7 Brew Baller
Brewtopia 7 Brew Coffee · Buffalo, NY · 1 mo ago
On-siteOTHRFull-time
We need to output HTML fragment with sections only if posting has real specific content. The posting includes: Description (but we shouldn't repeat job title). There's "Reports To: Baller Manager (BM) Oversees: Brewistas on the shifts they run Grounded In: Baller Basics — the Brewtopia Leadership Manual". That's metadata; we can fold into a short for section headings (e.g. About the role, Responsibilities, Requirements, Qualifications, Skills, Benefits, Pay, Schedule). So we should map content to those headings where appropriate. We have Requirements (list of qualifications). We have Responsibilities (list of duties). We have Qualifications (list). We have maybe "Brewed Perks: Competitive Pay & Travel Opportunities" which is benefits/pay. So we can have Benefits heading with that content. Pay maybe not specified beyond "Competitive Pay". That's vague but still mentions pay. However instruction: never create Pay/Schedule/Benefits sections unless posting actually states them. It says "Competitive Pay & Travel Opportunities". That's a statement about pay and travel opportunities. So we can include Benefits (maybe also Pay). But we should avoid thin sections. Could combine Benefits and Pay into one Benefits section? The instruction says use headings like Benefits, Pay, Schedule. We could have Benefits heading with that content. Pay maybe not needed separately if not detailed. We'll include Benefits with that line.
We also have "Position Summary" which could be "About the role". Use
. Let's parse:
- Run the Shift Deliver the Big 3 on every interaction: an authentic conversation, open body language, and a genuine smile
- Hit the 4 Keys every shift — First Impressions, Guest Service, Drink Quality, and Consistency
- Run the ACT framework (Apologize, Care, Thank) any time an experience falls short
- Ask & Educate guests who are new to coffee or new to 7 Brew, instead of assuming they know what to order
- Keep pace and flow across Shots, Milk, Texter, and Lane so no position is carrying the shift alone
- Be the Exemplary Baller Model great guest service, positive energy, accuracy, and calm leadership under pressure on every shift
- Live the 7 Brew mission — to cultivate kindness, joy, and connection one cup at a time — in how you treat guests and teammates
- Lead with kind confidence: direct without being harsh, holding the standard without being rigid
- Represent the Brewtopia brand consistently, on shift and off
- Train Brewistas Build every Brewista through the training cycle: Show It ? Do It ? Refine It ? Own It
- Teach not just the Way but the Why behind every standard — Brewistas who understand why protect the standard even when no one's watching
- Adapt your teaching style to how each Brewista learns best — never change the standard itself
- Deliver hip-to-hip coaching at every position, not from across the stand
- Coach and Give Feedback Use Acknowledge ? Correct ? Reset for every correction — acknowledge effort, correct the specific gap, reset the expectation
- Use the Feedback Formula: "I noticed… Because… Next time… I know you can…"
- Celebrate growth as deliberately as you correct mistakes — what gets celebrated gets repeated
- Stay calm under pressure and never disagree with another leader in front of the team
- Hold the Standard The standard you walk past is the standard you accept — address small gaps before they become habits
- Own machine maintenance and stand cleaning between drinks, not just at close
- Protect health code standards — handwashing triggers, milk temps, and cross-contamination prevention — without being asked
- Funnel issues with intention: fix it now, circle up after the shift, or funnel it up — depending on what the issue actually calls for
- Communicate with the Baller Manager Give real-time visibility into how the shift, the team, and any newer Brewistas are actually doing
- Flag culture or performance concerns early — gossip, low effort, repeated mistakes — rather than letting them ride
- Communicate often, not only when something goes wrong
- Own Shift Flow & Cleanliness Protect pace, flow, and cleanliness across the whole shift
- Support Lane hopping and position coverage when the team is short-staffed
- Leave the stand better for the next shift through strong end-of-shift ownership
- Grow Yourself, 1% at a Time Start every shift with a grateful heart and set the tone in the first 5 minutes
- Identify one thing to improve each shift — and actually work on it
- Reflect after every shift: "Did I make someone better today?"
That's many items. We'll output each as .
Qualifications list: from "Qualifications" heading:
- Demonstrated mastery of Baller Basics — the Way and the Why behind every standard
- Proven ability to deliver the Big 3, the 4 Keys, and the ACT framework consistently under pressure
- Comfortable coaching Brewistas hip-to-hip using Acknowledge ? Correct ? Reset
- Kind confidence — direct without being harsh, consistent without being rigid
- Alignment with the 7 Brew mission and core values: Kindness, Energy, Authenticity, Connection, Creativity
We'll output each as .
Benefits: "Brewed Perks: Competitive Pay & Travel Opportunities". We'll output
. Then Position Summary paragraph. Then Requirements (maybe heading). Then Key Responsibilities (list). Then "What Success Looks Like" maybe as a section? Could be considered "Expectations" but not a standard heading. The instruction: use
for section headings (e.g. About the role, Responsibilities, Requirements, Qualifications, Skills, Benefits, Pay, Schedule). So we should map content to those headings where appropriate. We have Requirements (list of qualifications). We have Responsibilities (list of duties). We have Qualifications (list). We have maybe "Brewed Perks: Competitive Pay & Travel Opportunities" which is benefits/pay. So we can have Benefits heading with that content. Pay maybe not specified beyond "Competitive Pay". That's vague but still mentions pay. However instruction: never create Pay/Schedule/Benefits sections unless posting actually states them. It says "Competitive Pay & Travel Opportunities". That's a statement about pay and travel opportunities. So we can include Benefits (maybe also Pay). But we should avoid thin sections. Could combine Benefits and Pay into one Benefits section? The instruction says use headings like Benefits, Pay, Schedule. We could have Benefits heading with that content. Pay maybe not needed separately if not detailed. We'll include Benefits with that line.
