How to hire a lead barista

How to hire a lead barista, step by step

Here's a step-by-step lead barista hiring guide:

• Step 1: Identify your hiring needs
• Step 2: Create an ideal candidate profile
• Step 3: Make a budget
• Step 4: Write a lead barista job description
• Step 5: Post your job
• Step 6: Interview candidates
• Step 7: Send a job offer and onboard your new lead barista
• Step 8: Go through the hiring process checklist

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1. Identify your hiring needs

   Before you start hiring a lead barista, identify what type of worker you actually need. Certain positions might call for a full-time employee, while others can be done by a part-time worker or contractor.

   Determine employee vs contractor status

   Is the person you're thinking of hiring a US citizen or green card holder?

   Yes

   No

   You should also consider the ideal background you'd like them a lead barista to have before you start to hire. For example, what industry or field would you like them to have experience in, what level of seniority or education does the job require, and how much it'll cost to hire a lead barista that fits the bill.

   This list shows salaries for various types of lead baristas.

   Type of Lead Barista	Description	Hourly rate
   Lead Barista	Food and beverage serving and related workers perform a variety of customer service, food preparation, and cleaning duties in restaurants, cafeterias, and other eating and drinking establishments.	$12-19
   Shift Leader	Shift leaders are tenured or experienced employees who are assigned to oversee employees in specific work shifts. They manage team members who are assigned in their shift... Show more	$12-20
   Server/Barista	A server/barista is someone who makes and serves beverages and foods, such as coffee, tea, and sandwiches or baked goods. He/She or she should be able to explain menu items to customers to ensure customer satisfaction... Show more	$11-19

   Show more

2. Create an ideal candidate profile

   Common skills:

   • Cleanliness
   • Customer Service
   • Product Quality
   • Customer Satisfaction
   • Culinary
   • BARS
   • Coffee Shop
   • Presentation Standards
   • Product Knowledge
   • Store Operations
   • Cash Handling
   • Drink Preparation
   • Food Products
   • Store Training

   Check all skills

   Responsibilities:

   • Manage high-volume university caf and bakery.
   • Prepare and serve drinks and food in accordance with health codes and caf standards.
   • Promote, educate, and enforce sustainable techniques to reduce waste and save Starbucks money.
   • Warehouse assistance include roasting, bagging and labeling the company's exclusive whole bean product.
   • Perform daily floor cleaning and environmental upkeep of store and backroom, and unload Starbucks product weekly.
   • Assist the pharmacy with mailing out pharmaceutical drugs as well as ran the register through a POS system.

3. Make a budget

   Including a salary range in your lead barista job description is one of the best ways to attract top talent. A lead barista can vary based on:

   • Location. For example, lead baristas' average salary in alabama is 16% less than in massachusetts.
   • Seniority. Entry-level lead baristas 34% less than senior-level lead baristas.
   • Certifications. A lead barista with certifications usually earns a higher salary.
   • Company. Working for an established firm or a new start-up company can make a big difference in a lead barista's salary.

   Average lead barista salary

   $16.31hourly

   $33,918 yearly

   ---

   Entry-level lead barista salary

   $27,000 yearly salary

   Updated January 30, 2026

4. Writing a lead barista job description

   A good lead barista job description should include a few things:

   • Summary of the role
   • List of responsibilities
   • Required skills and experience

   Including a salary range and the first name of the hiring manager is also appreciated by candidates. Here's an example of a lead barista job description:

   Lead barista job description example

   This is a full time position. Assist to manage and supervise up to 12 associates in the Starbucks Department. Is responsible for assisting the Department Manager with the overall direction, coordination, and evaluation of this department. Carry out supervisory responsibilities in accordance with Harris Teeter's policies and standards. Responsibilities may include: ordering and receiving product; completing paperwork; interviewing and training associates; planning, assigning, and directing work; assist in appraising performance; rewarding and disciplining associates; addressing complaints and resolving problems.
   
   To perform this job successfully, an individual must be able to perform each essential duty satisfactorily. The requirements listed below are representative of the knowledge, skill, and/or ability required. Reasonable accommodations may be made to enable individuals with disabilities to perform the essential functions.
   
   SUPERVISORY SKILLS Commitment to unparalleled customer service; excellent communication and interpersonal skills; willingness and desire to advance stores current position in the community through involvement in local activities; willingness to participate in training and team orientation and to work with the team to increase customer satisfaction and sales; flexible enough to manage multiple tasks; work effectively under pressure and with distractions; demonstrate patience when interacting with associates and customers.
   
   EDUCATION AND/OR EXPERIENCE. High school diploma or general education degree (GED); or one to three year's related experience and/or training; or equivalent combination of education and experience.
   
   PERSONAL SKILLS Commitment to unparalleled customer service. Excellent communication and interpersonal skills. Willingness to participate in and successfully complete required training and to work with the team to increase customer satisfaction and sales.
   
