrative access to POS files, tracking, reporting, and works with other departments
- Establishes efficiency and efficacy standards, providing recommendations for improvement of IT infrastructure
- Maintains Support Center hardware, software, and infrastructure
- Repair and replace hardware in stores or at the Support Center
- Analyzes IT infrastructure and systems performance to assess operating costs, productivity levels, upgrade requirements, and other metrics and needs
- Develop, manage, and track the IT department’s annual budget
- Oversees security of systems, networks, and enterprise information
- Facilitates IT security audits or investigations
- Develops and maintains relationships with external IT vendors and service providers
- Position may require after-hours coverage to include late nights and weekends
- Position requires oversight of the entire Information Technology team
- Provide direction, guidance, training to IT staff including hiring and handling employee concerns
- Performs other related duties as assigned

Experience and Education:

- Bachelor’s degree in Computer Science or equivalent experience required
- At least 5 years of experience as a Restaurant General Manager.
- Prior experience working in a Restaurant Corporate office setting is preferred but not required.

Job Requirements:

- Must be a United States citizen or possess a valid work permit
- Must have a valid driver’s license and meet company driving standards
- Must be at least 28 years of age
- Must have excellent leadership and coaching skills
- Must be a positive example for franchisees and team members
- Ability to work well under pressure
- Ability to accurately follow instructions, both verbally and written
- Must be highly detailed orientated
- Must have a strong working knowledge of office computers, hardware, and the internet.
- Working knowledge of SpeedLine Point-of-Sale equipment and software
- Working knowledge of SpeedDine Online Ordering System is a plus.
- Working knowledge of PUNCHH Loyalty and Guest Engagement Platform is a plus.
- Ability to work in a fast-paced environment
- Ability to travel overnight for a week at a time for new restaurant openings
- Possesses excellent listening skills
- Possesses excellent communication skills
- Must be professional in appearance and demeanor
- Always ensure a teamwork environment
- Ability to work a flexible schedule that may include evenings, weekends, and holidays
- Ability to deal effectively, interact well with our franchisees, guests, and team members
- Ability to resolve problems/conflicts in a diplomatic and tactful manner
- Passion for creating a “Best in Class” experience for our franchisees, guests, and team members

Working Conditions:

- Reports to the CFO and works with all departments regularly
- Has supervisory responsibility for direct reports
- Must be able to stand and walk throughout the shift
- Must be able to lift, and/or, carry up to 25 lbs. at shoulder height and push/pull up to 75 lbs.
- Must be able to perform simple grasping, fine manipulation; repetitive hand and arm movements frequently; squeezing and overhead reaching occasionally

Benefits and Perks:

- F&B Discounts
- 401K
- Paid Time Off from Day 1
- Medical Benefits
- Sick Pay from Day 1
- Vacation available from Day 1
- Bonus paid annually
- Base salary $60,000 per annum

This document is presented to you in confidence. All communication, whether written, oral or electronic should be addressed to:

Jim Weber, President
New Century Dynamics Executive Search

James E. Weber, President
New Century Dynamics Executive Search
9370 Stoney Ridge Ln.
Alpharetta, GA 30022

Tel. 770-649-7051; Cell 770-354-2817;

e-mail; jimweber@newcenturydynamics.com

August 15, 2021August 15, 2021

How to Staff an Emerging Company

I work with many startups and emerging brands. They have become the core of my business. It gives me great satisfaction in helping them with their recruiting needs. When my colleagues and I created ITB Partners, our strategy was to focus on this sector. Companies in this phase of their life cycle face decisions that carry significant risk. One or two bad choices can sink an otherwise viable company, even if they have proof of concept. We believed we could help emerging companies achieve success by avoiding business-killing mistakes. Recruiting new employees is one of those high-risk activities.

A growing company will eventually need to increase its staffing level. They must approach this high potential risk with caution. For many of my clients, i.e., emerging brands, the first consideration is to find an outsourced solution. Many job functions can be outsourced, including accounting and human resources. A recent client had even outsourced most of their marketing function. However, a viable outsourcing strategy requires a strategic-level employee on staff to manage the outsourced function.

A good example is to hire a Controller or CFO to manage the outsourced accounting function and interface with the financial community and investors. Mission-critical job functions probably cannot and should not be outsourced. Early on, outsourcing non-mission-critical job functions may be a better use of a company’s resources. It is also a valuable way to reduce the risk associated with an expanding workforce.

Some Pitfalls.

