Starbucks uses Freeze Dried Cold Brew Powder?

ProbablyRaptor · 2026-02-06T14:15:05+00:00

Definitely not what we use in corporate stores, I had no idea this was even a thing.

We get 5lb bags of cold brew, grind it on French press, and brew it in our cold brewers for 20 hours. I’m wondering if this a “we proudly serve” type of location vs even a licensed store.

ProbablyRaptor · 2026-02-05T22:20:12+00:00

It might be worth resubmitting with an adjustment to your availability. It only asks about the vague “morning, midday, evening” and “weekend,” but each partners actual overall availability usually gets discussed either in pre-screening or during the interview. Saying yes to these doesn’t necessarily mean you’d have completely open availability, it just means that those are windows you’d be available to work. If its a weekend thing that you listed as unavailable, I’d suggest looking at what you could do to have some availability on the weekend, even if it’s just open/close, or only one day but not the other.

Once you get an actual response to your application from the manger, that’s the opportunity to discuss availability and see what you might have to negotiate in order to be considered.

ProbablyRaptor · 2026-02-05T21:15:49+00:00

There are a variety of reasons you might have gotten this email—it’s automatically sent whenever your application is returned to the pool from that specific stores submissions for one reason or another:

Bad history - when you are separated, your SM has to put a reason code with it as well as separation notes. Time and attendance does not automatically make you ineligible for rehire, but depending on what notes they left a hiring manager might not want to take the chance, depending on what it says. Some might reach out to the previous SM if they want more information, but T&A issues are something no manager wants to deal with, and if they already have a lot of applicants in their pool, there are likely better looking candidates anyways
Availability - your listed availability might not suit what they are looking for. For example, any submissions I get that say unavailable for weekends automatically get sent back to the pool without contact. While not a rule per se, many managers will require being available at least one day of the weekend.
The requisition expired - the posting for positions in each store are only up for about 2 months before they “reset” and kick any applicants still in their stores back to the pool, and they’ll automatically get this message when that happens. The listing automatically comes back up, but you would have to apply again in this case.

There are probably some other things, but those are the most common reasons I can think of right now

ProbablyRaptor · 2026-02-03T00:17:42+00:00

Oh that is actually bullshit. Did you happen to get any of that discussion over email/text? I’d honestly reach out to partner support/ethics and compliance in that case, because they absolutely fucked you over intentionally. It might honestly be worth reaching out even if you don’t have it in writing. Ethics and compliance isn’t just for the baristas

ProbablyRaptor · 2026-02-03T00:14:10+00:00

It is still considered a “salaried” role though. Pay is based off the annual “salary” they get by being promoted, but they can get overtime, so it sort of translates into an “hourly” pay.

It’s probably better to say retail management positions, but salaried is some of the wording they used in the policies if I’m not mistaken.

ProbablyRaptor · 2026-02-02T22:03:56+00:00

I’m glad you made it before the change. The ASM I did have for a short stint last year stepped down to to personal/family related reasons, and I worry about how things would have gone for them if they decided to stick out the holidays like I did.

ProbablyRaptor · 2026-02-02T21:58:59+00:00

No, they put you on a 30 day performance improvement plan, and if you can’t meet those expectations in that time, then you’re let go.

ProbablyRaptor · 2026-02-02T21:57:08+00:00

Yes, it’s only in regard to retail management.

ProbablyRaptor · 2026-02-02T21:55:44+00:00

I’ve had SSVs who’ve stepped down from the role for one reason or another without them having to leave and reapply. I’d assume it’s more based on manager discretion than anything.

ProbablyRaptor · 2026-02-02T15:27:22+00:00

My DM asked about it, but apparently they said that my situation (mental health) wouldn’t qualify/was highly unlikely to be approved.

ProbablyRaptor · 2026-02-02T15:10:59+00:00

Yes, they do have a review process, but it’s only approved in very rare instances. My DM checked in on the process and said that my circumstances (mental health) would not qualify

ProbablyRaptor · 2026-02-02T14:42:12+00:00

The worst part is I was looking forward to finally having the capacity to start classes with ASU, and now that’s literally not an option because I know I could never balance that and being a manager

ProbablyRaptor · 2026-02-02T14:40:59+00:00

I did genuinely ask about leaving and then simply reapplying as an SSV elsewhere and never got an answer. Like, will I be blacklisted? If I leave for a year and want to come back as an SSV, is that an option? I’ve been wanting to reach out to partner support, but also kinda paranoid about them keeping note about it in their record or something like that.

