Unlocking the Power of Chick-fil-A Archetypes in Your Hiring Strategy

by Mark Watkins, Founder

Hiring for Chick-fil-A isn’t a one-size-fits-all endeavor. Just as there are various positions within the restaurant, there are also different types of applicants who bring their unique strengths, motivations, and challenges to the table. Identifying and understanding these differences is key to building a diverse, high-performing team.

Over time, I began to recognize a pattern of different types of team members, each with unique requirements. Ignoring these differences is a missed opportunity to meet our needs and develop our team. This realization led to identifying distinct archetypes, an archetype being a typical example or model of a certain kind of person or role, which helped me craft more effective hiring and development strategies. Knowing how to recruit, onboard, and develop each type will help you craft a more tailored, efficient approach to hiring.

The Seven Chick-fil-A Applicant Archetypes

Here’s a breakdown of some common applicant types I have identified and how you can best engage them:

1) The College-Bound Student (The Explorer)

Traits: Eager to learn, reliable, short-term focus.

Hiring Insight: This high school student is balancing work and school, likely using the role for work experience before college. They’ll likely need flexible hours and won’t be around long-term, but they can still be a valuable contributor. They could migrate to a "Boomerang" later (see below).

Operator Advice: Provide flexibility in scheduling and emphasize development opportunities that will enhance their skills before they leave for college. To keep them engaged, create short-term goals, such as training on different stations or development opportunities. Having flexible work availability options for The Explorer will help them find a place on your team. 

2) The Homegrown Hero (The Loyalist)

Traits: Familiar with operations, steady, potential for growth.

Hiring Insight: Often a high school graduate with no immediate post-school plans, this archetype stays on and becomes a full-time team member, possibly slowly working their way through various leadership roles. Their loyalty and operational familiarity make them ideal for growth within the company. 

Operator Advice: Invest in this archetype by offering leadership development and mentorship programs. They are perfect candidates for roles with growth potential, so show them a clear path to leadership within the company. For high school students who still need to define a clear career path, this type of attention and development can help them see Chick-fil-A as a viable option for them in the long term.

Here's a story of a Loyalist we are privileged to have on our team:

Riah joined our team as a shy high school student in her first job. After graduation, without any definitive plans, she decided to stay on to explore more opportunities with Chick-fil-A. She quickly moved from Trainer to Team Leader, leaning into her role while building confidence, supported by her team. Riah's consistent drive led her to enter Manager development, and today, she serves as a Manager, thriving in her role and growing her leadership abilities. Her journey is a testament to the impact of providing clear growth opportunities for those who choose to stay and grow within Chick-fil-A.

3) The Seasonal Returner (The Boomerang)

Traits: Adaptable, experienced, flexible availability.

Hiring Insight: This college student returns during seasonal breaks, such as summer or winter, having already worked with you in the past. They’re valuable because they can jump right back into the workflow. Building a culture where this Team Member feels comfortable, helps keep them on your team, converting an Explorer to a Boomerang. Win-Win! The key is retention with this type. A Boomerang can be valueable during peak season when they are also on break.  

Operator Advice: Streamline the rehire process and offer seasonal or peak-period positions. Seasonal Returners are already familiar with the culture and operations so that you can rely on them during busy times without extensive retraining. Creating expectations in policy about their commitment to stay on the roster and being reminded of the benefits of the Remarkable Futures Scholarship are great ways to keep them engaged. 

4) The Aspiring Operator (The Climber)

Traits: Driven, ambitious, invested in long-term growth.

Hiring Insight: This archetype sees Chick-fil-A as a career, not just a job. They may aspire to become Directors or even Operators one day, which makes them highly motivated. Helping them see the possibilities with Chick-fil-A in the store and beyond could build excitement about Chick-fil-A. 

Operator Advice: When interviewing, look for leadership qualities and a clear desire for career growth. Invest heavily in mentorship, leadership development, and a fast-track training program to help them achieve their goals within your organization. Explaining the Leadership Development Program (LDP) and the paths to becoming an Operator can inspire a young professional. 

Here is a story of one Climber I had the privilege of developing:

KT joined as a team member fresh out of college, working two part-time jobs. It was clear from the start that she was motivated and had a strong work ethic, but she didn’t have a clear long-term career path. Through ongoing conversations, I introduced her to the possibilities Chick-fil-A could offer, and she decided to pursue leadership opportunities at Chick-fil-A full-time. KT was soon placed in leadership development and steadily grew through each role. Her dedication led her from Team Leader to Manager, and eventually, she stepped into the role of Kitchen Director—a stretch goal that she embraced with enthusiasm. Today, she thrives in her role and is considering a future path to becoming an Operator.

5) The Part-Time Parent (The Juggler)

Traits: Balances family and work, dependable, community-focused.

Hiring Insight: Stay-at-home parents often seek flexible, part-time work that fits around their family’s schedule. They are reliable and bring a mature, professional attitude to the workplace. 

Operator Advice: Flexibility is key. Offering flexible shifts that work around their family obligations ensures you retain dependable employees who can contribute meaningfully during their available hours. 