- Adding too much staff too soon.
- Failure to use outsourced solutions
- Lack of prioritization of positions to fill
- Lack of processes for recruiting and selection
- Lack of training for interviewing and selection
- Lack of a coherent reason why someone should join your company

Recruiting for startups is different from hiring for a going concern. As I say, the risk is more significant. The costs for hiring a non-competent employee or someone whose behavioral issues negatively impact the culture may significantly affect a small company. Established companies have less difficulty attracting good employees. They have people, processes, and systems to ensure an effective recruiting and selection process and lower risk profile. They have an established culture and look to fill positions with people who reflect their mission.

Small, emerging companies have fewer resources, are less political, and have a bias for action. Speed rules! Entrepreneurs often have unconventional management styles. They can be chaotic. Employees working in these environments must demonstrate a high degree of flexibility and adaptability. Job roles have a wider scope, requiring employees to have a broader experience. It requires employees with greater self-confidence who are comfortable in an ambiguous, less-structured work environment. Many entrepreneurs lack training in recruiting, selection, onboarding, and retention. Job descriptions are challenging to create as ideal candidate profiles, and behavioral components may be more important than skills and experience. Finally, an emerging company may have more difficulty selling employment opportunities as their brands are unknown.

What to Do?

- Begin with a plan!
- Set staffing priorities w/timeline for hires
- Can function/position be outsourced?
- Establish processes for recruiting, selection, and onboarding.
- Determine training needs of key managers and decision-makers.
- Determine selection criteria (skills, experience, cultural fit)
- Determine employer’s Unique Selling Proposition – Why should I join this company?

Let’s assume that you have a process in place to determine if a function should be covered by a contractor, an outside resource provider, or to hire W-2 employees. You have determined that you need a significant addition to staff in one or more mission-critical areas. Your solution is to hire employees to meet this need. How should you proceed?

As with any initiative in business or life generally, a successful outcome usually begins with a plan. Actionable data is required to develop an effective plan. So, what is the information you need? First, understand the work to be done and the importance of that work to the current year P&L. In other words, a cost-benefit analysis for each position you need to fill. This information provides the priority for filling each position.

The second consideration is the capabilities of the people involved in this project. One of the most significant issues I encounter is the lack of training and development among the people managing the recruiting and selection process. Share on X Often, they do not have the skills and experience to create and execute an approach that works. It is a common problem among emerging companies. To compensate, I must devote my time to help the client build those skills. If recruiting and selection skills are in doubt, consider training and development and the use of outsourced resources.

To summarize, you have determined that increasing your company’s employment base is necessary for growth. But adding employees carries risk. You understand that minimizing this risk is critical to your company’s survival. Fortunately, you can mitigate this risk by improving the skills of those responsible for recruiting and selection. The solution is to find a consultant or a program that will give your managers the training and development they need. The cost of failure in this regard cannot be understated.

Announcing a New Operations Manager Search Assignment

New Century Dynamics Executive Search is pleased to announce that we have been engaged to find an Operations Manager for a Pizza Take-Out/Delivery Company in Central Ohio.

Operations Manager | Job Expectations

Reports to: Chief Operating Officer

Direct Reports:

- Multi-Unit Manager
  - General Managers

Schedule expectations:

- Variable shifts and days
- Evenings and weekends as needed
- 45-50-hour workweek

General Job Expectations:

- Autonomy to meet the goals of the role position and company, bring value, and process improvements.
- Create an economic system to meet labor profitability goals offsetting company overhead.
- Execute the company’s core focus – Proud to always serve unmatched quality in both pizza and experience – in all areas of responsibility.
- Review financial statements, sales or activity reports, or other performance data to measure productivity or goal achievement or to identify areas needing cost reduction or program/process improvement.
- Coordinate activities between all departments for smooth and efficient implementation of food and beverage initiatives, service initiatives, operational updates, and training programs.
- Direct and coordinate operations, service, menu, restaurant environment, cleanliness standards, management development service style/system, food safety, and internal marketing initiatives at the restaurant locations.
- Minimize security threats, shrinkage, and profit loss through regular audits, develop loss prevention procedures and hold teams accountable to security guidelines.
- Assist with planning and implementation of annual events and company meetings as required.

Core Areas of Responsibility:

Customer Retention

- Motivate all managers and team members to become knowledgeable, organized, and task-oriented so they may use their energy, passion, and drive to focus on the customer.
- Monitor guest feedback and take action on trends.

Supervision

- Lead manage and hold accountable direct reports using the EOS model.
- Coach, train, and develop direct reports.

Quality Control

- Ensure all product and customer service standards are met.

Process Management

- Approve Operational Manual edits (all processes used in food production, sanitation, and customer service) and update the Operations Manual.

Catering

- Prepare menus, budgets, and goals.