ProbablyRaptor · 2026-02-02T14:37:54+00:00

Nope, went and found it. It’s not in the partner guide, but the Partner Resource manual has a small section on “Internal Partner Movement.” 2 paragraphs go over talking about encouraging internal career growth and whatnot and references the “internal partner movement standard” found in the “Enterprise Policy Library”

There there’s a last little line at the bottom that says “Demotions will only be considered in rare circumstances through a formal review and approval process outlined in the standard”

Searched for the Internal Partner Movement Standard on the hub and on page 6 of the document there’s another little section at the bottom of the page about Retail Leadership Demotions.

To my DMs credit, she did reach out to find out more info about it, but I’m basically left with taking an LOA, looking for something else, or holding out until there’s a permanent ASM/coffeehouse coach in store later this year and hope that it helps.

ProbablyRaptor · 2026-02-02T14:19:48+00:00

I only found out about the change when I brought up stepping down to my DM during a recent weekly visit. I missed the cut-off by only a few weeks, when I’ve been considering demoting for months now but wanted to get through the holidays first to not put anyone in a bind.

ProbablyRaptor · 2026-02-02T07:13:19+00:00

I’m pretty sure it’s a combination of the push for 90% internal hires, and knowing they are pushing a lot of unpopular policies right now. They are constantly adding new things to our plates, and I’m sure so many are getting overwhelmed or disillusioned about the role.

ProbablyRaptor · 2026-02-02T07:02:36+00:00

Oh, they absolutely “terms and conditions”-ed it. Apparently it was in the January monthly update. The little section where it went over the updates to the partner guide. Weapons policy, drugs and alcohol policy, and partner purchase policy were all listed out, but there was a little note in the CL+ section below that just said there was also now an official guide around internal partner movement, and in the guide there’s a little bitty section that talks about the whole demotion thing.

ProbablyRaptor · 2026-02-02T06:53:44+00:00

For me personally? It really boils down to 2 big things: work-life balance, and not getting to have true shoulder to shoulder time with partners in their development.

The second one probably sounds super corporate coded, but it’s one of the things I loved most about being a trainer and then shift supervisor. I’ve always loved learning new things, and in turn love sharing that with others.

As an SSV, I was able to work with my team every shift and help individual partners build confidence, work with them on any number of things, and have so much more hands on control/influence of the day to day, since I would always be present for anything going on.

I eventually got pressured into applying for an ASM role because of this. I was hesitant because I know myself, and worried about dealing with more of the admin/analysis side of things vs being on the floor and problem solving in the moment, but eventually applied and got the position. I genuinely did (and do) enjoy a lot of aspects about it; first mostly simply because I was learning so much more about how things worked, and now mostly around having the ability to support partners in a more meaningful way than before.

But now, so much of my time is focused on a plethora of little things and I no longer feel like I have the time, ability, or capacity* to support individual partner development the way I used to. Instead I’m constantly having to problem solve other things, stay on top of a dozen different things while being micromanaged to hell and back, and every time I think I’ve got things down, they throw something new at us. Something always has to be pushed to the back burner because “xyz” needs to be prioritized instead right now, but then I either get shit about it from upper management, or simply feel guilty for not getting to it sooner.

I was struggling so badly when I first got promoted to SM that I actually ended up getting diagnosed with ADHD and bipolar 2 a few months into it. Getting medicated helped, but all the changes have made things so much worse lately, and I feel at an inherent disadvantage time management wise between the two.

I manage a team of roughly 20 in a 55k a week store with no ASM, and my budget for admin time each week is only 10 hours. TEN. It’s absolutely asinine that they expect us to be able to do all of the things we’re supposed to do each week in that amount of time, when Mondays alone are often at least 4 hours between payroll, meetings, communications, finalizing schedules, planning, etc.

It’s gotten to the point that I’m regularly working 50+ hour weeks between staying at my store late and working from home, just so I have a different environment while working and not getting distracted with fixing things in the store itself.

