The restaurant business has always relied on the energy and dedication of its teams. Increasingly, companies are putting structure and resources behind that idea, with benefits, recognition programs, career pathways, and community efforts designed to keep employees engaged for the long term. QSR’s Best Brands to Work For spotlights 18 companies that illustrate how people strategies have become key to success.

Past Lists // 2024 // 2023

This year’s group includes national names with deep reach. Each demonstrates how large systems can incorporate advancement opportunities, financial support, and recognition across thousands of employees. Fast-growing players showcase how expansion is paired with training platforms, distinctive cultures, and employee programs that keep teams connected to the brand’s trajectory. Smaller and regional concepts highlight the impact of local hiring, flexible scheduling, personal recognition, and family-style gatherings that strengthen bonds between teams and communities.

Together, the 18 honorees show how restaurants across the spectrum—from legacy brands to newcomers—are developing approaches that combine benefits, growth, and connection. These programs and practices reflect an industry where people strategies are as critical as menu innovation or store design.

Note: This list is in no particular order.

Jason’s Deli

Locations: 240

Jason’s Deli offers employees a range of benefits designed to support health, education, and overall well-being. The company provides medical, dental, and vision insurance, along with life, disability, and accidental death coverage. Employees have access to a health savings account and a 401(k) with company match. Paid vacation time is structured on a tenure scale, with long-term employees eligible for up to four weeks annually.

A standout feature is the Jason’s Deli Family Fund, a nonprofit that offers financial assistance to employees and their families during crises such as illness or natural disasters. Since its founding, the fund has distributed more than $500,000 in aid and has awarded over $100,000 in scholarships for employees and their dependents. Tuition assistance is also available through a partnership with Sophia Learning. Employees can access more than 50 ACE-recommended courses at no personal cost, with full reimbursement for the $99 monthly subscription.

The company emphasizes a culture rooted in values established by founder Joe Tortorice, Jr. Employees are treated like family, respected, and supported in their personal and professional journeys. Growth opportunities are crucial, with nearly 60 percent of new management roles filled internally each year. Career paths are clearly defined, and managing partners average about $145,000 annually.

Work-life balance is another priority. Jason’s Deli creates flexible schedules and closes on major holidays including Thanksgiving, Easter, New Year’s Day, and Christmas. With more than 45 years in business, the brand offers stability and a record of retaining employees for the long term. Beyond the workplace, Jason’s Deli is committed to community involvement, charity work, and serving food with integrity, fostering pride among employees who see their work aligned with a broader purpose.

gusto!

Locations: 13

gusto! provides team members with a mix of traditional benefits and people-centered programs. Full-time employees are eligible for medical, dental, and vision coverage with company contributions, along with access to a 401(k). Paid time off varies by role, starting with five days for shift managers and scaling up to 15 days for managing partners. Additional perks include tip sharing, early access to earned wages, flexible schedules, referral bonuses for hourly staff, food discounts, and a culture based on respect for every position.

The company places significant weight on personal development. A dedicated People Team, led by Cody Hicks, guides staff through training, leadership opportunities, and cultural programming. CEO Nate Hybl often reinforces the idea that managers have a major influence on mental health, and the company’s approach is designed so employees leave stronger and better prepared for future roles, even if they move on from gusto!.

Career progression is clearly mapped through the “Shop Growth Path,” giving employees visibility on how to advance. Training is supported by OPUS, a video-based learning system with consistently high completion rates. To foster open communication, the brand holds regular “HEARD Sessions” for both hourly and leadership staff. These conversations focus on role clarity and development rather than traditional performance reviews.

gusto! also invests in unique experiences that strengthen connection and leadership. The quarterly “Shake Yourself Awake” program takes teams outside the restaurant to volunteer, attend cultural events, or try new challenges like rafting. Initiatives such as “What’s Your gusto?” encourage employees to explore their passions and bring their individuality to work.

The company’s vision is to become the most empowering employer brand in the restaurant industry by cultivating a growth mindset that unlocks human potential. Through diverse teams, supportive leadership, and a focus on good energy, gusto! combines food, community, and culture into a workplace that values both performance and personal well-being.

