Your Path Through The Academy

Our Philosophy

We believe leadership is a responsibility to take others to places they could not reach on their own. At the core of our program is a simple mission: to be a place of restoration—for our guests, our teams, and our leaders. We develop leaders who are smart in how they think and make decisions, hungry in their pursuit of growth and excellence, and humble in how they learn, serve, and lead others. When these values are lived out consistently, leadership becomes a force for both personal transformation and meaningful impact.

Noblitt Hospitality Academy Structure

Two Paths. One Foundation. Real Business Experience.

The Noblitt Hospitality Leadership Academy is designed to develop leaders who think like owners, grow quickly, and gain hands-on experience running a business from the ground up. Every participant begins at the team member level, learning the day-to-day operations that drive success. From there, leaders progress through structured development pathways tailored to their goals. Read below to learn more about each of our paths.

Business Ownership Path

Phase 1

IMMERSIVE FOUNDATION

The first phase focuses on real exposure to business fundamentals. Leaders begin by learning the core operations of running a business-understanding how teams function, how decisions impact results, and how hospitality and service shape every experience. Leaders begin working primarily in the kitchen and on the front lines of the business. This phase is hands‑on and experiential, setting the stage for deeper leadership development.
KEY EXPERIENCES
-Learning operational systems from the ground up
-Building relationships with the team
-Early exposure to performance expectations and accountability
Phase 2

OPERATIONAL MASTERY

As leaders grow in competence they gain a full-picture understanding of how each decision impacts results. During this phase, leaders progress through our leadership structure to fully grasp each role within the restaurant and how those roles contribute to overall performance and goals. Leaders begin owning data, tracking key metrics, and are held accountable to measurable outcomes as a requirement for continued growth.
KEY EXPERIENCES
-Coaching & Developing Team Members
-Shift Leadership & Execution
-Communications, Accountability, & Influence
Phase 3

Leadership & Ownership Mindset

This phase prepares leaders for director-level responsibility and beyond. Leaders are expected to make strategic decisions, and lead teams at a high level. As responsibilities expand, leaders are supported with strong resources and mentorship while being entrusted to think like an owner and make meaningful business decisions. Those who succeed in this phase rise to challenges, solidify their leadership philosophy, and consistently thrive in high-impact roles.
KEY EXPERIENCES
-Leading Leaders & Full Shifts
-Strategic Decision-Making & Accountability
-Thinking Like an Owner & Driving Results
Phase 4

Ownership Readiness & Operator Prep

This phase is the true launching point for leaders operating at the highest level and preparing for business ownership. Leaders demonstrate consistent excellence across all areas of the restaurant while leading leaders, driving results, and shaping culture. With the support of coaching and mentorship, participants prepare for the Chick-fil-A Owner/Operator interview process by refining their leadership philosophy, business acumen, and personal readiness.
KEY EXPERIENCES
-Full Ownership of Results & Culture
-Operator Level- Coaching & Interview Preparation
-Refining Personal Leadership Philosophy & Ownership Vision

Business Management Path

Phase 1

FOUNDATION & EXPOSURE

This phase introduces leaders to the day-to-day operations of the business while building strong relationships with the team. Leaders begin as team members to gain firsthand experience, establish credibility, and develop a clear understanding of how the restaurant functions at the ground level. This phase lays the foundation for future leadership growth.
KEY EXPERIENCES
-Learning Core Operations through frontline roles
-Building relationships & trust with the team
-Developing consistency, discipline, & work ethic
Phase 2

EMERGING LEADERSHIP

As competence grows, leaders begin stepping into leadership responsibilities and influencing others on shift. This phase focuses on developing communication skills, accountability, and confidence while learning how to lead people effectively in real-time environments. Leaders spend extended time mastering their data & role.
KEY EXPERIENCES
-Leading shift or areas of responsibility
-Coaching & supporting team member performance
-Applying feedback to grow leadership capability
Phase 3

APPLIED MANAGEMENT

In this phase, leaders take ownership of broader responsibilities and begin managing people, processes, and outcomes. Leaders learn how to balance operational excellence with people development while contributing to overall business goals. Leaders serve in a director level role and have the opportunity to lead multiple ares of the business.
KEY EXPERIENCES
-Managing teams and holding others accountable
-Tracking performance metrics and operational results
-Improving systems and processes within the business
Phase 4

DIRECTION & SPECIALIZATION

The final phase is focused on clarity and long-term direction. Leaders refine their strengths, identify where they add the most value, and continue growing depth in specific areas of the business. This phase prepares leaders for sustained leadership roles and future opportunities. This process is custom for each individual.
KEY EXPERIENCES
-Identifying leadership strengths and niche areas
-Developing depth in key operational or people-focused roles
-Preparing for long-term leadership growth and advancement

The Selection Process

Application Submission

Visit the links below to apply for the program path that best fits your goals. All applications are reviewed personally, and next steps will be communicated via email.