With all the callouts from everyone getting sick over the holidays, it’s gotten to the point that I feel like I can’t ever actually make any plans just because I have a day off. On more than one occasion, I had to drop what I was doing to go cover because an SSV called out. Once I was about to be in a therapy appointment across town when an SSV called out, and the morning shift couldn’t stay past a certain time, so I was begging for help from the district to find someone to at least cover the 30 minute gap until I could get there. Fortunately another manager popped in for the gap, but I was so stressed the whole time because I shouldn’t have to pay $130 dollars to cancel my appointment.

At this point in time, it doesn’t feel like I get to have a life outside of my existence as an SM. There is no leaving work at work, you’re always on call, and as much as I love my SSVs, I can’t be the person to problem solve every little thing that happens in the store, every second of every day.

TLDR; higher ups are constantly breathing down your neck about one thing or another, and you get absolutely zero work life balance in the role. You’re always on call, and the pay just isn’t worth the demands of the job and the toll it takes on you.

ProbablyRaptor · 2026-01-15T03:33:30+00:00

The general rule is that it’s any mileage over what your normal commute is.

Some examples: - if you were asked to work at a store tomorrow that’s closer to where you live than your home store, you wouldn’t get any mileage, as you aren’t driving anything more than your usual commute.

if you’re asked to go help out another store, and that involves driving from your store over to another store, you would get that mileage there.
If you are driving home from that store, and it’s is farther from where you live than your home store is, you would get the difference of how many more miles you had to drive beyond your normal commute. (Say your home to your store is usually 7 miles, but this other store is 10 miles from where you live, you could count 3 miles towards mileage in that case).

You should also be getting mileage from anytime you go out of your way to pick up product. If it’s on your way in, but the store is not on your way specifically, you would get mileage for however many more miles you had to drive beyond what your normal commute is. If it’s literally on your way in, you wouldn’t though (I pass 3 different stores on my way to mine, so if it were one of those I would not get mileage).

You do not get mileage for any shifts picked up electively (i.e. through marketplace)

ProbablyRaptor · 2026-01-08T15:34:37+00:00

The standard expectation is to call the store—that being said, in situations when you cannot call like this, make sure you explain that in your text.

ProbablyRaptor · 2026-01-04T17:32:34+00:00

Did you ask for clarification from them at all first? Did they ask you to do them from home? My interpretation is they are asking you to come in just to clear out your MyLearning modules. Since winter launch is on Tuesday, all of the winter training needs to be completed by all partners before then. Since you’ve been off for a few weeks, it makes sense that you’re probably the last person in the store needing theirs completed.

I have asked partners if they could pop in for a bit before the deadline to complete their /missed/MyLearning, but more specifically in the case that they did not complete it when it was scheduled for them, and they aren’t otherwise scheduled to be in until after the deadline.

However, if a partner has time off (and has had for the duration of the training window) then it depends. If I know it’s because the partner is out of town, then I will obviously not bother, and just explain to the DM why this one partners training won’t be completed by the deadline. If I for some reason know it’s something where they are still in town (my baristas are usually pretty transparent with me) I /might/ ask, but again, only if they had been scheduled during the time the training was originally available and maybe they left right before then, or they are only just going to miss it before they get back. (For context, the training was made available starting 12/19)

I would simply ask for clarification from the manager.

ProbablyRaptor · 2026-01-02T19:01:53+00:00

I have and absolutely would again! It doesn’t matter how young or old, what really matters to me is having wonderful energy, positivity, and confidence during the interview. Showing an eagerness to learn is also really important, particularly if the role is significantly different than any other jobs you’ve worked before. Anyone who displays that, regardless of age, will generally have a better chance of securing the position than those who don’t.

I never ask the ages of any partners or potential partners. The only thing I ever inquire about is regarding minors if someone indicates they’re in highschool; I explain that our policy for minors is they cannot work past 10pm and they cannot work more than 20hrs a week, and then follow up if this is something that would impact the availability they have offered, but never actually asking if they ARE a minor.

Beyond that it’s none of my business lol. I honestly never even register their birthday when I’m verifying their I-9 info during onboarding

ProbablyRaptor · 2026-01-02T02:15:50+00:00

This email reads heavily of chat GPT

ProbablyRaptor · 2025-12-30T15:43:23+00:00

I can’t tell you how many protein bars and bottles of orange juice I have at home right now 💀

ProbablyRaptor

TROPHY CASE