Why I Stopped Hiring for Skills
and Started Building a Team That Actually Stays
In our first year, I went through six chefs.
Not because they weren’t talented. Not because they didn’t care. But because I was hiring reactively—plugging holes fast instead of hiring intentionally.
I’d meet someone with solid experience, pitch them a dream role where they could “own the kitchen,” and rush them onto the roster.
But what they walked into wasn’t a dream—it was chaos. A fast-growing business without systems, culture, or leadership consistency.
And truthfully, I was drowning too.
I Was Selling a Dream I Hadn’t Built Yet
Looking back, I get why it didn’t work. I was selling people on a vision I hadn’t fully built.
There was no onboarding rhythm. No shared values on the wall. No systems to fall back on when the pressure kicked in.
I wasn’t a bad operator—I just hadn’t become a leader yet.
The Turning Point: Build First, Then Hire Right
Everything shifted when I stopped hiring to fix problems—and started building the kind of place people actually wanted to be part of.
Before we posted job ads, we focused on culture:
We defined our values clearly: community, ownership, consistency.
We documented processes to make day-to-day life smoother.
We shifted training from “survive the first week” to “thrive in the first 30 days.”
Then we started hiring.
But not just for experience.
We started hiring for attitude and cultural fit.
I realised I could train someone on how to make a killer hollandaise or how to finesse the coffee dial—but I couldn’t train them to care about our guests or take pride in their role.
Now, we look for the human first.
Skills are important—but they’re not the first filter anymore.
Now, the Café Runs Without Me (That’s the Goal, Right?)
With the right systems and the right people, I finally stepped off the roster.
Not because I stopped caring—but because I trusted the team to run the show.
They get the vision. They know the standards. And they’re invested.
Hiring went from being a short-term fix to a long-term strength.
If You’re an Operator Reading This…
You don’t need more staff.
You need the right people—and a workplace that attracts them.
So start with culture. Get your systems tight. Know your values.
Then hire for attitude, not just the resumé.
That’s how you stop the churn. That’s how you scale with sanity.
Want to experience the difference the right team makes?
Come grab a coffee at Dad & The Frog in Surry Hills. The food’s good. The vibe’s better. And the people? They’re the real secret.