General Manager

Core Responsibilities and Expectations Run FOH operations at Marzae Cellar + Provisions while delivering exceptional customer service at a high volume and the lowest possible cost, including but not limited to: Must be highly motivated & independent leader Hire, train, and mentor FOH staff Create & manage staff scheduling while assuring the leanest staffing possible to achieve a high level of service standard Manage inventory, ordering, & POS management for retail operations Accurately maintain POS for dining operations Effective communication within and across teams Growth mindset and dedication to fostering a positive working environment Exceeding applicable regulatory compliance and operational standards of excellence Managing staff to foster independence and high service standards Effectively lead staff to maximize sales & customer experience Assure FOH finished food is completed to standards set forth by Chef Drive the sale of private events Manage/delegate management of events to assure private bookings’ experience exceeds expectations Plan & manage regular public events that drive attendance & sales Effectively manage Cellar + Provisions social media presence & PR to support reputation & foot traffic Manage FOH budget & continuously monitor financial data to assure optimal profitability Manage customer feedback promptly & professionally while assuring staff are supported in being treated with respect Org Structure Reports to—Reports to the CEO primarily on matters of overall business strategy, financials, and FOH operations. The General Manager will maintain a matrix reporting relationship to the Chef specifically regarding culinary quality, food safety, and the execution of food service standards. Employment is subject to a 90‑day introductory period.

A primary milestone for this period includes the successful completion of cross‑training with the Chef to master 'Kitchen Counter' service standards, ensuring FOH staff are proficient in food finishing and presentation as defined by the Chef. Direct Manages—All FOH staff Anticipated FOH shift labor allocation for reference (ultimate division of labor is at the discretion of the General Manager but we anticipate FOH staff will all at a minimum be fully trained on all food and beverages and capable of filling in various roles even if they have typical positions): Day‑time Weekdays Preps all drinks & food finishing for POS service station Tends to bar seats Operates POS + oversees retail area Food running & busing for full dining room 3 Team Member Model Preps all drinks & food finishing for POS service station Tends to bar seats Operates POS + oversees retail area Full service server for lounge area Food running & busing for full dining room Peak Times Preps all drinks & food finishing for POS service station Tends to bar seats Supports Bar Lead & POS/Runner Operates POS + oversees retail area Support with food running & busing Full service server for lounge area Food running & busing for full dining room Start Date Salary commencement: Salary will commence three weeks prior to the planned opening date to permit operational preparations. The exact official start date will be confirmed in writing at least 14 days prior to start date but is anticipated to be mid‑June 2026 for an early July opening date.

Pre‑Start Date Provide current ServSafe, TIPs, and CPR certifications prior to start. Be prepared to meet an opening day deadline approximately one month after formal start date—should be prepared to promptly hire & train staff and be ready to setup FOH & retail operations. This offer is contingent on satisfactory completion of onboarding requirements described below.

Employment Status, Classification, Notice, and Hours Employment status: Employment is at‑will and may be terminated by either party at any time. The Company requests, as a professional courtesy, 60 days’ written notice from salaried employees; this request is not a contractual requirement. Classification: This position is classified as Exempt (salaried).

Exempt/nonexempt classification and compensation practices will be administered in accordance with applicable law; any change in classification will be communicated in writing. Hours: Standard schedule will be set in consultation with the CEO; any hours outside the standard schedule must be approved in advance. Overtime and break policies will follow applicable law.

Contingencies and Onboarding Requirements This offer is contingent on satisfactory completion of a background check, verification of eligibility to work, submission of ServSafe and CPR certifications, and execution of required Company agreements (Confidentiality and Invention Assignment Agreement, and equity award documents if applicable). Compensation Base salary: Competitive + 3% Event Admin Fee (commission) Expenses: Business expenses will be reimbursed in accordance with Company policy and require receipts and prior approval where applicable. Annual bonus target: up to 10% of base salary.

Bonus eligibility and payment are contingent upon Company achieving predefined profit and cashflow thresholds and remain subject to final CEO discretion. The Company may adjust bonus calculations for extraordinary or one‑time items. Equity Compensation Subject to shareholder approval and the terms of the Company’s equity plan and award agreements, The General Manager will be granted a new annual equity allocation (the 'Annual Grant') consisting of a base grant of 5,000 shares plus 1,000 additional shares for each completed year of service (for example, Year 1 grant = 6,000 shares; Year 2 grant = 7,000 shares).

Each Annual Grant vests at the end of the 12‑month period following its grant date, subject to shareholder approval and the terms of the Company’s equity plan and award agreement. All grants are subject to Board/shareholder approval, standard dilution and repurchase provisions, and tax withholding as required by law. Vesting is conditioned on continued employment through the applicable vesting date.

Treatment of vested and unvested shares on termination will be governed by the applicable award agreements and equity plan. Capital Raise Incentive: General Manager may be eligible for a discretionary bonus or supplemental equity option grant for any new accredited investor capital introduced and successfully secured for the Company, subject to the CEO’s reasonable determination of attribution and value. General Manager may have the option to invest on terms no less favorable than those offered to the most favored investors at the time of investment, subject to Board approval and applicable securities laws.

Parental Leave Parental leave is available after 12 months of service and may allow extended paid time subject to operational feasibility, CEO approval, and the terms of Company policy; final schedule and pay are at the Company’s discretion and subject to applicable law. Parental leave details, including pay and scheduling, will be provided in the Employee Handbook and are subject to applicable law. Parental leave will not accelerate equity vesting unless expressly stated in a separate agreement.

PTO Generous European‑style PTO—up to 30 days annually. Accrual method, carryover rules, required minimum usage of 20 days, and scheduling policies will be provided in the Employee Handbook. The Company may designate blackout periods or require coverage during peak operating times.

Health Plan Enrollment in Mass General Brigham Health Plan Standard Platinum or a comparable plan is offered with a $35/week pretax payroll deduction; the Company will contribute 50% of dependent premium cost as described in plan documents. Benefits eligibility and effective date are subject to the Company’s standard waiting period, as described in plan documents. At plan renewal the Company may change carriers, modify plan design, or adjust employee contribution levels consistent with federal ERISA requirements and Massachusetts law; the Company will provide any required legally mandated notices, including a Summary of Material Modifications, and will give reasonable advance notice of material changes to benefits.

The Company will make reasonable efforts to select plans and contribution levels that minimize employee cost increases at renewal. #J-18808-Ljbffr