Vicious Biscuit

Locations: 10

Vicious Biscuit is structured around balance, development, and recognition. Full-time hourly and salaried employees receive medical, dental, and vision coverage, with life insurance and supplemental options available. Paid time off, sick leave, and flexible scheduling are offered, and the company operates on a one-shift-per-day model so staff can keep evenings free. Hourly employees receive a 50 percent meal discount, managers eat at no cost, and each restaurant has a $2,000 yearly budget for team appreciation activities.

Training and advancement play a central role. Employees take part in one-on-one training, cross-training, and hospitality classes, with additional coursework available through a digital learning management system. Leadership development is built into the structure, and more than half of the salaried leadership team has been promoted from within since 2021. Some managers have advanced into corporate positions, boosting the pathway for internal growth.

Team recognition extends beyond day-to-day praise. Stores compete in upselling contests tied to new promotions, with winners receiving catered meals or Amazon gift cards. The annual “Biscuit Con” gathering honors managers for performance in areas like sales, guest service, and retention. A $100 referral bonus rewards employees who bring new hires into the company.

Communication is treated as an ongoing exchange rather than a one-way channel. Actionline, a third-party feedback tool, allows employees to submit concerns, ideas, or recognition anonymously. Suggestions are reviewed and implemented when applicable, and positive feedback is shared back to the stores. Each location also posts corporate contact details, giving staff a direct route to support if needed.

Looking ahead, Vicious Biscuit is introducing a digital recognition platform within its new mobile app. The system will track engagement and deliver employee rewards in real time, extending its recognition culture onto the restaurant floor.

Scooter’s Coffee

Locations: 888

For Scooter’s Coffee, benefits vary by role but cover both traditional support and culture-driven perks. Store employees receive free and discounted drinks, flexible schedules, tip sharing, tuition reimbursement, referral bonuses, and branded gear. Managers earn competitive pay with monthly bonus opportunities, plus health, dental, and vision insurance, paid leave, and parental leave. Part-time employees over age 21 are eligible for the 401(k) plan.

Corporate staff, supply chain, and distribution teams receive full-time benefits that include health insurance, paid vacation and holidays, financial planning tools, parental leave, and an Employee Assistance Program. They also receive monthly store credit and discounts through the Harvest Roasting Supply Chain. A “Share the Love” program provides financial support for employees and their families during crises.

Employee feedback directly shapes the culture at the Support Center. Updates in recent years include flexible scheduling, volunteer hours, event tickets, new technology, casual dress, and a Lifestyle Spending Account. Professional development opportunities include lunch-and-learns, Leader Circles, and Execution Shops, where employees join menu rollouts to give feedback. A new program called “My Amazing Growth, My Way” provides individual funds for certifications, conferences, or training in areas such as project management or design.

Core values of integrity, love, humility, and courage guide hiring, promotions, and daily interactions. Leadership relies on engagement surveys and one-on-one conversations to make adjustments, a practice that earned the company Quantum Workplace’s Employee Voice Award for four consecutive years, most recently in 2025.

Career paths are intentionally structured. Baristas can move into leadership roles, multi-unit management, and even franchise ownership. Training includes more than 150 combined hours through Scooterversity. Beyond the stores, growth in the supply chain has created jobs in roasting, baking, and distribution, including at the new 183,000-square-foot Indianapolis facility.

Since 2020, nearly $1 million has been donated to breast cancer research, and partnerships like the DOGust campaign with a national animal shelter have raised more than $100,000. Franchisees further strengthen connections with their own local communities, making service part of the company’s identity.

Chick-fil-A

Locations: 3,000-plus

With more than 3,000 restaurants across the U.S., Canada, and Puerto Rico, Chick-fil-A has created a culture rooted in care and community. Team members often earn above minimum wage, have every Sunday off, and gain access to resources such as Breadbox by Junior Achievement, a financial literacy program that equips them with practical money management skills. Through the Remarkable Futures Scholarship program, eligible team members can apply for up to $25,000 in education funding; in 2025 alone, the brand awarded $27 million to more than 15,000 recipients, including the first $25,000 scholarship in Puerto Rico.

