Sweetgreen Introduces Incentive Plan with $200,000-Plus Potential for Restaurant Managers

Sweetgreen is introducing a compensation plan that gives its highest-performing restaurant managers an opportunity to earn more than $200,000 as the fast casual chain invests in employee development and prepares to reach 300 locations.

Incentive plan details

The Head Coach Incentive Plan, which takes effect in the first quarter of fiscal 2027, ties compensation to a restaurant’s sales volume and growth, as well as a manager’s tenure. Head Coaches with at least three years at Sweetgreen who lead its highest-volume restaurants can reach the $200,000 threshold through a combination of base salary, a new revenue-share bonus, and company equity.

Under the plan, top-performing managers can move into higher salary tiers as their restaurant’s volume grows. The revenue-share bonus rewards managers when their locations exceed sales goals, with the potential payout increasing based on tenure. Head Coaches are also eligible for equity based on performance.

“The restaurant industry has always been one of the great engines of opportunity, and we want to make that real for thousands of people,” Sweetgreen cofounder and CEO Jonathan Neman said. “At sweetgreen, a Team Member can grow into a Head Coach running a multimillion-dollar business, earning a six-figure income and owning equity in a public company.”

The incentive plan accompanies Sweetgreen’s Head Coach Restaurateur Program, which offers additional compensation and development opportunities to selected managers. Regional general managers nominate candidates, who are then interviewed by the company’s CEO and COO.

Restaurateurs receive customized training, year-round mentorship from senior leaders, and a higher base salary. They can also earn a $10,000 bonus each time they develop a team member into a Head Coach, with no limit on the number of bonuses.

Company development initiatives

Sweetgreen said it is rebuilding its training programs, creating paths from restaurants into support office roles, and introducing annual merit increases for eligible team members. The chain operates 289 locations nationwide.

The compensation announcement follows the appointment of Lauren Crowley as chief people officer, effective October 26. Crowley previously served as senior vice president of human resources at OC Sports & Entertainment and held roles at Expedia Group and Starbucks. She succeeds Adrienne Gemperle, who will work with Crowley through the end of the year.

“We want our Head Coaches to think and act like owners, building strong teams, delivering great restaurant hospitality, earning customer loyalty and growing a profitable business,” Sweetgreen COO Jason Cochran said. “By tying their compensation directly to performance, we give them a real stake in the results they drive. We believe this creates a compelling reason for great leaders to join sweetgreen, stay with us and drive performance. It also gives our Team Members something meaningful to work toward as they develop into future Head Coaches.”

The Head Coach Incentive Plan, which takes effect in Q1 2027, ties compensation to a restaurant’s sales volume and growth, as well as a manager’s tenure. Head Coaches with at least three years at Sweetgreen who lead its highest-volume restaurants can reach the $200,000 threshold through a combination of base salary, a new revenue-share bonus, and company equity.

“The restaurant industry has always been one of the great engines of opportunity, and we want to make that real for thousands of people,” Sweetgreen cofounder and CEO Jonathan Neman said in a statement. “At sweetgreen, a Team Member can grow into a Head Coach running a multimillion-dollar business, earning a six-figure income and owning equity in a public company.”

“We want our Head Coaches to think and act like owners, building strong teams, delivering great restaurant hospitality, earning customer loyalty and growing a profitable business,” Sweetgreen COO Jason Cochran said in a statement. “By tying their compensation directly to performance, we give them a real stake in the results they drive. We believe this creates a compelling reason for great leaders to join sweetgreen, stay with us and drive performance. It also gives our Team Members something meaningful to work toward as they develop into future Head Coaches.”