Final Interviews

Local candidates are invited to spend a full day with our team as the final phase of the interview process. During this experience, candidates meet multiple team members, tour the restaurants, and gain insight into the culture and history of both Chick-fil-A and Chick-fil-A Murfreesboro. For non-local candidates, we offer a virtual interview day that provides the opportunity to meet our full interview team and learn more about our culture and benefits.

Video Interview

If selected to move forward, candidates will receive an invitation to complete an asynchronous video interview. This interview can be completed at the candidate’s convenience within one week of receiving the link.

Final Decision & Offer

Our team will review all interview materials and make a final decision regarding an offer. If an offer is extended, details regarding compensation and benefits will be provided to the candidate. Upon acceptance, the candidate will meet with the team to finalize a start date.

Start the Process Today

Who Thrives Here

Leaders who succeed in our program have a strong ownership mentality. They are motivated to take initiative, solve problems, and see opportunities where others might see challenges. If you dream of running a business and thinking like an owner, this program is built for you.

Entreprenurial Mindset

Passionate about People & Leadership

Success in our program comes from more than operational skill—it comes from leading and developing others. Leaders who thrive care about their teams, invest in relationships, and model behaviors that inspire trust and performance.

Growth comes from feedback. Leaders who thrive are open to guidance, willing to learn, and self-aware about their strengths and areas for improvement. They actively seek ways to improve and take constructive feedback as an opportunity to grow.

Smart, Hungry, & Humble

Leaders who succeed have a long-term vision for their career. They are curious, hungry for growth, and motivated to continually expand their skills and knowledge. They take ownership of their development and pursue opportunities to challenge themselves.

Coachable & Self-Aware

This program is hands-on and full-time. Leaders who excel are committed, willing to put in the effort, and resilient through challenges. They embrace accountability, push through setbacks, and maintain consistency in their performance.

Adaptable & Solution-Focused

Leaders who thrive are flexible and able to navigate change with a positive mindset. They approach challenges with creativity, focus on solutions, and adjust quickly to new situations—always keeping the business and team goals in mind.

Hardworking & Resilient

What the Academy Is & Is Not

- Hands-On & Experiential: You’ll learn by doing, gaining real responsibility across all areas of the business.
- Performance-Based: Advancement depends on your growth, results, and readiness-not simply on time served.
- Structured for Growth: Clear phases and coaching support guide your development from team member to high-level leadership.
- Mentorship-Focused: You’ll receive guidance from experienced leaders, including our Operator and certified coaches.
- Community-Oriented: Learn alongside a cohort of like-minded leaders, building relationships and a support network.
- A Classroom Program: While there are coaching sessions and leadership meetings, this is not a traditional classroom learning experience.
- Guaranteed Promotion: Advancement is earned through demonstrated growth and capability, not entitlement.
- A Short-Term Job: This is a full-time commitment designed to develop you for long-term leadership or ownership.
- Limited in Scope: You will experience every area of the business and be challenged to grow across multiple disciplines.

Time Commitment & Avaliability

Success in the Noblitt Hospitality Leadership Academy requires full-time commitment and open availability. Leaders will experience all aspects of restaurant operations, including opening, mid, and closing shifts, to gain a complete understanding of the business.

While you won’t be scheduled for extreme hours immediately, as the program progresses you will rotate through various shifts and responsibilities to build experience across every area. This hands-on approach ensures you develop the skills, perspective, and confidence needed to lead teams effectively and think like an owner.

Full-time availability is essential—not just for scheduling, but to fully engage with the development opportunities, coaching sessions, and team experiences the program offers.

Apply Here

Frequently Asked Questions

We offer a range of solutions designed to meet your needs-whether you're just getting started or scaling something bigger. Everything is tailored to help you move forward with clarity and confidence. We tell our Business Ownership candidates to expect to spend 36-48 months in the program. Our Business Management candidates can expect 24-36 months with options to stay long term.
Yes. While each path has its own focus and pace, exceptional leaders may transition between paths if their goals or performance align with the requirements of the other track. This is reviewed on a case by case basis and may require further interviews.
No prior experience is required. All leaders start as team members to learn the business from the ground up. A strong work ethic, coach-ability, and desire to grow are far more important.
Yes. Leaders must have full-time, open availability to experience all areas of the business, including opening, mid, and closing shifts. This commitment ensures comprehensive development.
The Business Ownership Path is designed to prepare leaders for potential Chick-fil-A Owner/Operator opportunities. While graduation does not guarantee ownership, it equips participants with the skills, experience, and mindset required to pursue that goal.
Leaders will begin work at one of our Murfreesboro locations and participate fully in the team and leadership development experiences at that location. Over the course of the program candidates will work at both locations in Murfreesboro, TN.
Our program combines hands-on business experience, full responsibility, structured coaching, mentorship from the Operator, and a focus on leadership, people development, and entrepreneurial thinking.

Ready to Apply?