Vendor Relations

- Facilitate open discussions and communication with managers, team members, and other business or vendor partners to improve organizational efficiencies and practices.
- Implement or oversee environmental management or sustainability programs addressing issues such as recycling, conservation, or waste management.

For more information, contact Jim Weber.

Jim Weber, President
NEW CENTURY DYNAMICS EXECUTIVE SEARCH
JimWeber@newcenturydynamics.com

July 24, 2021July 24, 2021

New Century Dynamics Executive Search Completes CMO/Head of Marketing Search

New Century Dynamics Executive Search places a CMO/Head of Marketing for a rapidly growing, northeastern-based, direct-to-consumer, subscription meal delivery company.

Jim Weber, President of New Century Dynamics Executive Search, and Managing Partner of ITB Partners reports that he has found a CMO/Head of Marketing for his client.

Working with the senior leadership team, this Executive will drive the development and plan the execution of a comprehensive growth strategy to achieve the company’s objectives, charting their path to the future. The Head of Marketing will evaluate and enhance the organization’s branding, digital & traditional marketing, partnerships, event planning, public relations, community outreach programs, and customer experience group.

About New Century Dynamics Executive Search

New Century Dynamics Executive Search is focused on providing Executive Search and Management Consulting to the Service Industry.

Jim Weber – Managing Partner, ITB Partners

We specialize in Food Service Distribution, Restaurant and Hospitality, and Franchising.

We are specialists in executing the Confidential Search, placing C-Level Finance, Marketing, Operations, and Business Development, professionals.

Many of our clients are Private Equity Groups and their Portfolio Companies.

https://newcenturydynamics.com

JimWeber@newcenturydynamics.com

July 17, 2021July 18, 2021

One Must Have Options

There is an old Chinese curse, “May you live in interesting times.“ 2020 was a difficult year, surreal even. We were challenged in ways we never imagined. Without a doubt, we have been living in interesting times.

Suffering life challenges can be difficult, notwithstanding your financial situation. Issues of life and death are a primary example. The burden of many challenges, however, is relative to one’s financial situation. One’s ability to easily navigate adversity depends upon how you have structured your life and prepared for predictable challenges. Share on X The more resources available, the better you can weather a surprise. You can mollify a crisis or avail yourself of opportunities. Do you have enough physical and financial resources available if required? It is good to have options.

This past week I was confronted with a non-life-threatening situation which is, nevertheless, a disruption. I learned that my favorite ride, my Nissan 350 Z Roadster is kaput. It is a sad situation as it is a well-maintained, clean machine. The body is in excellent condition, with no dings or scratches, and new tires all around. I must admit, it was fun to drive, and it complemented my image.

The problem is the transmission. It requires repairs that cost more than the fair market value of the car. To be honest, this wasn’t a total surprise as it is a 2005 model, with 175,000 miles of drive time. Other components need to be replaced, as well, including a new AC compressor, and a motor for the retractable top. I am happy that I deferred those repairs. They would have been a total waste, throwing good money after bad. Even so, I expected to enjoy the Z a few more years. After all, as a two-car family, it was driven less than 11,000 miles per year.

If this had occurred earlier in my life it may have caused greater concern. Fortunately, I have flexibility and options. Neither my wife nor I must commute to a job requiring each of us to have a car. We are both entrepreneurs managing home-based businesses. That fact alone moderates the temporary loss of one car. Yes, we need transportation to meet with clients, vendors, and colleagues. However, as we control our schedules, we can work around that issue. We do not have children at home, especially teenagers who need transportation. If so, I would be a bit more stressed. Today, we have additional options such as Uber and Lyft. I can even contract a short-term car rental. Clearly, I have options to cope with the situation.

The loss of my Z is a minor inconvenience. We have a lifestyle that reduces our dependence on automobiles, and the resources to recover. It can be instructive, however, for businesses and families especially with the Covid-19 pandemic fresh in our minds. We have heard about companies hammered by the lock-down because their business models could not adapt. Conversely, other businesses were perfectly situated to thrive in the lock-down. Still, others adapted with minor adjustments. Understand, the pandemic and related mitigating factors were not a complete surprise. Prominent people had predicted that a pandemic was an imminent threat. Even so, I have not heard of a single company that took the warning seriously enough to develop contingency plans.

As you have deduced by now, this post is not about the loss of my Z. It is about the way we organize our personal and professional lives to cope with risk. Life’s challenges are unavoidable and come at you fast. Fortunately, most are predictable. Given recent experience, you may want to perform a risk assessment. Maybe even segregate risks by time frame, i.e., one to three years, three to five years, and over five years. Then, determine the actions required to minimize those risks and their associated costs. With that information, you can determine the funds to set aside. If the risk is insurable, you will know how much insurance to buy. At the end of this process, you will have the framework of a disaster recovery plan.

