Sweetgreen managers could earn more than $200,000 under new pay plan

Co-founder and CEO Jonathan Neman said the plan is meant to share the business's success with the people driving it. "Typically the company would take more of that upside. Now we're sharing in that upside with our team, but…we think that's a good trade," he said.

Sweetgreen follows other fast-casual chains in betting on manager pay, a comparison the company itself draws. Chipotle said in 2021 that workers in its highest general manager position could earn $100,000 on average, and its restaurant operating margins have stayed between 23% and 26% in recent years, while more than 85% of its general managers were promoted internally in 2025, according to its 2026 proxy statement. Neman cited In-N-Out Burger, which recently confirmed its store managers can earn more than $200,000 on average, and Raising Cane's, which pays managers monthly bonuses based on sales and said in 2024 it paid managers up to $175,000 annually.

Sweetgreen said base salary increases will take effect in the first quarter of 2027, while head coaches will start receiving bonuses based on store performance quarterly from Jan. 1, 2027. The revenue-share percentage will rise with tenure, and equity will continue to be based on performance.

Higher labor and related costs accounted for 29% of Sweetgreen's revenue in the quarter ending in June, up from 28% a year earlier, and same-store sales and restaurant profits declined that quarter compared with 2025. The company reports third-quarter earnings on Nov. 5.

Neman called the investment a bet. Investing in additional compensation “is definitely a bet,” he said, adding that “the data supports that if we're able to attract, retain, and incentivize better head coaches, that they will drive higher sales and better margins.” He noted that while some money goes upfront to raise base salaries, most of the investment depends on stores meeting performance targets.

Neman said Sweetgreen will judge the program on metrics beyond sales, including team member turnover, whether managers stay in their stores, quality and experience scores, and internal mobility.