The company’s owner-operator model sets it apart. Unlike traditional franchise systems, Chick-fil-A restaurants are run by local leaders who typically oversee a single location and invest deeply in their teams and communities. Many began their careers as team members, bringing a personal understanding of the opportunities and challenges their people face. This structure fuels both professional growth and community engagement, as restaurants tailor outreach to local needs and support causes close to home.

True to the vision of founder S. Truett Cathy, Chick-fil-A remains closed on Sundays, ensuring every team member receives a guaranteed day for rest and connection. Guided by four core values, “We’re here to serve, We’re better together, We’re purpose-driven, and We pursue what’s next,” the brand continues to show that its greatest investment is in people, creating a place where care translates into opportunity.

Donatos

Locations: 179

Donatos has based its philosophy around “Agape Capitalism,” a principle of leading with love, practicing the Golden Rule, and striving to do the right thing. This approach is woven into every level of the company, from leadership to store associates, and continues under the guidance of chief purpose officer Jane Grote Abell. The culture is family-oriented, inclusive, and committed to treating employees as its greatest asset.

Associates receive a wide range of benefits. Coverage includes group life insurance, accidental death and dismemberment, short- and long-term disability, and paid time off for vacation, illness, or personal needs. Parental leave provides four weeks for the birth, adoption, or placement of a child, with spouses or partners eligible for two weeks. Additional paid time off is available for bereavement, jury duty, and military service, along with holiday pay for seven major days. Financial support extends to tuition reimbursement of up to $3,300 annually for graduate study, adoption assistance, and an Employee Assistance Program through LifeConnect. Associates and their spouses also receive a 50 percent discount on Donatos products.

Recognition and celebration are key to the associate experience. Milestone anniversaries, retirements, and awards for top-performing managers and stores are honored, while gatherings also mark product launches and fundraising efforts such as Pelotonia, where the team raised more than $100,000 for cancer research in 2025.

Career development is another hallmark. Many leaders began as store associates, and it’s not uncommon for employees to build careers spanning decades. CEO Kevin King’s four-part strategy prioritizes people alongside innovation, brand relevance, and sustainable growth, with a focus on training, recognition, and advancement opportunities for both corporate staff and franchise partners.

Donatos also invests in communities. Through the Promise Family Fund, associates facing hardships receive financial help, while volunteer initiatives target housing, hunger, and health. Associates are encouraged to support local schools, charities, and events, emphasizing the company’s mission “to serve you the best pizza and make your day a little better.”

la Madeleine

Locations: 87

la Madeleine is committed to creating warm, welcoming spaces where guests can share delicious food, build connections, and celebrate the French joie de vivre. That same spirit of care extends to its people. Employees receive generous paid time off, competitive medical and dental coverage, a 401(k) plan with company match, and discounts on gym memberships and wellness programs. To further support wellbeing, the brand invests in counseling services and personalized financial wellness resources.

The Dallas Support Center serves as the hub of la Madeleine’s culture, home to a passionate team that lives the purpose: “We spark joy every day.” Corporate team members regularly work café shifts to stay close to the guest experience, while also giving back to the community through food bank service and local volunteerism. A vibrant culture thrives here, with hybrid work schedules, a free Friday afternoon each week, and playful traditions like the annual cornhole tournament, March Madness shootout, and office Olympics.

The brand is equally proud of its café teams, where loyalty runs deep. More than one-third of general managers began as hourly employees, and the average manager tenure is 7.4 years—well above the industry norm. la Madeleine also leads its category in hourly retention, thanks in part to annual listening sessions that give field team members a voice in shaping the company’s future. Recognition from Black Box Intelligence’s Heart of the Workplace and the Greater Dallas Business Ethics Award underscores this people-first culture.

CEO John Dillon, who joined the brand earlier this year, captured it best: “I’m honored to be part of this legacy brand, energized by the passion and enthusiasm that will carry us forward and continue to spark joy in the lives of others.”

Portillo’s

Locations: 96

Portillo’s has built a reputation in which team members can thrive professionally and personally. Flexible schedules allow part-time and full-time employees to balance work with other pursuits, while free meals, competitive pay, performance bonuses, and daily pay options enhance the daily experience. General managers and market managers have access to stock grants, an Employee Stock Purchase Plan, and paid leave programs, while corporate, restaurant, and plant teams enjoy comprehensive benefits, including health insurance, 401(k) options, parental leave, and wellness programs that now include mental health support and diabetes and hypertension coverage.

