Hiring momentum at Five Guys continues across more than 1,500 locations, creating clear pathways into restaurant operations and management.
The phrase Five Guys Jobs covers entry-level crew roles through multi-unit leadership, supported by distinctive training and culture systems.
Candidates gain a practical way to start fast, learn quickly, and grow inside a brand that invests in people and skills.
What Five Guys Offers to You
Employer reputation at Five Guys rests on a people-first culture built by the Murrell family and sustained by leadership attention to values.
Hiring teams look for energy, humility, and ownership rather than polished resumes alone. Managers emphasize teachability and team focus because consistent execution matters more than clever slogans in a kitchen moving at lunch-rush speed.
Internal mobility also stays active due to expansion, so strong performers advance without waiting years for openings.
Hiring Criteria And Culture Fit
Leadership describes the “Five Guys way” as fanatical focus on the work, on teams, and on doing the right thing. Candidates who bring pride in craft, high energy, and kindness tend to thrive.
Experience certainly helps, although raw talent gets molded through daily coaching and structured training.
Integrity and ownership anchor decision-making on shifts, while curiosity keeps skills improving across stations. Culture fit matters because stores operate on tight teamwork; even small lapses disrupt service and safety.
Training, Tuition, And Growth Programs
Career development goes beyond basic onboarding. Five Guys University delivers standardized modules for new hires and leaders, reinforcing food safety, speed standards, and guest service fundamentals.
A leadership training track supports shift-lead, assistant manager, and general manager readiness through operations, finance, and people management content.
Tuition assistance extends that investment:
- full tuition for finance,
- hospitality, or
- business administration degrees,
- plus up to $5,250 per year for other bachelor’s programs.
English-as-a-Second-Language and GED support round out educational access. Eligibility generally requires manager status or an hourly schedule averaging 32 hours weekly over the prior 52 weeks.
An LDX rotation program lets employees spend time in other departments to expand business knowledge, which accelerates readiness for broader roles.
Minimum Hiring Age And Eligibility
Entry-level hiring generally starts at age 16, subject to local labor laws and role requirements. Some positions require 18 due to equipment handling, late hours, or supervisory scope.
Proof of work authorization remains mandatory, and franchise locations may set additional criteria consistent with law.
Candidates aiming for management tracks benefit from prior foodservice or retail leadership, although structured training can bridge experience gaps.
Roles And Career Paths
Crew members handle guest orders, food prep, line assembly, fries, and cleaning standards that keep operations safe and quick.
Shift leaders run the floor, manage cash and deployment, and coach stations in real time. Assistant managers support scheduling, inventory control, and new-hire development.
General managers own profitability, staffing stability, brand standards, and community reputation. Ambitious managers can progress to area roles as openings arise, helped by the company’s ongoing growth.
Pay And Scheduling Snapshot
Daily realities matter for applicants deciding between offers, so a concise pay view helps. Stores set rates within local ranges due to labor markets and laws, and totals can increase where bonuses or shopper scores apply.
Schedules typically rotate to balance peak coverage and life outside work, and leadership teams frequently adjust hours for family needs when operationally feasible.
| Job Title | Typical Pay Range | Notes |
| Crew Member | $10–$12 per hour | Entry level; tips not standard; overtime by law where applicable |
| Shift Leader | $12–$15 per hour | Supervises shifts; may participate in bonuses |
| Assistant Manager | $40,000–$50,000 per year | Full-time leadership; benefits eligible where offered |
| Restaurant Manager | $60,000–$80,000 per year | Full accountability for P&L, staffing, and standards |
Local regulations, franchise policies, and market conditions influence compensation and benefits, so store-level details should guide final decisions.
How To Apply Online
Clear steps eliminate friction and reduce errors that slow decisions. A clean application, consistent contact details, and accurate availability help managers schedule interviews quickly.
Digital submissions move fastest, though printable options remain available for applicants who prefer in-person drop-offs. Screening may include phone, video, or on-site conversations depending on role and location.
- Visit the Five Guys careers portal and search roles by city or postcode.
- Create an applicant account and complete personal, education, and work history fields.
