Onboarding starts with a discovery call to map your concept, locations, current accounting stack, and pain points. From there we connect to your POS, payroll, banking, and accounting platform, set up your restaurant-tuned chart of accounts (or clean up the one you have), and run a 30-day catch-up close so your first month of reporting reflects how the business actually operates. You meet your team in week one and start receiving weekly P&L and prime cost reports by month two.

Every Vast client has a dedicated team: a senior accountant or controller handling close and reporting, a fractional CFO for strategy work, and a client lead who owns the relationship. You don't get bounced between juniors. The same person who joins your kickoff call is on your monthly review six months later.

We use read-only or limited-access logins to your POS (Toast, Square, Clover, TouchBistro), payroll provider (Gusto, ADP, Paychex), banks, credit card processors, and accounting platform. Nothing leaves your control. We document every system we touch and never request blanket admin access.

QuickBooks Online and Xero on the accounting side. Toast, Square for Restaurants, Clover, TouchBistro, Lightspeed, and Revel on the POS side. Gusto, ADP, Paychex, and Square Payroll on the payroll side. R365 and MarginEdge for inventory and food cost layers. If you run something else, ask us. We've probably worked with it.

Monthly engagements typically include daily sales reconciliation, weekly P&L preparation, monthly close on a restaurant-tuned chart of accounts, prime cost reporting, AP management, payroll tie-out, bank reconciliations, sales tax filing where applicable, and a monthly review call. CFO-level engagements add forecasting, KPI dashboards, lender or investor reporting, and expansion planning.

Vast bills monthly on a fixed-fee retainer based on scope (number of locations, complexity, reporting cadence, CFO inclusion). You know what you're paying every month. No surprise hourly invoices.

Both. Single-location independents that want true visibility into food cost and labor work with Vast. Multi-unit operators that need consolidated reporting and unit-level P&L work with Vast. The CFO layer becomes more valuable as locations grow, but the accounting work is just as relevant at one unit.

Most transitions run four to six weeks. We pull historical data, map your existing chart of accounts to a restaurant standard, run a parallel close in month one, and take full ownership in month two. If your current books are far behind, we add a catch-up phase before the transition.

Restaurant accounting tracks daypart sales mix, food and beverage cost by category, labor by department, prime cost, and unit-level cash position on a daily cycle. Generalist accountants treat a restaurant like any service business and miss the operating metrics that drive decisions. A restaurant accountant builds the chart of accounts, reporting cadence, and reconciliation discipline around how restaurants actually run.

Bookkeeping is the transaction work: recording sales, paying bills, reconciling bank and credit card accounts. Accounting is everything on top of that: the chart of accounts design, monthly close, P&L preparation, financial reporting, and the analysis that turns transactions into decisions. A restaurant typically needs both, and at scale they're usually performed by different people.

Restaurants should close monthly at a minimum, with weekly P&L preparation on top. Margins are thin, food cost drifts fast, and labor creep shows up days before it shows up in the bank account. A quarterly close is too slow to catch problems while there's still room to fix them.

A restaurant chart of accounts separates revenue by category (food, beer, wine, liquor, NA bev, other), cost of goods by food and beverage, and labor by department (BOH, FOH, management). It's built so prime cost falls out of the P&L without manual math, and so daypart and category analysis works out of the box.

Daily sales reconciliation matches POS net sales to bank deposits, accounts for tips, comps, voids, discounts, and gift card activity, and books the daily Z-out to the GL. It's the foundation of restaurant accounting accuracy. Without daily recon, every downstream report is suspect.

Gift card sales are a liability, not revenue. When a card is purchased, it sits on the balance sheet as deferred revenue. Revenue is recognized when the card is redeemed. State escheat laws may require unredeemed gift card balances to be remitted after a defined dormancy period. The recognition pattern matters for tax and for accurate P&L.

Cash accounting records revenue when cash hits the bank and expenses when bills are paid. Accrual records revenue when earned and expenses when incurred, regardless of cash timing. Most restaurants over the IRS gross receipts threshold are required to use accrual. Accrual gives more accurate operating picture; cash gives a closer read on cash flow.

Servers, bartenders, line cooks, dishwashers, and managers are W-2 employees in nearly every operational model. Reserve 1099 status for genuinely independent contractors (a hired DJ, a brand-ambassador chef for a one-off event). Misclassifying staff as 1099 creates federal and state tax exposure plus wage-and-hour liability.

A fractional CFO handles the financial leadership work a restaurant needs without a full-time hire. That includes weekly P&L review, prime cost monitoring, cash flow forecasting, lease negotiation prep, lender or investor reporting, and the financial planning behind opening a second location or refinancing.

Restaurant operators typically bring on a fractional CFO once revenue clears $1M annually, they're opening a second location, or they're considering expansion, financing, or partnership. A bookkeeper records transactions. A CFO turns those numbers into operating decisions and growth strategy.