Career growth is important to the brand’s approach. Team members can advance through structured development programs, including the Ignite program, LinkedIn Learning, BetterUp coaching, and an accelerated leadership track for those pursuing management roles. Portillo’s hosts an annual General Manager Summit and recognizes outstanding performance through awards tied to its core values—Family, Greatness, Energy, and Fun. The Franks A Lot Fund provides each restaurant with $250 monthly to celebrate employees who go above and beyond.

Recognition extends beyond traditional awards. Internal initiatives like the Maxwell Street Mavens program empower team members to create authentic content that reflects their experiences and contributes to company training and marketing materials. These opportunities allow employees to showcase creativity and influence how Portillo’s communicates its culture internally and externally.

Portillo’s also emphasizes community and collaboration. Team members often recruit friends and family, and the environment encourages everyone to pitch in when extra support is needed. New Restaurant Openings and Field Development projects offer hands-on leadership experience while contributing to company growth.

The combination of competitive benefits, intentional development, recognition programs, and a supportive culture has helped Portillo’s retain employees and foster a workplace where people feel valued, connected, and motivated to grow with the company.

Starbird

Locations: 18

Starbird offers a culture that supports growth, learning, and opportunity. Employees have access to structured development programs, hands-on training, and the Training Growth Program, which allows hourly team members to advance up to district manager roles. Educational support is robust, with tuition reimbursements of up to $5,000 per year per employee, language learning programs, and assistance for online and vocational studies. Salaried employees receive 401(k) benefits, and financial support for work-related expenses, including data and car reimbursements.

The brand recognizes achievement through a competitive bonus program for general managers and provides health insurance, free meals on shift, discounted meals off shift, and flexible options for corporate staff. Starbird actively invests in internal mobility. One training manager began as an hourly employee and now leads company-wide training, while two sisters advanced from hourly team members to general managers in Palo Alto and Cupertino. Marketing and support staff are encouraged to attend national conferences to network, learn, and bring back new ideas that strengthen the company.

Starbird places high value on diversity and inclusion. Over 94 percent of employees come from diverse backgrounds, and language support ensures team members can build confidence and succeed regardless of their first language. The brand also promotes equity, recognition, and shared success through educational assistance, equity options, and performance-based bonuses.

Core values such as “reach for your personal peak” and “hype your crew” shape everyday operations, creating an environment where team members can advance, feel valued, and contribute meaningfully to Starbird’s ongoing success.

Checkers & Rally’s

Locations: 729

Checkers & Rally’s operates 729 locations and provides employees with a comprehensive mix of health, financial, and lifestyle benefits. Team members and their families have access to virtual primary, urgent, and mental health services with no copay, plus an Employee Assistance Program offering confidential counseling, legal, financial, and caregiving resources. Eligible staff receive company contributions to health savings accounts, disability coverage, and life and accidental death insurance. A 401(k) program with company match, tiered vesting, and voluntary options such as accident and critical illness insurance strengthen financial security. Additional support includes LegalShield, IDShield, emergency grants through the CARE Fund, and optional pet insurance. Discounts extend beyond the workplace, including a 30 percent meal benefit and savings on entertainment and travel through Tickets at Work. Professional development is supported with access to ed2go’s 750+ online courses after 90 days of employment.

The company’s culture is described as collaborative, fast-moving, and inclusive, reflecting the brand’s bold character while creating space for employees to feel respected and part of a team. Training and development play a big role, with structured tools and pathways available for workers at every level, from entry-level positions to management. Internal advancement opportunities are common, encouraging those who want to pursue long-term careers in foodservice.

Employees consistently note the camaraderie within their restaurants, where teamwork is vital to delivering efficient and caring guest service. Many also appreciate the flexibility of scheduling, which supports students, caregivers, and others managing outside responsibilities.

Checkers & Rally’s defines itself as more than a workplace. Effort and contribution are recognized, and growth is encouraged at every stage. The combination of support, opportunity, and team connection contributes to its standing as a strong brand for people seeking both employment and career development in the restaurant industry.

