How a poker club can find dealers and floor managers

To find a dealer or floor manager, start by describing the shift: city, hours, duties, pay, and experience requirements. Then post the vacancy, test every candidate on the same situations, and agree on a trial shift. Below you’ll find a job posting template, interview questions, and evaluation criteria.

Who to hire: a dealer or a floor manager

A dealer runs the game at a single table. A floor manager coordinates the tournament, handles seating, and rules on disputed situations. If you need one person for both jobs, split the duties and working hours in advance: nobody can continuously deal a table and supervise several tables at the same time.

For a detailed comparison of the duties, see our guide to dealer and floor manager careers. When hiring, build a profile of the specific shift rather than a list of every skill you could possibly want.

Where to find candidates

• An industry platform. Browse dealer and floor manager resumes and compare city, experience, and availability. The list is public; viewing details and responding may require signing in.
• Professional communities and referrals. Ask colleagues to recommend someone for a specific shift. A referral is no substitute for a skills check.
• Job sites and training programs. Use a clear job title and spell out the terms. If you’re willing to train, name the mentor and state what you expect from a beginner. Don’t promise training your club doesn’t actually offer.

Job posting template

Copy the structure below and replace the fields in curly braces with your own terms. This is a template, not a real open position.

• Position: dealer / floor manager at {club name}, {city}.
• Location and schedule: {address}, {days of the week}, {shift start and end times}, {breaks}. Explain how schedule changes are handled.
• Duties: {dealing a table / coordinating the tournament}; {formats}; {number of tables}; {software used}.
• Requirements: {experience}, knowledge of tournament procedures, attention to detail, and the ability to explain decisions calmly. Separate must-have skills from the ones you’ll teach.
• Terms: {pay and payment schedule}, {employment arrangement}, {training and trial shift terms}. Don’t swap specific terms for “we’ll discuss it later.”
• How to apply: {contact method}, a short resume, available days, and a good time for a call. Don’t ask for unnecessary personal documents in a public application.

Interview questions

1. 1
   Experience and scheduleWhat formats and duties did the candidate handle on previous shifts? Which evenings are they available? Ask them to describe what they personally did, not just name the clubs.
2. 2
   A mistake at the tableA player points out a possible dealing error. What does the candidate do first, what information do they preserve, and when do they call the floor? Assess their composure and whether they stick to the established rules.
3. 3
   A disputed actionPlayers give conflicting accounts of an action. How will the candidate establish the facts, hear both sides, and explain the decision? A dealer needs to understand the limits of their authority.
4. 4
   Running the roomFor a floor manager: how do they spot unbalanced tables, arrange a seat move, and communicate it to the dealers? Check the answer against the seating procedure.
5. 5
   Using the softwareAsk them to find their assigned table and the current level in a test tournament. Make sure the staff member uses their own account and doesn’t ask for the owner’s password.

Trial shift checklist

Before the shift, agree on its length, pay, employment arrangement, mentor, and evaluation criteria. Run the first technique check on a practice hand, and allow independent work only within the limits you’ve agreed on.

• Preparation: arrived on time, checked the equipment, and got familiar with the club’s rules.
• Technique: handles cards and chips neatly, keeps track of the action order, and announces actions clearly.
• Mistakes and disputes: doesn’t hide a mistake, preserves the facts, and calls the floor without escalating.
• Teamwork: reports seat moves and dealer changes, and understands their permissions in the software.
• Outcome: for each criterion, record “independent / with prompting / needs practice.” Discuss specific examples, the next step, and when the candidate will hear back.

How to close the hire

Confirm the duties, schedule, pay, and access rights. Assign a mentor for the first shifts and set a date for feedback. Update or take down the vacancy once the position is filled: an outdated posting wastes both the candidates’ and the club’s time.