It is good to have options! I will miss my Z. Life goes on.

Thank you for visiting our Blog!

Jim Weber – Managing Partner, ITB Partners

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Your feedback helps me continue to publish articles that you want to read. Your input is very important to me so; please leave a comment.

July 8, 2021August 4, 2021

Executive Chef – NE Ohio-Based Italian Restaurant Concept

POSITION:	Executive Chef
REPORTS TO:	General Manager (GM)
HOURS:	OT exempt; Required weekly work for this position typically takes 55-60 hrs to complete
OUR VISION:	“To be recognized in our market as the established casual fine dining experience of choice”
OUR MISSION:	“We deliver big city dining with small-town charm and inspire lasting memories.”
OUR PURPOSE:	“We enrich our community by creating connection, happiness & opportunity.”
OUR CORE VALUES:	Hospitality, Leadership, Integrity, Respect & Communication.
POSITION OVERVIEW:	With respect to the Company’s goals, vision, mission, purpose, and core values, the Culinary Manager is accountable for the overall smooth and profitable operation of the kitchen with a focus on quality control, fast ticket times, positive management, and solid teamwork. The Executive Chef trains managers and hourly team members on proper BOH operation procedures, regulatory agency guidelines and provides ongoing training for updates and maintenance of training standards.

ESSENTIAL FUNCTIONS:

PRINCIPAL DUTIES

1. 1. Provides Leadership, Management, and Accountability for the back of the house (BOH).
  2. Maintains a positive work culture that will facilitate the overall success of the restaurant. Demonstrates the core values by “living” them.
  3. Routinely works all kitchen stations as needed to meet budget and quality goals.
  4. Accountable for focusing team efforts to ensure our mission as a memorable experience that guests will rave about, exceptional guest experiences, and the constant building of guest loyalty.
  5. Accountable for facility safety & security, maintenance, and cleanliness by monitoring the physical premises daily.
  6. Accountable for recruiting, hiring, performance management, compensation management, employee relations, ACA compliance, terminations of the BOH staff.
  7. Accountable for initial and ongoing training of BOH team members with the goal of developing associates to their full potential.

LEADERSHIP, MANAGEMENT, ACCOUNTABILITY

1. 1. Directs the work of kitchen staff.
  2. Oversees semi-annual evaluations for all team members and completing evaluations for direct reports.
  3. Conduct all necessary kitchen staff evaluations and meetings. Daily line up, monthly kitchen meetings, wrap meetings as needed.
  4. Communicates menu/operational changes to the rest of the team.
  5. Manages kitchen staff during pre-service, service & closing hours. Management includes:
    - Executing kitchen schedule, quickly increase or decrease staffing per shift as needed, coordinating with the management team.
    - Provides direction, instruction, and coaching to the team members (daily), executing prep list/cleaning.
    - Monitors team members’ performance. Comments/corrects. performance through proper use of performance documentation.

1. 1. Expedites all orders for dining room, carry out, catering & special events
  2. Participates in weekly meetings with the leadership.
  3. Work with the management team to prepare for kitchen and all-team meetings
  4. Interacts effectively and maintaining good rapport and professional presence with team, customers, purveyors, community, and owners.
  5. Maintains a healthy lifestyle, promoting a stress-free and vigorous management style.
  6. Knowledge of and the ability to use company resources to resolve issues
  7. Recommends updates to training material and SOPs
  8. Establishes and maintains contact with vendors and service providers
  9. Updates job knowledge by participating in educational opportunities, attending seminars, reading professional publications, etc.
  10. Maintains a professional appearance. Follows current Uniform policy.
  11. Ensures sufficient staffing levels to meet guest satisfaction, team engagement, and business requirements. Assigns cook stations

HEALTH INSPECTIONS & FOOD SAFETY

1. 1. Complete line checklists: AM/PM
  2. Monitoring daily the kitchen and storage facilities, as well as related equipment.
  3. Ensures proper food handling procedures are followed at all times per regulatory agency guidelines and company standard operating procedures.
  4. Maintains a clean & sanitary work/storage area with regard to the health dept.
  5. Helps manage proper food handling on the serving line, per ServSafe requirements.
  6. Manages on a shift by shift basis all necessary cleaning (daily & weekly)
    - Checks out all BOH team members at end of shifts (station and cleaning).
    - Assigns cleaning tasks as needed to keep BOH areas sanitary and immaculate.

