Blog 10: Questions to Ask Before Hiring a Consultant
Choosing the right consultant can feel overwhelming. There are plenty of people who promise results, but not everyone will be the right fit for your restaurant. I have seen operators waste money on consultants who looked impressive on paper but did not understand their concept, culture, or market. I have also seen restaurants transform when they partnered with the right consultant who felt like an extension of their team. The difference comes down to asking the right questions up front. This guide is designed to give you the questions that matter most, with examples of what good answers look like and what should give you pause.
What Is Your Experience With Restaurants Like Mine
A consultant who has worked only with fine dining groups may not be the best fit for a fast casual concept, and vice versa. One independent operator I knew hired a consultant with strong hotel background to help with their neighborhood café. The advice was polished but completely impractical for their scale. Staff felt overwhelmed and nothing changed. When they switched to someone who had actually grown small cafés, the results were immediate. Always ask for relevant experience, not just impressive credentials.
How Do You Measure Success
Some consultants will talk about deliverables, but you need to know how they measure outcomes. For example, one polished casual brand I worked with brought in a consultant who delivered a thick binder of manuals. Six months later, none of it was being used and guest complaints had not improved. By contrast, another consultant I know tied success to specific KPIs like lower labor costs, reduced turnover, and higher guest satisfaction scores. Those are measurable results that drive the business forward. Ask how they will measure success in your restaurant.
What Will Working Together Look Like Day to Day
One of the biggest frustrations I hear from operators is that a consultant handed them advice and disappeared. The best consultants feel like partners. They join pre-shift meetings, stand in the kitchen, and sit with the leadership team. I once worked with a corporate group that brought in a consultant who never stepped into the units. Everything was handled from a distance. The result was a plan that looked good but did not reflect daily reality. When they replaced that person with someone who spent time on the ground, the execution finally stuck. Ask what the day-to-day partnership will look like so you know what to expect.
Can I Speak to Past Clients
Any consultant worth hiring will have past clients who are willing to talk. References are not about hearing perfection. They are about hearing how challenges were handled and what the outcome looked like. If a consultant hesitates or only provides one contact, that should raise questions. When you hear from multiple past clients who felt supported and saw real results, you know you are on the right track.
How Do You Approach Team Culture and Retention
Operations are about people as much as systems. A consultant who ignores culture will not deliver long-term results. I worked with a regional chain that had great systems but high turnover. The missing piece was culture. Once they hired a consultant who helped build recognition programs and leadership pipelines, retention improved dramatically. When you ask about culture, listen for answers that include staff development, recognition, and retention, not just checklists.
Red Flags to Watch For
There are warning signs to look out for when hiring. Be cautious if a consultant promises overnight success or guarantees results without first learning your business. Be wary if they talk more about themselves than about your team and your goals. And avoid anyone who cannot give you clear examples of past success in similar operations. Hiring the wrong consultant wastes money and time. Hiring the right one can transform your business.
Mini Case Study: Asking the Right Questions
One independent pizza operator I worked with took the time to ask a consultant about their approach to staff training. The answer included clear systems, role-play, and leadership coaching. They hired that person and within six months, turnover dropped by 25 percent. Another operator skipped the questions and hired based on a polished pitch. Three months and $40,000 later, nothing had changed. The difference came down to asking the right questions before signing a contract.
Checklist: Questions to Print and Bring to Your First Consultant Meeting
1. What is your experience with restaurants like mine
2. How do you measure success
3. What will working together look like day to day
4. Can I speak to past clients
5. How do you approach team culture and retention
6. What red flags should I be aware of when hiring any consultant
If you want to learn more about choosing the right consultant, revisit Blog 3: How to Choose the Right Restaurant Consultant. If you are curious about why operations matter more than advertising, check out Blog 8: Why Operational Excellence Matters More Than Advertising.
If you are thinking about bringing in outside help, start by asking the right questions. We would love to have that conversation with you and show you what a true partnership can look like.
At Eustress and Demeter, we believe that consulting should feel like support, not criticism. Asking the right questions ensures you get a partner who helps you build the future you want.