How do I provide insights into career progression in a sommelier job description?

Date modified: 22nd September 2025 | This FAQ page has been written by Pilla Founder, Liam Jones, click to email Liam directly, he reads every email.

Sommelier Interview Template

This interview template provides a structured approach to interviewing sommelier candidates. Use this guide to conduct consistent, fair interviews and objectively score responses. Use weighted scoring to get an accurate overall assessment - score each area 1-5, then calculate your final weighted score using the formula provided.

Review candidate's CV, certifications, and wine industry experience
Prepare interview room and arrange wine cellar tour if appropriate
Have scoring sheets, pen, water, and palate cleanser available
Ensure interview will not be interrupted for 60 minutes
Review current wine list, pricing structure, and food menu
Prepare wine samples for tasting assessment if conducting one
Have sommelier certifications reference guide available
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5 - Excellent: Advanced certifications (Level 2+ or equivalent) with clear passion for wine
4 - Good: Solid wine education with relevant certifications and genuine interest
3 - Average: Basic wine education but shows commitment to learning
2 - Below Average: Limited formal wine education or unclear motivation
1 - Poor: No formal wine education or poor understanding of sommelier role
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5 - Excellent: Sophisticated pairing approach with excellent understanding of flavor profiles
4 - Good: Good pairing knowledge with practical understanding of menu compatibility
3 - Average: Basic pairing knowledge but limited creative approach
2 - Below Average: Limited pairing experience or poor understanding of food compatibility
1 - Poor: No understanding of wine pairing principles
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5 - Excellent: Comprehensive wine program experience with vendor relationships and cost management
4 - Good: Good inventory management with understanding of purchasing and suppliers
3 - Average: Some inventory experience but limited program management
2 - Below Average: Limited inventory management or poor understanding of wine business
1 - Poor: No experience managing wine inventory or supplier relationships
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5 - Excellent: Excellent guest service examples with strong sales and communication skills
4 - Good: Good guest interaction skills with ability to read customer preferences
3 - Average: Basic guest service skills but adequate communication
2 - Below Average: Limited guest service experience or poor communication
1 - Poor: Cannot demonstrate guest service skills appropriate for sommelier role
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5 - Excellent: Active learning with clear knowledge sharing and team development strategies
4 - Good: Stays current with trends and shares knowledge with colleagues
3 - Average: Some professional development but limited knowledge sharing
2 - Below Average: Limited professional development or knowledge sharing
1 - Poor: No evidence of continuous learning or team development
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5 - Excellent: Comprehensive cellar management with excellent technical wine service knowledge
4 - Good: Good technical knowledge with practical cellar management experience
3 - Average: Basic technical knowledge but limited hands-on cellar experience
2 - Below Average: Limited technical wine management skills
1 - Poor: Poor understanding of wine storage and service standards
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5 - Excellent: Strong collaboration examples with excellent understanding of kitchen-wine synergy
4 - Good: Good teamwork with practical examples of kitchen collaboration
3 - Average: Basic collaboration skills with some kitchen interaction
2 - Below Average: Limited team collaboration or poor kitchen relationship
1 - Poor: Cannot work effectively with kitchen team
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5 - Excellent: Extensive training experience with clear development programs for staff
4 - Good: Good training skills with practical examples of staff development
3 - Average: Some training experience but limited systematic approach
2 - Below Average: Limited training experience or poor teaching ability
1 - Poor: Cannot demonstrate staff training capabilities
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5 - Excellent: Perfect recommendation with excellent explanation of pairing logic and alternatives
4 - Good: Good recommendation with solid pairing rationale
3 - Average: Adequate recommendation with basic pairing understanding
2 - Below Average: Poor recommendation or weak pairing logic
1 - Poor: Inappropriate recommendation or no understanding of pairing principles
Demonstrates genuine passion for wine and continuous learning
Shows excellent communication skills and ability to educate guests
Exhibits professional presentation appropriate for fine dining environment
Expresses commitment to developing restaurant's wine program
Shows understanding of wine as part of overall dining experience
Indicates availability for evening and weekend service requirements
Asks thoughtful questions about wine program goals and restaurant philosophy

Weighted scoring: Rate each area 1-5, then multiply by the decimal shown (35% = 0.35). Example: If Wine Knowledge = 4, then 4 x 0.35 = 1.4. Add all results for your final score. Maximum possible score is 5.0.

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Strong Hire - Offer position immediately
Hire - Good candidate, offer position
Maybe - Conduct wine tasting assessment or check references
Probably Not - Significant concerns, unlikely to hire
Do Not Hire - Not suitable for this role

When writing a job description for a sommelier, it's important to clearly outline the career progression opportunities available within your establishment. This helps attract candidates who are not just looking for a job, but a career path. Mention specific training programs, potential for promotions, and any unique opportunities like international wine tours or advanced certification support.

Common misunderstanding: Career progression is only about promotions.

Career progression includes a variety of growth opportunities, not just moving up the ladder. It can also mean expanding knowledge, gaining certifications, and increasing responsibilities in different areas of the wine service.

Common misunderstanding: All sommeliers know the typical career path in their field.

Don't assume candidates understand the potential career paths in your organisation. Be explicit about how they can grow professionally and personally within your team, as this can be a major factor in their decision to apply.

What potential growth opportunities can entice a sommelier to join my team?

To attract skilled sommeliers, highlight growth opportunities that go beyond the standard job role. This could include access to exclusive wine tasting events, opportunities to influence the wine selection process, or the chance to participate in high-profile industry events. Also, consider mentioning mentorship opportunities with seasoned industry professionals and ongoing training sessions to refine their skills.

Common misunderstanding: Growth opportunities are the same at all venues.

Each venue offers unique growth opportunities, so specify what makes your establishment special. Whether it's your connections, location, or clientele, these factors can significantly influence a candidate's interest.

Common misunderstanding: High salary is enough to attract the best candidates.

While a competitive salary is important, many professionals are also looking for ways to advance their careers and skills. Emphasize how your team supports continuous learning and professional development.

Should I highlight pathways to leadership roles in a sommelier job description?

Yes, definitely include pathways to leadership roles in your sommelier job description. This not only attracts candidates who are ambitious and looking for long-term roles but also shows that your establishment values internal growth and leadership development. Explain any potential future roles they could grow into, and how they can achieve these positions through success in their initial role.

Common misunderstanding: Leadership roles are only for those with many years of experience.

Leadership opportunities should be presented as achievable for anyone who demonstrates the right skills and dedication, regardless of their years of experience. This can motivate newer professionals to apply and grow with your company.

Common misunderstanding: Leadership training is only necessary for current leaders.

Offering leadership training to all levels of staff, including potential hires, can help develop a strong leadership pipeline within your team. This is appealing to individuals who aim to advance their careers and take on more responsibilities.