- Select store preferences, add day-and-hour availability, and confirm contact details.
- Review for accuracy, then submit; application tracking updates appear inside the portal.
Monitor email and phone for interview invites; respond promptly to secure time slots.
Application Tips That Lift Conversion
Hiring managers notice accuracy, preparation, and follow-through. Resumes should match form entries exactly to avoid verification delays.
Availability must reflect reality because schedule conflicts derail onboarding. Short, specific examples during interviews beat abstract promises.
Thank-you messages that confirm start-date flexibility and station preferences show readiness to add value on day one. References should be reachable and primed to respond.
Printable Application Form (PDF) Basics
A two-page paper form remains available for applicants who prefer a traditional route. Page one captures store preference, name and identifiers, legal eligibility questions, position targets, detailed availability, prior Five Guys employment, and education history.
Candidates then answer five brief questions related to motivation and fit; concise, clear writing demonstrates communication skills valued on management tracks.
Page two requests three prior employers and three professional references, followed by an attestation section for signature and date. Neat, complete entries reduce follow-up calls and speed decisions at the store.
Interview Process And Smart Responses
Interviews usually run 15–30 minutes and focus on service, teamwork, pace, and conflict handling.
Behavioral prompts test real situations rather than hypothetical claims. Strong answers connect actions to results:
- de-escalating an upset guest,
- jumping to the fry station when volume spikes, or
- training a new teammate while maintaining line speed.
For a “Why here?” prompt, reference culture, training depth, and growth potential instead of generic brand praise.
When asked about stress, outline a method:
- breathe,
- triage tickets,
- reassign stations, and
- communicate ETA to guests without blame.
Performance Bonuses, Games, And Recognition
Motivation systems stay visible across stores. A Secret Shopper Program sends mystery visits twice weekly per location; teams that achieve top scores share a Five Guys Secret Shopper bonus, reinforcing standards on accuracy, cleanliness, and friendliness.
Five Guys Games brings system-wide competition every two years, featuring skill events like cheese stacking and potato cutting, with a $50,000 top prize.
These programs keep quality measurable and fun, while spotlighting stores that model operational excellence.
Work, Life Balance And Scheduling
Supportive scheduling remains a frequent internal theme. Managers balance peak demand with family-friendly hours where possible, trading shifts to accommodate school, caregiving, or transport limits.
Consistent posting of schedules, clear call-out procedures, and fair rotation of weekend duties prevent burnout.
Retention improves when hours align with life circumstances, and employee referrals strengthen recruiting pipelines because satisfied teams recommend trusted friends.
FAQs
Clear answers reduce uncertainty and speed acceptance decisions. The points below reflect patterns seen across stores and shared guidance from company leaders.
- Does prior experience decide everything? Strong energy, humility, and ownership often outweigh limited experience due to robust training.
- How fast does training begin? Onboarding starts quickly after background checks and paperwork, then shifts move into live stations with coach oversight.
- Are uniforms provided? Standard uniforms are issued, along with rules for shoes, grooming, and safety.
- How often are paychecks issued? Many stores process biweekly payroll; franchise policies determine exact cadence.
- What lifts advancement odds? Reliable attendance, clean station execution, and mentoring new hires signal leadership readiness.
How To Decide If Five Guys Fits Your Goals
Clarity about goals prevents misalignment. Candidates seeking fast, hands-on learning, reliable hours, and tangible advancement often find a match.
Those chasing travel perks or corporate office perks may look elsewhere unless targeting support-center roles.
A simple self-check helps: preference for teamwork, comfort with pace, and willingness to master repeatable standards. Matching those traits makes success more likely and promotion faster.
Conclusion
Starting at Five Guys creates a straightforward path into restaurant operations backed by training, tuition support, and transparent performance incentives.
Applications move fastest through the Five Guys careers portal, while a printable form remains available for in-person submissions. Strong candidates highlight energy, teachability, and ownership, then convert interviews by connecting actions to results.
Treat this as a launchpad: learn systems, lead shifts, and step into management as growth creates new openings across the network.
