Need to Build a Strong Summer Team? Hire Earlier Than You Think

When it comes to summer prep, most operators focus on menus, promotions, and inventory. But one of the biggest factors in a successful season isn’t on the plate, it’s your people. And if there’s one mistake that can set you back before the rush even begins, it’s waiting too long to hire.

A good rule of thumb: begin your hiring process two to three months before your peak season.

That window gives you time to:

• Recruit and interview thoughtfully
• Complete onboarding and training
• Allow new hires to ramp up before the rush

Because here’s the reality: effective onboarding can take up to 90 days. If you wait until business picks up, you’re not just hiring late… you’re setting your team up to struggle.

When interviewing seasonal employees, it’s easy to focus on experience. But the best operators know that skill isn’t everything. Prioritize attitude and work ethic first. You can teach someone how to run food or prep a station. You can’t teach someone how to show up with the right mindset.

• A highly skilled hire with a negative attitude can impact your entire culture

A willing, motivated team member often grows into the role—and strengthens the team along the way

That said, availability matters too. Summer schedules can be complex, and your staff has lives outside of work. The key is setting clear expectations early, especially around holidays and peak shifts, so there are no surprises on either side.

If you wait until you’re already busy to hire, you’re playing catch-up in the hardest moment.

• New hires get overwhelmed without proper training
• Service suffers as teams stretch too thin
• And perhaps most importantly, you’re hiring from a limited talent pool

Because when your restaurant gets busy, so does everyone else’s. The best candidates are already off the market.

Hiring is only half the equation. What you do next determines whether your team sticks.

One of the most common onboarding mistakes? Rushing people through training without connecting them to your culture. If a new hire doesn’t feel bought in, if they don’t understand your standards, your values, or where they fit, it’s much easier for them to walk away.

You don’t need to overhaul your onboarding program to improve retention. There’s a simple change you can make that has a big impact. Start with something small, like weekly one-on-one check-ins with new hires.

These conversations can be led by managers or team leads and should focus on progress and comprehension, questions or challenges, and most importantly, building a personal connection. It’s a simple way to show investment in your people. and it pays off in confidence, performance, and long-term retention.

Summer doesn’t start when your dining room fills up. It starts months earlier with the team you build and the time you invest in them. Hire earlier. Train intentionally. Lead with culture.

Because when your people are ready, everything else runs stronger.