MENU MANAGEMENT & INNOVATION

1. 1. Contributes to ongoing menu development. Menu production will include appropriate costing, training, recipe documentation.
  2. Demonstrate creativity in results of product offerings using culinary techniques, market trends, sales data, and originality.
  3. Monitoring and effectively planning for specials, seafood, weekly, monthly, and others.
  4. Menu development, including:
    - Monthly Specials (apps, entrees, dessert, etc.)
    - Weekend Features
  5. Assist with seasonal menu changes, draft “new stuff” monthly memo

CULINARY EXECUTION

1. 1. Testing, costing, and implementation of new menu items.
  2. Maintain food recipe database and printouts, including cooking methods.
  3. Monitoring and effectively planning for specials, features, special events.
  4. Mis en Place & Line checklist.
  5. Preparing and monitoring prep list at every shift.
  6. Maintains ticket times and food quality throughout all hours of operation.
  7. Inspires team members to perform at their highest level through ongoing recognition of behaviors that align with core values.

FOOD & DRY ORDERING AND INVENTORY CONTROL

1. 1. Maintaining FIFO and inventory levels – managing waste.
  2. Ensures inventories are completed accurately and on time.
  3. Maintain proper food and disposable inventory needed for efficient and profitable restaurant operation. Maintain food cost ratios set forth by management.
  4. Communicate with purveyors regarding ordering and delivery schedule.
  5. Processes paperwork, invoices, and reports as needed.
  6. Maintains accurate and comprehensive record keeping.
  7. Broadline ordering – Sun/Tues/Thurs.
  8. Chemical ordering – Once a week.
  9. Protein ordering – Sun-Thur.
  10. Disposable ordering – Weekly.
  11. Inventory – weekly.
  12. Disposables Inventory – Monthly.

PHYSICAL REQUIREMENTS

Ability to stand and walk continually throughout service shifts

1. 1. Ability to frequently lift 30lbs from the stove and trays from the oven.
  2. Ability to occasionally lift 50lb for product delivery and restocking.
  3. Ability to communicate easily to guests and team members.

QUALIFICATIONS

1. 1. 3+ years of management experience required.
  2. Bachelor’s degree and/or Culinary degree preferred.
  3. Prior training experience is a plus.
  4. Advanced knowledge of culinary, baking, and pastry techniques.
  5. Proficient knowledge of kitchen equipment, time management, and sanitation regulations.
  6. This position regularly requires long hours and frequent weekend work.
  7. Reliable transportation for the required trips for errands (bank, store, printing, etc).

Please note this job description is not designed to cover or contain a comprehensive listing of activities, duties, or responsibilities that are required of the employee for this job. Duties, responsibilities, and activities may change at any time with or without notice.

For more information, contact Jim Weber, President
NEW CENTURY DYNAMICS EXECUTIVE SEARCH
JimWeber@newcenturydynamics.com

July 7, 2021July 7, 2021

General Manager Job Description-Ohio Based, Italian Casual Dining Brand

General Manager Job Description

REPORTS TO: VP of Operations

HOURS: OT exempt; Required weekly work for this position typically takes 55-60 hrs to complete.

OUR VISION: “To be recognized in our market as the established casual fine dining experience of choice.”

OUR MISSION: “We deliver big city dining with small-town charm and inspire lasting memories.”

OUR PURPOSE: “We enrich our community by creating connection, happiness & opportunity.”

OUR CORE VALUES: Hospitality, Leadership, Integrity, Respect & Communication.

POSITION OVERVIEW:

With respect to the Company’s goals, vision, mission, purpose, and core values, the General Manager is accountable for the overall smooth and profitable operation of the designated restaurant. The General Manager trains managers and hourly team members on proper restaurant operation procedures, regulatory agency guidelines and provides ongoing training for updates and maintenance of training standards.

ESSENTIAL FUNCTIONS:

A. PRINCIPAL DUTIES

1. Provides Leadership, Management, and Accountability for the designated store by following the EOS guidelines
2. Maintains a positive work culture that will facilitate the overall success of the restaurant. Demonstrates the core values by “living” them.
3. Accountable for the overall financial performance of business units based on annual budget expectations.
4. Accountable for expanding business volume to meet growth goals set by leadership. The GM will recommend ways to increase demand for the
restaurant in our market.
5. Accountable for focusing team efforts to accomplish our mission with
exceptional guest experiences and the constant building of guest loyalty.
6. Accountable for facility safety & security, maintenance, and cleanliness.
7. Accountable for recruiting, hiring, performance management, compensation management, employee relations, ACA compliance, terminations.