We also have "Position Summary" which could be "About the role". Use About the role
with paragraph.
We have "Requirements" heading maybe for qualifications? Actually there is a "Requirements" section with bullet list of responsibilities? Wait the posting: after Position Summary, there is "Requirements" heading then "Key Responsibilities". Actually the text:
Requirements
Key Responsibilities
Run the Shift ...
...
So "Requirements" maybe a heading then "Key Responsibilities" subheading? But we need to follow instruction: use for section headings (e.g. About the role, Responsibilities, Requirements, Qualifications, Skills, Benefits, Pay, Schedule). So we can have Requirements
then maybe a
Requirements
then maybe asummarizing? But the content after Requirements is actually "Key Responsibilities". So maybe we treat "Requirements" as a heading for the list of responsibilities? However there is also a separate "Qualifications" later. So we should map: Responsibilities section = list of duties (Run the Shift, etc). Qualifications section = list of qualifications (Demonstrated mastery..., etc). Requirements maybe not needed; but we could treat "Requirements" as a heading for responsibilities? But the instruction says we can use Responsibilities heading for duties. So we will output:
About the role
... (Position Summary)
Responsibilities
- ... each duty
Qualifications
- ... each qualification
Benefits
Competitive Pay & Travel Opportunities
We must not repeat job title. No markdown. Only HTML fragment. We need to preserve all substantive information. Let's extract details. Position Summary paragraph: "The Baller is the standard on every shift they run. Before a Baller can train anyone else, they live the standard themselves — Model, Teach, Protect — every shift, whether the Baller Manager is on the floor or not. Where a Baller Manager leads the whole team over time, a Baller leads one shift at a time — setting the tone, running the positions, and turning Brewistas into confident, standard-holding teammates through hands-on coaching and real-time feedback. "I don't just train Brewistas. I transform them." — applied every shift, one Brewista at a time." We'll put that in. Responsibilities list: from "Key Responsibilities" bullet points (though not marked with bullets). We need to extract each duty as separate
Competitive Pay & Travel Opportunities
under Benefits heading. We also have metadata: Reports To: Baller Manager (BM) Oversees: Brewistas on the shifts they run Grounded In: Baller Basics — the Brewtopia Leadership Manual. We can fold into a shortmaybe after About the role? Or before? Probably after About the role as a short paragraph. We'll include a
containing that metadata. Make sure not to include boilerplate like EEO etc. There's none. Now produce HTML fragment:
About the role
The Baller is the standard on every shift they run. Before a Baller can train anyone else, they live the standard themselves — Model, Teach, Protect — every shift, whether the Baller Manager is on the floor or not. Where a Baller Manager leads the whole team over time, a Baller leads one shift at a time — setting the tone, running the positions, and turning Brewistas into confident, standard-holding teammates through hands-on coaching and real-time feedback. "I don't just train Brewistas. I transform them." — applied every shift, one Brewista at a time.
Reports To: Baller Manager (BM) Oversees: Brewistas on the shifts they run Grounded In: Baller Basics — the Brewtopia Leadership Manual
Responsibilities
- Run the Shift Deliver the Big 3 on every interaction: an authentic conversation, open body language, and a genuine smile
- Hit the 4 Keys every shift — First Impressions, Guest Service, Drink Quality, and Consistency
- Run the ACT framework (Apologize, Care, Thank) any time an experience falls short
- Ask & Educate guests who are new to coffee or new to 7 Brew, instead of assuming they know what to order
- Keep pace and flow across Shots, Milk, Texter, and Lane so no position is carrying the shift alone
- Be the Exemplary Baller Model great guest service, positive energy, accuracy, and calm leadership under pressure on every shift
- Live the 7 Brew mission — to cultivate kindness, joy, and connection one cup at a time — in how you treat guests and teammates
- Lead with kind confidence: direct without being harsh, holding the standard without being rigid
- Represent the Brewtopia brand consistently, on shift and off
- Train Brewistas Build every Brewista through the training cycle: Show It ? Do It ? Refine It ? Own It
- Teach not just the Way but the Why behind every standard — Brewistas who understand why protect the standard even when no one's watching
- Adapt your teaching style to how each Brewista learns best — never change the standard itself
- Deliver hip-to-hip coaching at every position, not from across the stand
- Coach and Give Feedback Use Acknowledge ? Correct ? Reset for every correction — acknowledge effort, correct the specific gap, reset the expectation
- Use the Feedback Formula: "I noticed… Because… Next time… I know you can…"
- Celebrate growth as deliberately as you correct mistakes — what gets celebrated gets repeated
- Stay calm under pressure and never disagree with another leader in front of the team
- Hold the Standard The standard you walk past is the standard you accept — address small gaps before they become habits
- Own machine maintenance and stand cleaning between drinks, not just at close
- Protect health code standards — handwashing triggers, milk temps, and cross-contamination prevention — without being asked
- Funnel issues with intention: fix it now, circle up after the shift, or funnel it up — depending on what the issue actually calls for