Restaurant CFOs work in food cost percentage, labor percentage, prime cost, sales per cover, and SPLH. Not generic SaaS or services metrics. Cash conversion is daily, not monthly. Seasonality is built into the planning. And the operator wants the numbers fast enough to act on tomorrow's shift, not next quarter's board meeting.

Fractional restaurant CFO engagements typically run between $3,000 and $10,000 per month depending on the number of locations, complexity, reporting cadence, and how involved the CFO is in operating decisions. Compare against a full-time CFO at $200,000 to $350,000 fully loaded.

Weekly flash reports covering sales, food cost, labor, and prime cost variance to budget. Monthly P&L with location-level detail and prior-period comparison. Rolling cash flow forecast. KPI dashboards tuned to the concept. Quarterly financial review covering the strategic picture. Custom investor or lender reporting on request.

Yes. Fractional CFOs prepare lender packets, model financing scenarios, build the projection set lenders or investors expect to see, and sit in on diligence calls. This work is one of the most common reasons operators bring in CFO support ahead of a refinance or expansion round.

Yes. CFO support during a transaction covers diligence-ready financials, EBITDA normalization, lease analysis, working-capital negotiation, and post-close integration planning. Buyers usually want to see at least 12 months of clean P&L and a clear unit-economic story before paying anywhere near the seller's number.

A working restaurant budget covers sales by daypart or service mode, food and beverage cost, labor cost split BOH and FOH, prime cost target, occupancy, controllable expenses, and target operating income. Weekly variance review against the budget is where it earns its keep.

Most full-service restaurants target prime cost in the 60% to 65% range. Fast-casual operators often run 55% to 60%. Beverage-heavy concepts can push lower. Prime cost above 70% is a warning sign that food cost, labor, or both need attention.

Weekly. Restaurants run thin margins on a daily cash cycle. A monthly check-in is too late to course-correct on sales, labor, or food cost. Operators reviewing a weekly variance report react in days, not 30 days.

A budget is the annual plan you commit to in advance. A forecast is the rolling expectation you update as reality lands. Mature operators run both: budget as the contract, forecast as the steering wheel.

Concept-stage budgeting works backward from a target operating income, layered over reasonable sales assumptions (seats x turns x check average), normalized food cost (28% to 32% for full service), and labor cost (28% to 35% depending on service model). Pre-opening expense, working capital reserve, and ramp-period assumptions sit alongside the operating model.

Seasonal budgets must reflect the season. Build sales by month, not divided by 12. Layer the labor plan against the staffing model each month. Treat off-season cash management as its own line of work, not an oversight. A flat-line budget on a seasonal concept is worse than no budget at all.

The most-missed credits include the FICA Tip Credit (a federal payroll tax credit on the employer portion of FICA paid on tipped wages above minimum wage), the Work Opportunity Tax Credit on qualifying hires, and energy efficiency credits on equipment and buildout. A restaurant-specific tax advisor catches these by default.

The S-corp election can make sense for restaurant owners taking meaningful owner draws, since it shifts some compensation from self-employment tax to distributions. The right answer depends on entity structure, owner count, state taxes, and reasonable compensation analysis. Talk to a restaurant-specific tax advisor before electing.

Restaurant equipment is generally 5-year property under MACRS. Qualified Improvement Property (most non-structural interior work for non-residential buildings) is 15-year property and is eligible for bonus depreciation. The bonus depreciation rate phases down each year, so timing matters.

Most states exempt food purchased for resale (ingredients) from sales tax under a resale certificate. Equipment and supplies are generally taxable. State rules vary, and audits of restaurant sales tax compliance are common, so getting the resale certificate set up correctly and tracked by vendor matters.

The FICA Tip Credit is a federal income tax credit equal to the employer's 7.65% FICA tax on tip income above the federal minimum wage. It can be claimed on Form 8846. For tipped operators, the credit is meaningful and is often left unclaimed because generalist preparers don't ask about tip income detail.

Pass-through restaurant owners (S-corp shareholders, LLC members, sole proprietors) generally owe quarterly estimated taxes on their share of pass-through income. The safe harbor (110% of prior-year liability or 90% of current-year) avoids penalty even when current-year income spikes.

Section 45B is the FICA Tip Credit. To claim it, the employer needs accurate tip reporting from employees and well-documented payroll records. Restaurants on a TRDA (Tip Rate Determination Agreement) or TRAC agreement with the IRS have a clear reporting path. Without that documentation, the credit is harder to defend in audit.

Employee meals furnished at the worksite for the employer's convenience are generally deductible at 100% (currently) and excludable from employee wages. The rules are nuanced; documentation matters. Don't confuse employee-meal treatment with the entertainment and client-meal rules, which are different.

Federal law allows employers to pay tipped employees a cash wage as low as $2.13 per hour, taking a tip credit up to $5.12 per hour to reach the $7.25 federal minimum. Many states require a higher cash wage or no tip credit at all. Compliance is state-specific and gets audited.