B. LEADERSHIP, MANAGEMENT, ACCOUNTABILITY

1. Leads management team by following defined success routines
2. Directs the work of all team members.
3. Manages restaurant electronic systems including POS, gift cards, delivery platforms, data management software, and credit card processing. Updated 01/21/21 JS
4. Follows EOS best practices including weekly L10 meetings
5. Establishes and maintains contact with vendors and service providers
6. Maintains store files including trainee folders, Health Policy Agreements, and daily sales.
7. Updates job knowledge by participating in educational opportunities;
attending seminars, reading professional publications, etc.
8. Interacts effectively and maintains good rapport and professional presence with team, customers, purveyors, community, and owners.
9. Maintains a professional appearance. Follows current Uniform policy.
10. Ensures proper food handling procedures are followed at all times per
regulatory agency guidelines and company standard operating procedures.
11. Protects all critical company and customer data, including proprietary
information, recipes, accounting statistics, credit card information &
customer/vendor information.

C. GUEST SATISFACTION

1. Daily management of events, private parties, beer classes, guest feedback platforms, and reservation/wait-management systems.
2. Assigns server sections; monitors seating and rotation; adjust sections based on business volume.
3. Checks on guests throughout meal service with a focus on guest satisfaction during high volume periods.
4. Follows our brand guidelines to ensure consistent, accurate, and high-quality food, beverage, and service levels for all guests at all times.

D. EMPLOYEE SATISFACTION

1. Inspires team members to perform at their highest level through ongoing recognition of behaviors that align with core values.
2. Maintains a healthy lifestyle, promoting a stress-free and vigorous
management style.
3. Oversees the creation, maintenance, and communication of schedules through scheduling platforms.

E. LOCAL STORE MARKETING

1. GM is accountable for executing the Local Store Marketing (LSM) strategy.
2. Works with Marketing Manager to maintain an accurate calendar of events, dates, and times for store and local market.
3. Accountable for ensuring office supplies, marketing materials, menus, and retail items are in good condition and at sufficient levels

F. HUMAN CAPITAL MANAGEMENT

1. Ensures sufficient staffing levels by predicting store sales to meet guest satisfaction, team engagement, and business requirements
2. Oversees semi-annual evaluations & quarterly People Analyzer Reviews for all team members and completes evaluations for direct reports.

3. Manages all team members during pre-service, service & closing hours. Management will include:
i. Provides direction, instruction, and coaching to team members (daily)
ii. Monitors team members’ performance. Updated 01/21/21 JS
iii. Commends/corrects performance through proper use of performance
documentation
4. Develops future leaders to meet succession planning needs.

G. FINANCIAL PERFORMANCE

1. Attains the financial goals/budgetary goals of the company by monitoring and making adjustments as necessary.
2. Dispersing properly and effectively the budgeted capital, including but not limited to advertising, donations, decorations, bonuses, and promotions.
3. Follows success routines including weekly side-by-side, inventories, invoice processing, payroll processing & monthly P&L reviews.
4. Ensures inventories are completed accurately and on time.
5. Maintains accurate and comprehensive record keeping.

H. FACILITY MANAGEMENT

1. Utilizes daily success routines to monitor the physical premises.
2. Orders repairs and refurbishments as needed. Assists the Business Support team to maintain Resource Manual. The manager uses approved contractors who maintain competitive services and pricing.
3. Maintains a clean & sanitary work/storage area with regard to the health dept.
4. Manages on a shift by shift basis all necessary cleaning (daily & weekly)
i. Checks out all team members at end of shifts (station and cleaning)
ii. Assigns cleaning tasks as needed to keep BOH areas sanitary, clean and safe, and public-facing areas immaculate

I. PHYSICAL REQUIREMENTS
A. Ability to stand and walk continually throughout service shifts
B. Ability to frequently lift 30lb trays of food and drinks
C. Ability to occasionally lift 50lb for product delivery and restocking
D. Ability to communicate easily to guests and team members
QUALIFICATIONS
A. 3+ years of management experience required
B. Bachelor’s degree preferred
C. Proficient knowledge of P&Ls, budgets, inventory systems, financial statements and
ability to read & interpret business reports
D. This position regularly requires long hours, nights, and weekend work
E. Reliable transportation for the required trips for errands (bank, store, printing, etc)

For more information, contact Jim Weber, President
NEW CENTURY DYNAMICS EXECUTIVE SEARCH
JimWeber@newcenturydynamics.com

June 29, 2021

Rapidly Growing Direct-to-Consumer Subscription Meal Delivery Company seeks Head of Marketing.