Velvet Taco

Locations: 53

Velvet Taco calls its employee community the “Velvet Tribe,” a reflection of its culture rooted in individuality and shared strength. Hourly team members receive flexible scheduling, tip sharing, advancement opportunities, low-cost health coverage, and complimentary tacos and branded merchandise. Managers are rewarded with quarterly performance bonuses, full medical, dental, and vision insurance, paid time off, 401(k) participation, and company-paid disability and life insurance. The Restaurant Support Office adds benefits such as a floating birthday holiday, flexible scheduling, and the same suite of healthcare and retirement options.

A distinctive initiative is the Stand Together Fund, created to provide direct financial assistance when employees face personal crises, from natural disasters to medical emergencies. In keeping with the company’s culture, this fund reinforces the idea that the Tribe looks out for its own. Another unique perk is the brand’s willingness to cover the cost of Velvet Taco tattoos, a symbolic nod to the company’s celebration of loyalty and authenticity.

Guided by four values—Be Relentless, Stand Together, Be a Rebel, and Kick Ass & Take Names—Velvet Taco maintains a culture where creativity, curiosity, and unconventional thinking are encouraged. Employees are urged to challenge norms, collaborate, and bring bold energy to their daily roles.

Career development is a major theme, with the company emphasizing internal promotion and creating paths to leadership. Rapid expansion, including international growth, provides additional opportunities for advancement across multiple functions. Team members also influence the guest experience through menu innovation, contributing ideas to the Weekly Taco Feature and participating in Tacopalooza, a contest where employees compete to have their creations featured.

Dave’s Hot Chicken

Locations: 338

Dave’s Hot Chicken defines its culture through bold recognition and life-changing rewards. When the brand partnered with Roark Capital, every support center employee, store manager, and assistant manager received a bonus roughly equal to a year’s salary. Nearly 20 individuals became millionaires, a decision leadership viewed as a direct investment in the people who helped grow the brand. The transaction was also a reflection of CEO Bill Phelps’ and the brand’s founders’ higher-purpose goal of transforming people’s lives. Many employees have used their bonuses to take life-changing steps—buying their first homes, investing in businesses, saving for retirement, and even starting families.

Outside of milestone events, Dave’s routinely surprises employees with retreats and conventions in distinctive locations—from Hawaii to Monte Carlo, Bourbon Street to the Versace Mansion—meant to celebrate success and strengthen team bonds.

The brand offers financial and lifestyle benefits designed to support employees well beyond the restaurant. These include competitive wages, incentive programs, a 401(k) with immediate vesting and Safe Harbor Match, company-sponsored life insurance, auto and gym reimbursements, and stipends for cell and internet use. Support Center staff receive free daily lunches, unlimited snacks, and summer half-day Fridays.

Personal growth is addressed as actively as financial well-being. The annual Think Bigger Conference combines workshops and leadership training for restaurant and corporate employees, encouraging them to map out ambitious futures—whether inside or outside of Dave’s. Education assistance covers the cost of relevant coursework, removing barriers to skill development.

Equally important are the quieter moments of care. The company has paid off a home for an employee battling a serious illness and covered medical expenses for procedures not included in insurance plans. These gestures reinforce a belief that taking care of people must be both public and personal.

The overall result is an organization where employees feel recognized, supported, and driven to give their best. Dave’s Hot Chicken demonstrates through tangible action that its growth is inseparable from the people behind it.

Potbelly

Locations: 447 (company-owned: 340, franchised: 107)

Potbelly puts people at the center of its strategy through a mix of benefits, growth opportunities, and cultural practices that emphasize inclusion and positivity. Employees have access to a wide range of insurance plans—medical, dental, vision, disability, life, and voluntary coverage—along with a 401(k) match of 50 cents per dollar up to 4 percent. Paid parental leave, paid holidays, flexible spending accounts, domestic partner benefits, and commuting savings round out the package. Flexibility is embedded into scheduling for shop employees, while most corporate staff have the option of remote work.

Recognition and incentives cut across all levels. Hourly workers share in pooled tips, adding several dollars per hour to wages. Management participates in programs like “Share the Wealth,” an uncapped bonus structure, and top-performing general managers are rewarded with a five-day recognition trip. Advancement is not abstract—senior leaders, including the VP of Operations and VP of Supply Chain, started in entry-level or mid-level roles and built long tenures with the brand. Training and development programs continue to support that internal pipeline.

