Vantaggi
They can usually get you on the schedule quickly if you need immediate income. Many coworkers are genuinely kind and do what they can.
Svantaggi
In my experience, the core problem here is extremely inconsistent standards combined with heavy enforcement. I was rotated between almost every station week to week, usually doing a station only once (or at best twice) per week, then expected to perform to a high level whatever station procedures the leader standing over my shoulder at that moment preferred. On every single shift I worked, by headcount roughly one third of my coworkers were some level of supervisor and it seemed that most of their time working was spent watching and correcting instead of training and standardizing. It felt like management was performing “corporate complexity” instead of running a clear operation. In my department there were leads, managers, and then two people in charge of the deli. That’s three layers of supervision, yet basic station procedures still weren’t standardized across these leaders. Lots of hierarchy. Lots of correction. Extremely little consistency. That kind of setup makes it hard to build competence and sets people up to fail.
The clearest example was the Wok station. Over a short period I received four fundamentally contradictory instructions from four different managers about how it was “supposed” to be done. It escalated to a management meeting. Right after that, I came down and did it exactly the way upper management said they wanted it done. Immediately, a fifth manager told me I was doing it wrong, told me to run fewer woks "until I get it right," and handed me a bottle of water with instructions to add water mid-cook. And this despite following the instruction I had just been given. That was the moment it clicked: even strict compliance with the most recent instruction can still get you corrected, because there wasn’t a “correct” standard to meet.
In conversations with management, I repeatedly experienced a focus on scrutinizing wording rather than addressing the operational problems I raised with concrete examples. When I tried to point out inconsistent standards and training gaps, the discussion often shifted to debating phrasing or tone instead of clarifying the actual standard. At one point I was told I “lack credibility.” That response explains why the department’s bigger problems persist: feedback is treated as something to disqualify rather than pointing to something to fix.
It wasn’t limited to station procedures. Basic expectations like dress code were enforced inconsistently. I wore the same necklace without issue for two and a half weeks, got a positive comment about it passing dress code one day, and then later was told by a leader to put it away. Later, it was again cleared as not being a problem at all. Small, petty, and honestly humiliating. And perfectly representative.
This environment creates high turnover and constant stress because you can’t reliably know what “right” means. If you’re looking for clear expectations, consistent training, and management that solves operational problems instead of escalating blame, I would look elsewhere.