How to hire a lead bartender

How to hire a lead bartender, step by step

Here's a step-by-step lead bartender 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 bartender job description
• Step 5: Post your job
• Step 6: Interview candidates
• Step 7: Send a job offer and onboard your new lead bartender
• Step 8: Go through the hiring process checklist

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1. Identify your hiring needs

   The lead bartender hiring process starts by determining what type of worker you actually need. Certain roles might require a full-time employee, whereas part-time workers or contractors can do others.

   Determine employee vs contractor status

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

   Yes

   No

   A lead bartender's background is also an important factor in determining whether they'll be a good fit for the position. For example, lead bartenders from different industries or fields will have radically different experiences and will bring different viewpoints to the role. You also need to consider the candidate's previous level of experience to make sure they'll be comfortable with the job's level of seniority.

   This list shows salaries for various types of lead bartenders.

   Type of Lead Bartender	Description	Hourly rate
   Lead Bartender	Bartenders mix drinks and serve them directly to customers or through wait staff.	$12-22
   Beverage Manager	A beverage manager oversees the beverage programs of dining and drinking establishments, from planning to execution. Their job is to manage the day-to-day operations, supervise and delegate responsibilities among staff, organize schedules and activities, set objectives and guidelines, monitor inventories to ensure an adequate supply of beverages, and coordinate with suppliers to purchase orders, building positive business relationships in the process... Show more	$18-34
   Bar Manager	Bar managers are also called bar owners or supervisors of bar establishments. The managers are in charge of managing customer complaints, ensuring stocks in the bar, and in scheduling the jobs of employees... Show more	$15-31

   Show more

2. Create an ideal candidate profile

   Common skills:

   • Wine
   • Bartending
   • Cleanliness
   • POS
   • Non-Alcoholic Beverages
   • Fine Dining
   • Craft Beer
   • Guest Satisfaction
   • Drink Orders
   • Guest Service
   • Beverage Service
   • Excellent Guest
   • Local Laws
   • Beverage Orders

   Check all skills

   Responsibilities:

   • Operate POS system, handle cash orders, take phone calls, and are entrusted to manage to-go orders.
   • Manage bartending staff including coordinating work and scheduling.
   • Manage and organize deliveries of excessive wine orders and liquor inventory.
   • Conduct end of day procedures including counting petty cash, preparing and making bank deposits, and POS accounting.
   • Train bartenders on all aspects of the job from drink preparation and knowledge to building valuable customer relationships and upselling techniques.
   • Increase average check by upselling appetizers and beverages.

3. Make a budget

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

   • Location. For example, lead bartenders' average salary in mississippi is 62% less than in hawaii.
   • Seniority. Entry-level lead bartenders 46% less than senior-level lead bartenders.
   • Certifications. A lead bartender 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 bartender's salary.

   Average lead bartender salary

   $16.44hourly

   $34,197 yearly

   ---

   Entry-level lead bartender salary

   $25,000 yearly salary

   Updated December 12, 2025

4. Writing a lead bartender job description

   A lead bartender job description should include a summary of the role, required skills, and a list of responsibilities. It's also good to include a salary range and the first name of the hiring manager. To help get you started, here's an example of a lead bartender job description:

   Lead bartender job description example

   Meadowbrook Country Club is looking for a fun, outgoing and creative personality to provide high level of bar service to our Members and their guests. Our Members are warm and engaging. Services are provided in our newly renovated indoor dining room and expanded bar, as well as an outdoor bar and patio dining.
   Responsibilities include, but not limited to:
   Create cocktail specials and menus Product ordering, monitoring, rotation and inventory Overseeing setup and closing of bars Train and lead other bartenders Hands on approach that includes bartending, setup and closing based on staffing and scheduling Address and resolve beverage issues when they arise Ensure proper and consistent pours for high quality beverage service and controlling costs Learn names of Members, spouses and families in order to warmly greet them upon arrival Positive and energetic attitude Team focused
   
   Qualifications:
   Prior bartending experience is required Product knowledge including craft and classic cocktails, beer and wine Initiative to continue to learn and create beverage specials, as well as keeping the menu trendy Problem solve in order to quickly correct Member or staff issues Ability to walk, stand, carry heavy items, work outdoors in the summer, work in face-paced environment Willingness to work peak hours, including nights, weekends and holidays Work with closing managers in closing the building on a rotating schedule
   
   Compensation and Benefits:
   Annual $40,000-$45,000 Insurances including but not limited to, medical, dental, vision, basic life Paid vacation per policy 401k plan per policy Free employee meal Golf privilege on our first class golf course
   
   Requirements
   Ability to make and serve beverages Develop drink specials and menus based on product knowledge and consumer requests Required to stand for long periods and walk, climb stairs, balance, stoop, kneel, crouch, bend, stretch and twist or reach. Ability to work indoors and well as outdoors during the summer Team-player with excellent interpersonal skills.
   
   Company Information
   Meadowbrook Country Club is a full service private club, including a first class golf course, indoor dining with expanded bar, outdoor bar and dining, banquet faculties that can accommodate small groups of 10 up to large groups of 500, pool, fitness and tennis. Strong in history over 75 plus years. Proud membership that is warm and friendly. Our mission is to be a premier and relevant private club by exceeding members' expectations as a destination of choice.

   Copy this example

   

5. Post your job

   To find lead bartenders for your business, try out a few different recruiting strategies:

   • Consider internal talent. One of the most important talent pools for any company is its current employees.
   • Ask for referrals. Reach out to friends, family members, and your current work to ask if they know any lead bartenders they would recommend.
   • Recruit at local colleges. Attend job fairs at local colleges to recruit entry-level lead bartenders with the right educational background.
   • Social media platforms. LinkedIn, Facebook, and Twitter have more than 3.5 billion users, and they're a great place for company branding and reaching potential job candidates.

   Post your job online:

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

6. Interview candidates

   Your first interview with lead bartender 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.

   Remember to include a few questions that allow candidates to expand on their strengths in their own words. Asking about their unique skills might reveal things you'd miss otherwise. At this point, good candidates 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 bartender

   Once you've selected the best lead bartender candidate for the job, it's time to write an offer letter. In addition to salary, this letter should include details about the benefits and perks you offer the candidate. Ensuring that your offer is competitive is essential, as qualified candidates may be considering other job opportunities. The candidate may wish to negotiate the terms of the offer, and you should be open to discussion. After you reach an agreement, the final step is formalizing the agreement with a contract.

   It's also good etiquette to follow up with applicants who don't get the job by sending them an email letting them know that the position has been filled.

   To prepare for the new employee's start date, you can create an onboarding schedule and complete any necessary paperwork, such as employee action forms and onboarding documents like I-9 forms, benefits enrollment, and federal and state tax forms. Human Resources should also ensure that a new employee file is created.

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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