   LANGUAGE SKILLS. Ability to read and comprehend simple instructions, short correspondence, and memos [in English]. Ability to write simple correspondence [in English]. Ability to effectively present information in one-on-one and small group situations to customers, clients, and other associates of the organization who only speak English.
   
   MATHEMATICAL SKILLS. Ability to add and subtract two digit numbers and to multiply and divide with 10's and 100's. Ability to perform these operations using units of American money and weight measurement, volume, and distance.
   
   REASONING ABILITY. Ability to apply common sense understanding to carry out instructions furnished in written, oral, or diagram form. Ability to deal with problems involving several concrete variables in standardized situations.
   
   CERTIFICATES, LICENSES, TRAINING Complete Company's training including but not limited to: new hire orientation, customer service network, safety, food safety, and department manager training. Must be AST-certified.
   
   PHYSICAL DEMANDS The physical demands described here are representative of those that must be met by an associate to successfully perform the essential functions of this job. Reasonable accommodations may be made to enable individuals with disabilities to perform the essential functions. While performing the duties of this job, the associate is regularly required to stand; walk; use hands to finger, handle,
   
   or feel; reach with hands and arms; talk or hear; and taste or smell. The associate is occasionally required to climb or balance and stoop, kneel, or crouch. The associate must regularly lift and/or move up to 40 pounds, occasionally lift up to 60 pounds, and reach from 6-72 inches. Specific vision abilities required by this job include close vision, plus color and depth perception.
   
   WORK ENVIRONMENT The work environment characteristics described here are representative of those an associate encounters while performing the essential functions of this job. Reasonable accommodations may be made to enable individuals with disabilities to perform the essential functions. While performing the duties of this job, the associate is frequently exposed to wet and/or humid conditions and
   moving mechanical parts. The associate is occasionally exposed to fumes or airborne particles, toxic or caustic chemicals, and extreme cold. The noise level in the work environment is usually moderate.

   Copy this example

   

5. Post your job

   To find the right lead barista for your business, consider trying out a few different recruiting strategies:

   • Consider internal talent. One of the most important sources of talent for any company is its existing workforce.
   • Ask for referrals. Reach out to friends, family members, and current employees and ask if they know or have worked with lead baristas they would recommend.
   • Recruit at local colleges. Attend job fairs at local colleges to recruit lead baristas who meet your education requirements.
   • Social media platforms. LinkedIn, Facebook and Twitter now have more than 3.5 billion users, and you can use social media to reach potential job candidates.

   Post your job online:

   • Post your lead barista job on Zippia to find and recruit lead barista candidates who meet your exact specifications.
   • Use field-specific websites.
   • Post a job on free websites.

6. Interview candidates

   Your first interview with lead barista candidates should focus on their interest in the role and background experience. As the hiring process goes on, you can learn more about how they'd fit into the company culture in later rounds of interviews.

   It's also good to ask about candidates' unique skills and talents to see if they match your ideal candidate profile. If you think a candidate is good enough for the next step, you can move on to the technical interview.

   The right interview questions can help you assess a candidate's hard skills, behavioral intelligence, and soft skills.

7. Send a job offer and onboard your new lead barista

   Once you have selected a candidate for the lead barista position, it is time to create an offer letter. In addition to salary, the offer letter should include details about benefits and perks that are available to the employee. Ensuring your offer is competitive is vital, as qualified candidates may be considering other job opportunities. The candidate may wish to negotiate the terms of the offer, and it is important to be open to discussion and reach a mutually beneficial agreement. After the offer has been accepted, it is a good idea to formalize the agreement with a contract.

   You should also follow up with applicants who don't get the job with an email letting them know that you've filled the position.

   Once that's done, you can draft an onboarding schedule for the new lead barista. Human Resources should complete Employee Action Forms and ensure that onboarding paperwork is completed, including I-9s, benefits enrollment, federal and state tax forms, etc. They should also ensure that new employee files are created for internal recordkeeping.

8. Go through the hiring process checklist

   • Determine employee type (full-time, part-time, contractor, etc.)
   • Submit a job requisition form to the HR department
   • Define job responsibilities and requirements
   • Establish budget and timeline
   • Determine hiring decision makers for the role
   • Write job description
   • Post job on job boards, company website, etc.
   • Promote the job internally
   • Process applications through applicant tracking system
   • Review resumes and cover letters
   • Shortlist candidates for screening
   • Hold phone/virtual interview screening with first round of candidates
   • Conduct in-person interviews with top candidates from first round
   • Score candidates based on weighted criteria (e.g., experience, education, background, cultural fit, skill set, etc.)
   • Conduct background checks on top candidates
   • Check references of top candidates
   • Consult with HR and hiring decision makers on job offer specifics
   • Extend offer to top candidate(s)
   • Receive formal job offer acceptance and signed employment contract
   • Inform other candidates that the position has been filled
   • Set and communicate onboarding schedule to new hire(s)
   • Complete new hire paperwork (i9, benefits enrollment, tax forms, etc.)

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