Potbelly also invests heavily in dialogue. Quarterly skip-level meetings, open-door policies, and CEO “Stove Chats” allow direct communication across the organization. The “Potbelly Threads” program gives shop employees freedom to choose their attire, a small but deliberate step toward personal expression.

Service to communities is another defining element. Through Potbelly Serves, teams volunteer with food banks, youth programs, animal shelters, and national service initiatives. The Potbelly Gives charity fund provides direct financial help to employees and families facing emergencies, with more than $120,000 distributed since 2012.

Taken together—comprehensive benefits, recognition programs, career mobility, flexibility, and community involvement—Potbelly creates an environment where employees see clear value in their roles and pride in belonging to the brand.

Aroma Joe’s

Locations: 116

Aroma Joe’s links its identity closely to community engagement and ethical sourcing. Through its AJ’s Cares initiative, employees and franchisees participate in philanthropic efforts and local fundraising. The company’s coffee blends are Rainforest Alliance Certified, sourced through a Coffee Farmers Group of 40 family-owned farms in Honduras, reinforcing its commitment to sustainable practices and respect for farming communities. This approach allows employees to feel directly connected to a product that is responsibly grown and positively impacts lives beyond their shops.

The brand’s mission, “Positively Impacting People,” is reflected in everyday operations as well. Drive-thru interactions are handled face-to-face rather than through a speaker, creating space for genuine connections with customers in what is typically an impersonal setting. That emphasis on human interaction has helped make Aroma Joe’s a commuter favorite and strengthened its reputation as more than a stop for coffee.

Benefits for employees include health, dental, and vision insurance; life insurance; 401(k) plans; disability coverage; tuition assistance; and bonus and appreciation incentives. The hybrid work model at the support office adds flexibility, while shop-level staff enjoy free coffee and AJ’s Rush energy drinks.

The company also invests in employee growth with programs like Fueling Up Success, which introduces baristas and team leads to the skills required for franchise ownership. Many positions are filled locally, from high school students to college workers, with a focus on building career pathways that can extend into business ownership.

Founded 24 years ago by four cousins in a 96-square-foot hut, Aroma Joe’s has grown into a recognized beverage franchise with handcrafted coffee, flavored infusions, and signature energy drinks. Its expansion continues, offering franchise opportunities with competitive entry costs and reduced fees for veterans.

Shake Shack

Locations: 621 (company-operated: 352, licensed:259)

Under CEO Rob Lynch, the company’s first strategic pillar is “Build a Culture of Leadership,” a philosophy rooted in the belief that caring for team members enables them to care for guests. This approach is expressed through enlightened hospitality and a robust set of leadership programs that prepare employees at every level to grow into bigger roles.

Training begins with two weeks for hourly staff, covering every station in the Shack. Managers receive up to eight weeks of preparation that blends technical and leadership skills. More advanced opportunities include Shift Up, an 18-week path for hourly team members to step into salaried roles, and Lead to Succeed, which supports newly promoted managers. In 2024, the company promoted more than 3,450 people across its system, while retaining every graduate of Shift Up.

Benefits mirror this emphasis on investment. Eligible employees receive medical, dental, and vision coverage, company-paid life and disability insurance, parental leave, and access to mental health support from day one. Financial stability is supported through a 401(k) with company match, performance-based bonuses, equity opportunities for general managers, and regular merit reviews. Lifestyle perks include discounted meals, national partner discounts on travel and hotels, and Shack-branded gear.

Shake Shack’s charitable arm, the HUG Fund, is funded by team members and has distributed more than $440,000 in grants to over 220 colleagues in crisis. Externally, the company advances its mission to “Stand for Something Good” by sourcing responsibly, contributing to community causes, and creating opportunities for employees to volunteer. Recognition has followed: a 100 percent score on Human Rights Campaign’s Corporate Equality Index, inclusion on Forbes’ Best Employers for Diversity, and a place on Newsweek’s America’s Greatest Workplaces.