Overtime for tipped employees is calculated on the full minimum wage rate, not the cash wage, then the tip credit is applied. Skipping that calculation is one of the most common and most expensive restaurant payroll mistakes.

Mandatory tip pools must follow federal and state rules. Traditionally only tipped employees could participate. The 2018 changes allow back-of-house employees in if the employer takes no tip credit. Tip pool rules vary state by state, so the policy must be documented and applied consistently.

Full-service restaurants typically run labor between 30% and 35% of sales. Fast-casual operators usually target 25% to 30%. Fine dining and high-touch concepts can run higher. Labor above 35% in a typical full-service model is a flag worth investigating, not necessarily a problem on its own.

Sales per labor hour equals net sales divided by total labor hours worked in the same period. SPLH is a productivity benchmark. A full-service restaurant might target $80 to $120 SPLH; fast-casual might run higher. The right target depends on the concept and check average.

Direct deposit is the standard and is preferred by most employees and payroll providers. Some operators offer payroll cards for the unbanked workforce. Whichever model, the payroll provider needs to handle multi-state taxation, tip reporting, and overtime calculation correctly.

Credit card tips are tracked through the POS and paid out through payroll, with FICA withheld. Cash tips are self-reported by the employee. The employer is responsible for ensuring reported tips meet at least 8% of gross receipts for tipped employees (an IRS allocation rule). Underreporting is an audit risk.

Prime cost is the sum of cost of goods sold (food and beverage) plus total labor cost (including taxes and benefits). It's the single most important operating metric for a restaurant. Full-service operators target 60% to 65% prime cost; fast-casual targets 55% to 60%.

Food cost typically runs 28% to 35% of food sales for full-service restaurants. Fast-casual operators may run lower; fine dining and steakhouse concepts often run higher. Beverage cost (alcohol) typically runs 18% to 24%. Wine programs may run higher; beer-heavy programs lower.

COGS = beginning inventory + purchases - ending inventory. Most restaurants calculate weekly. Tracking COGS by category (food, beer, wine, liquor, NA bev) gives the operating picture; tracking only a single COGS line hides the actual drivers.

Full-service independent restaurants commonly target 10% to 15% EBITDA margin on a stabilized year. Multi-unit operators with strong systems sometimes push higher. EBITDA below 10% on a mature concept is usually a sign of either operating drift or pricing that hasn't kept up with cost inflation.

Restaurant EBITDA for valuation purposes is operating income plus depreciation and amortization, normalized for one-time expenses, owner add-backs (excess owner compensation), and any non-recurring items. Buyers also normalize for replacement management cost when the owner is running the unit hands-on.

Sales per square foot varies widely by concept: a quick-service restaurant might run $500 to $1,000+ per square foot, full-service often $400 to $800, fine dining higher. Use the metric to compare a unit against its concept benchmark, not against an industry average.

RevPASH measures sales generated per seat per operating hour. It's a yield-management metric borrowed from hospitality. A high RevPASH indicates strong throughput, pricing, or both. The metric is most useful in full-service concepts where seat utilization and turn time drive the operating model.

Inventory turnover = COGS divided by average inventory value, on a monthly or weekly basis. Most full-service restaurants target 4 to 8 turns per month. High turnover signals tight inventory control and fresh product; very high turnover may also signal frequent stockouts.

Two financial signals matter most before expanding. First, the existing unit is stabilized, hitting target margin, and cash-flowing well above debt service. Second, the operator has either internal management depth or a financing partner who is funding a real expansion team. Without both, the second location usually pulls the first one off rails.

Second-location modeling builds three layers: pre-opening expense, opening capital and working capital, and the ramp model from opening through stabilization. Realistic ramps run 12 to 18 months. Modeling year-one as if it's a stabilized year is the most common reason expansion plans miss.

The right capital structure depends on operator equity tolerance, the size of the expansion, the lender environment, and the desired control structure. Debt is usually cheapest but adds fixed payment risk. Investor equity adds capital and dilution. SBA 7(a) loans are a common middle path for independent operators.

Expansion replicates a proven concept in new locations. Brand extension creates a related but different concept (a counter-service version of a full-service flagship, a coffee program in a separate space). They require different financial models and very different operating playbooks.

Independent restaurants commonly sell on a multiple of normalized EBITDA, typically 2x to 4x for single-unit concepts, higher for multi-unit operators with systems and brand. Lease terms, growth runway, and concentration risk also drive the number. The seller's add-backs matter; the buyer's lender will pressure-test them.

Lenders want at least two to three years of clean, accountant-prepared financials, current and prior-year tax returns, an updated personal financial statement, a projection set tied to the use of funds, and a plan that doesn't depend on best-case sales to service debt. Surprises in diligence are usually fatal to the deal.