POSITION SYNOPSIS:
As a key member of the senior leadership team, the highly entrepreneurial Head of Marketing will drive the development and execution of a comprehensive marketing plan and growth strategy to align with the company’s objectives. The position oversees the organization’s branding, digital & traditional marketing, partnerships, event planning, public relations, community outreach programs, and customer experience group.

Key qualities for success include:

● Entrepreneurial
● Can get things done tactically while moving a business forward strategically.
● Has successfully built a team, in a phased approach.
○ Balancing readiness for the investment against spend for agencies.
● Understands and believes in holding consultants accountable via contracts with performance metrics.
● Understands that a budget is a guideline, everything must be evaluated as time and direction change.
● Is fanatical about the numbers — especially about CAC and conversion
● Ability to shift between tactical and the strategic
● Has managed an e-commerce DTC brand – either someone from food
delivery or someone who comes to the table with great ideas on how to
apply their experience to food/meal delivery.

KEY RESPONSIBILITIES:

● Work collaboratively with other members of the leadership team to define objectives, KPIs, develop budgets, strategies, and achieve targets in line with founders’ vision and the company’s mission
● Lead development and execution of a differentiated, consumer insight-driven brand strategy.
● Diversify the mix of digital and analog acquisition channels to more effectively target prospective higher affinity customers, increase conversion and LTV, reduce CAC, and scale.
● Monitor and optimize the payback period of each cohort of users making the necessary adjustments in the quality of acquisition.
● Set up frameworks to create successful funnels. Design an acquisition mix that is truly user-centric and leads media buying to bring traffic that converts to new users that meet our growth targets.
● Design, develop and execute formal customer retention strategies and programs.
● Identify and engage key strategic partners to increase brand awareness and drive growth.
● Develop and manage the consumer-facing digital and offline experiences.
● Oversee the company’s customer experience group
● Develop value-add presentations to engage key internal stakeholders, investors, and partners.
● Drive company vision, messaging, and brand consistency; instill a growth-minded culture.
● Full P&L responsibility for the marketing department
● Recruit and lead talented internal and outsourced teams

QUALIFICATION REQUIREMENTS:

● Minimum 10 years of marketing experience, and a successful track record formulating and leading marketing strategy, implementation, and team building for direct-to-consumer e-commerce companies.
● 5+ years of marketing experience driving customer acquisition across marketing channels (PPC, Display, Paid Search, Paid Social, Retargeting, etc) – startup experience preferred.
● 5+ years of marketing leadership experience
● Subscription experience is preferred
● Experience working with ad-serving platforms and digital monitoring tools, as well as offline marketing tools and strategies as well.
● Experience in leading and managing A/B testing, embedded media, and marketing program optimization
● Demonstrated data insights (KPI’s, traffic, revenue, conversions, ROI) to improve marketing efforts
● Demonstrated interest and/or experience working with or coaching a fast-growing company.
● Excellent oral and written communication skills with the ability to effectively communicate with and influence colleagues at all levels.
● Excellent eye for design and can understand and interpret design language (digital and analog), experience managing designers, developers, and agencies.
● Sense of urgency in assisting the brand to navigate the ever-changing landscape to commercialize opportunities.
● Strong leadership, talent mentoring, and talent development skills.
● Enthusiastic, can-do approach, with the ability to prioritize effectively in a rapid-paced environment.
● Self-motivated with critical attention to detail, deadlines, and reporting.
● Bachelor’s degree in Marketing, Communications, Business Administration, or related field of study. MBA Degree preferred.

Compensation and Benefits

● This position is an “at-will”, full-time, salaried, exempt position. The salary will depend upon the candidate’s relevant experience
● Competitive benefits are available – medical, dental, vision, life, disability, and 401k

Location

We work in the East Coast Time Zone. The majority of work is remote. Available for periodic meetings – after the pandemic in greater NYC. Relocation expenses are not available.

The Company is an equal opportunity employer. We value a diverse workforce and an inclusive culture. We encourage applications from all qualified individuals without regard to race, color, religion, gender, sexual orientation, gender identity or expression, age, national origin, marital status, disability, and veteran status.

Ideal Candidate Profile

- Who comes from a Tier 1 D2C Meals Company that has grown to become a market/sector leader:
  HelloFresh
  Freshly
  Factor
  Tier 1 D2C Consumer Brands:
  Magic Spoon
  Stitch Fix
  Allbirds
  Warby Parker
  Away
  Bonobos
  Glossier
  Casper
  Harry’s Razors
  Dollar Shave Club

Or Tier 1 Early Stage Branding Agency who has helped companies like the
above ideally early on that led to a growth inflection point: e.g. Red Antler.