6) The Career Changer (The Pathfinder)

Traits: In transition, exploring new possibilities.

Hiring Insight: These are adults who are not on a defined career path and are exploring their options while working at Chick-fil-A. They bring transferable skills and may offer a fresh perspective. 

Operator Advice: Offer cross-training and mentorship to help them explore different roles within the restaurant. This could be the gateway to helping them find long-term opportunities within the company. This type would be a great candidate to serve as Field Talent Staff at Grand Openings to help them see a bigger picture.

7) The Retiree (The Sage)

Traits: Experienced, steady, and available to work part-time.

Hiring Insight: Retirees want to stay active and engaged with a few hours of work each week. They bring much life experience and tend to be patient, steady workers. 

: Use retirees as mentors or in training roles. Their wealth of experience and steady demeanor can positively impact younger team members, and they can be a great fit for flexible or lighter shifts.

Visual Guide to Archetypes

Below is a Venn diagram that illustrates the overlap of key qualities among the different archetypes—Flexibility, Leadership Potential, and Experience. Each archetype is positioned in a unique area, highlighting the distinct combination of traits it brings to the team. This visual representation can help you quickly identify the primary characteristics of each archetype and better understand their needs. 

Tools to Enhance Your Hiring Strategy

Understanding these archetypes is the first step. The next step is crafting a hiring process that caters to these diverse groups. Here are some tools and strategies to make your hiring more effective: 

Tailored Interview Questions: Develop specific interview questions for each archetype to reveal whether they fit your team well. Here are some examples:

• The Explorer: "How do you balance school and work commitments, and what do you hope to gain from this role before heading to college?"

• The Climber: "What are your long-term career goals, and how do you envision Chick-fil-A playing a role in your growth?"

• The Juggler: "What kind of schedule would best fit around your family responsibilities, and what do you value most in a work environment?"

• The Pathfinder: "What skills from your previous roles are most transferable to working at Chick-fil-A, and what areas are you most interested in exploring here?"

• The Sage: "What motivates you to continue working part-time, and how do you think your experience can benefit the team, particularly the younger members?"

Onboarding Best Practices: Effective onboarding is crucial for setting new team members up for success. You can tailor your onboarding process to fit each archetype, making sure they feel supported and equipped from day one. For example, you could offer The Explorer a clear training schedule that accommodates their school commitments while giving The Climber additional resources that align with their career growth aspirations.

Flexible Scheduling: Flexibility is not just a perk—it’s essential to attracting and retaining many of these archetypes. Creating a positive work culture accommodating different needs can make all the difference in building a motivated team. Offering customizable scheduling, especially for "The Juggler" or "The Explorer," can make the difference between hiring a reliable team member and losing them to a competitor.

Pathways to Growth: Whether it’s the "Aspiring Operator" or the "Homegrown Hero," clear growth paths are vital. Create training programs that show these employees exactly how they can move from entry-level roles into management or leadership positions.

Development Programs: Use development programs to foster growth, especially for the "Homegrown Hero" or "The Sage." Pair younger employees with seasoned team members to pass down knowledge and build a culture of mutual support.

Summary of Hiring Considerations

Operators must provide a supportive and flexible work environment to create an attractive workplace for all applicants. Key considerations include offering flexible scheduling to accommodate different life stages and commitments, providing clear pathways for career growth, and establishing mentorship programs to foster development. Tailored interview questions help identify the best fit for each archetype while cross-training and seasonal opportunities cater to diverse availability needs. By focusing on these strategies, Operators can build a diverse and motivated team that feels valued and supported.

Final Thoughts and Next Steps

If you need help in developing a comprehensive "Availability Policy" that supports all types of team members, OSH can help you get started.

To ensure you can offer flexibility to archetypes like the Explorer, Boomerang, Juggler, and possibly the Sage, it’s essential to update your Availability Policy. If you don't have one, now is the time to create an all-encompassing policy that defines clear expectations for availability. All team members should comply with this policy and avoid relying on verbal agreements or informal rules, as they are difficult to enforce and can lead to inconsistencies.

Chick-fil-A’s success is built on the foundation of its people. By recognizing the unique characteristics of each applicant archetype, you can better tailor your hiring strategies and set your team up for long-term success. Whether you're looking to develop a leadership pipeline or find the right seasonal staff, understanding who you're hiring is key to operational excellence.

If you’re ready to elevate your hiring process and build a team designed for success, OSH is here to help. Schedule a Discovery Call today to learn how we can support your journey to building a high-performing team.

Visit Operator Solutions Hub and click "Get Started" to schedule a call.

Note on Proprietary Content

The archetypes outlined in this article are proprietary to Operator Solutions Hub (OSH). Any reproduction or use of these archetypes without prior permission from OSH is strictly prohibited. If you would like to learn more or use these archetypes for your hiring strategies, please don't hesitate to contact OSH for guidance and authorization.

Mark Watkins is the Founder of Operator Solutions Hub (OSH). With extensive experience in developing leadership teams at Chick-fil-A, Mark helps Operators build sustainable growth through tailored strategies. Contact Mark to discover how OSH can transform your team’s performance. mark@operatorsolutionshub.com