they come to CAVA? What’s their story?
Ike: It’s one of my favorite things we do.
What kind of employees do you look
Ted: We have a whole team of recruiters. We also promote from within,
which is something we’ve done from
day one. I think with our growth plan—
to open 30 stores in 2019, and another
30-something in 2020—everyone sees
opportunity. ;e $13 an hour we went
to really helped. People found us. Even
in Charlotte [North Carolina], where
the minimum wage is maybe 8, 9 bucks,
we’re paying $13.
Ike: We also have very strong benefits.
We want to be able to hire people who
make a career out of this. When we first
started, we’d meet people in the restaurant who would be like, ‘Well, I’m doing
this for now.’ It was like, ‘Why? Do you
not enjoy this?’ A lot of people enjoy it,
we enjoy it. We love it.
Dimitri: It’s very satisfying work. It really
is. From a kitchen standpoint, there’s
camaraderie, you meet so many people
from so many di;erent walks of life. You
go from working with someone you’ve
never met to them being your right hand
and knowing every move they make. You
can’t find that in a lot of jobs.
Moving on to the acquisition of Zoës
Kitchen, tell me why this is a good
Ike: We have a shared heritage. Greek-Americans started Zoës. And they have
a great real estate footprint, especially
in the South.
So I know there’s a lot of uncertainty
over how the purchase—once it goes
through—will affect the menus. I
actually went to Zoës Kitchen yesterday, and after eating there I feel like
you’re going to want to make some
Dimitri: At the end of the day, they have
some great things going on, and we have
some great things going on. ;ey do
some things wrong, and we’re not perfect, either. So I think we take a lot of
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