We need a marketing person who can do this:
https://prezi.com/2mcy25316bkn/factor-75-marketing-overview/

Speaks like this (regularly in podcasts and interviews):
https://www.youtube.com/watch?v=_CAe2X65Wfg

And who has the creative foresight and nuts and bolts e-comm
experience to create this: https://www.needleseyemedia.com/

And who comes from an e-comm business that we aspire to
emulate.

For more information, contact Jim Weber, President
NEW CENTURY DYNAMICS EXECUTIVE SEARCH
JimWeber@newcenturydynamics.com

June 15, 2021June 29, 2021

Living and Working with Mexicans – Online Course

The Chief Culture Officer Academy is pleased to announce the launching of its online course Living and Working with Mexicans. The Mexican culture is rich in customs, traditions, and intriguing behavioral patterns; and this one-of-its-kind short course offers you the opportunity to dive into the very roots of the Mexican way of life.The curriculum and practical activities are carefully designed for:

- - Expats (retirees, executives, diplomats)
  - Foreign students
  - Foreign investors and import/export professionals
  - Travelers
  - Mexican culture enthusiasts
  - The program content includes the following topics:
  - Culture and human behavior fundamentals
  - The roots of the Mexican cultural identity
  - Values and attitudes in the Mexican society
  - Mexicans behavior in the workplace and business
  - Other key features:

Completely online. You can access the modules from anywhere: the living room, your office, the cafe; and using the device that best suits your needs, your smartphone, tablet, laptop, etc.

Your schedules, your pace. The estimated time to complete all the modules is 3 hours, which you can organize at your convenience as it is available 24/7.

Natural voice and closed captions. Our video lessons are English spoken and created with a native speaker’s natural voice. They also include closed captions to enhance your learning experience.

Certificate of completion. Get your digital training certificate when all the lessons are completed.

Course instructor: Francisco J. Santana

Francisco Santana is a cross-cultural expert who conducts training sessions for business professionals who are involved in intercultural duties. He specializes in cross-cultural communication, negotiation, and business etiquette; virtual team management, as well as in culture shock.

For more information and enroll in this course please click on this link:

https://academy .thecco.com.mx/courses/mexicans

May 14, 2021

New Century Dynamics Executive Search Places Strategic Marketing Consultant

New Century Dynamics Executive Search places a Strategic Marketing Consultant to support a rapidly growing direct-to-consumer subscription meal delivery company.

Jim Weber, President of New Century Dynamics Executive Search, and Managing Partner of ITB Partners, reports that he has helped a client find a Strategic Marketing Consultant to assist them in charting their future.

Working with the senior leadership team, this Consultant will drive the development and plan the execution of a comprehensive growth strategy to achieve the company’s objectives. This Consultant will evaluate the organization’s branding, digital & traditional marketing, partnerships, event planning, public relations, community outreach programs, and customer experience group.

About New Century Dynamics Executive Search

New Century Dynamics Executive Search is focused on providing Executive Search and Management Consulting to the Service Industry.

We specialize in Food Service Distribution, Restaurant and Hospitality, and Franchising.

We are specialists in executing the Confidential Search, placing C-Level Finance, Marketing, Operations, and Business Development, professionals.

Many of our clients are Private Equity Groups and their Portfolio Companies.

https://newcenturydynamics.com

JimWeber@newcenturydynamics.com

Job Description Summary

Essential Job Functions

Experience and Education:

Job Requirements:

Working Conditions:

Benefits and Perks:

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Some Pitfalls.

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Operations Manager | Job Expectations

Reports to: Chief Operating Officer

Direct Reports:

Schedule expectations:

General Job Expectations:

Core Areas of Responsibility:

Customer Retention

Supervision

Quality Control

Ensure all product and customer service standards are met.

Process Management

Catering

Vendor Relations

For more information, contact Jim Weber.

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New Century Dynamics Executive Search places a CMO/Head of Marketing for a rapidly growing, northeastern-based, direct-to-consumer, subscription meal delivery company.

About New Century Dynamics Executive Search

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LEADERSHIP, MANAGEMENT, ACCOUNTABILITY

HEALTH INSPECTIONS & FOOD SAFETY

MENU MANAGEMENT & INNOVATION

CULINARY EXECUTION

FOOD & DRY ORDERING AND INVENTORY CONTROL

QUALIFICATIONS

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General Manager Job Description

POSITION OVERVIEW:

ESSENTIAL FUNCTIONS:

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Key qualities for success include:

Location

Ideal Candidate Profile

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New Century Dynamics Executive Search places a Strategic Marketing Consultant to support a rapidly growing direct-to-consumer subscription meal delivery company.

About New Century Dynamics Executive Search

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