Penn Station

Locations: 322

Penn Station East Coast Subs has combined four decades of brand tradition with a consistent commitment to people. Since 2014, the company has fully funded the National Down Syndrome Adoption Network, contributing more than $2 million and supporting events through tournaments and local fundraisers. This long-term partnership underscores a philosophy that success is measured not only in sandwiches sold but in communities strengthened.

Inside the organization, growth is built into the system. With 99 percent of its restaurants franchise-owned, Penn Station has fostered a culture where summer employees can eventually become franchisees. Many have followed that path, including the company’s own president, who began as a summer intern before rising to top leadership. To expand those opportunities, Penn Station introduced its Managing Owner/Operator Program, opening pathways for motivated team members to move from the shop floor to store ownership.

Training has been transformed through My Penn Path, a proprietary digital platform created entirely in-house and recognized by Training Magazine. Combining gamification with learner-centered tools, it streamlines onboarding, improves knowledge retention, and provides franchisees with consistent resources. The platform not only raises performance standards but also anchors the brand’s culture of development and opportunity.

Employees benefit from a system that prizes entrepreneurship and career progression. The “people-first” philosophy runs through training, recognition, and the franchise structure itself, which is designed to open doors for those with ambition. At every stage, team members are shown that growth is possible.

Beans & Brews

Locations: 89

Beans & Brews Coffeehouse has a history of growth from within. Many of its leaders and franchise owners began as baristas, store managers, or entry-level assistants before moving into senior positions, including vice president roles. Long tenure is common, with employees staying five, ten, even twenty years. That pattern of loyalty reflects the culture the company has nurtured since opening in Salt Lake City in 1993.

The brand now operates 89 locations across five states. Despite its expansion, it retains a family-oriented atmosphere where recognition and celebration are a regular part of life. Monthly gatherings recognize both professional accomplishments and personal milestones—marriages, anniversaries, and new family members. Annual system-wide meetings are less conference, more reunion, where achievements are marked alongside games, shared meals, and charitable efforts. At its most recent event, a Cold Brew Relay and lighthearted pie tosses helped raise $1,000 for CORE, an organization that supports restaurant workers and their families in crisis.

Perks extend beyond standard benefits. Employees receive a pound of coffee every week, $50 in gift cards each month, access to a full kitchen in the training center, and use of an on-site gym. These gestures underline the company’s commitment to wellness, connection, and enjoyment at work.

The past year brought record store openings, expansion into new markets, and the launch of new beverage platforms, all celebrated at the first official “family reunion.” Associates and franchisees joined around a vision to “rejuvenate the world with coffee and mountain vibes,” guided by core values that have defined the company since its founding.

Beans & Brews shows that growth and culture can evolve side by side. Its focus on recognition, unique perks, and career pathways has created a brand where people stay, succeed, and celebrate together.

Marco’s Pizza

Locations: 1,248

Marco’s Pizza runs on a simple idea: people first, mission always. Most employees work for franchisees, where benefits can include healthcare, continuing education, profit-sharing, and even paths to ownership. Incentives vary by operator—bonuses, recognition programs, and flexible schedules are common. The franchisor supports this structure with training, development, and leadership pipelines that reach across the system.

Education is a core focus. Marco’s University offers foundational training. MULE and MILE leadership programs prepare managers for greater responsibility. A partnership with Bellevue University opens doors to further study. On monthly systemwide calls, three General Manager All-Stars are recognized, bringing visibility and reward to high performers.

Growth is everywhere in the brand’s design. Franchisee tools like the We’re Golden platform help embed culture in stores. Coaching materials, service training, and feedback loops are part of the package. The goal is consistent: empower store teams, reinforce hospitality, and build workplaces rooted in respect. By 2025, 700 teams are expected to be trained on this model.

Support goes deeper than development. The Slice of Support fund provides financial aid when employees face hardships—covering losses from disasters or helping families in crisis. The Marco’s Pizza Foundation expands that reach, addressing hunger prevention, workforce development, entrepreneurship, and education. Partnerships with groups like Junior Achievement USA connect employees and communities to bigger opportunities.

The brand positions itself as more than a stepping-stone job. It offers advancement for those who want careers, flexibility for those balancing responsibilities, and respect for all who contribute. From the kitchen line to corporate offices, Marco’s tells its people they are seen, heard, and valued.