How should I discuss pay 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 be clear and upfront about the pay. Mention the salary range early in the description to ensure transparency. This helps set expectations and attracts candidates who are comfortable with the offered compensation.

Common misunderstanding: You should avoid mentioning pay in the job description to negotiate later.

Actually, mentioning pay in the job description helps to filter candidates who are within your budget, saving time for both parties during the hiring process. It also enhances transparency and builds trust with potential applicants.

Common misunderstanding: Exact pay figures might limit negotiations.

Providing a salary range rather than an exact figure offers flexibility and still allows for negotiations based on the candidate's experience and skills. This approach balances clarity and flexibility.

What salary details should I include to attract suitable sommelier candidates?

Include a competitive salary range that reflects the skills, experience, and qualifications required for the role. Research what similar positions in your area and industry are offering. You might also mention potential for growth or performance-based bonuses to appeal to ambitious candidates.

Common misunderstanding: High salaries are the only way to attract the best candidates.

While offering a competitive salary is crucial, candidates also value the work environment, growth opportunities, and other benefits. A well-rounded job offer can be just as attractive as a high salary.

Common misunderstanding: All candidates prioritize salary over other benefits.

Many candidates are also interested in learning opportunities, work-life balance, and other perks. Highlighting these alongside a fair salary can make your offer more appealing.

How can I present non-monetary benefits to potential sommeliers?

Clearly outline any additional benefits such as wine training programs, opportunities to attend wine events, health benefits, or flexible working conditions. These benefits can be very attractive to candidates who value professional development and personal well-being alongside monetary compensation.

Common misunderstanding: Non-monorary benefits are not as valuable as salary.

For many professionals, especially in niche fields like sommelier roles, opportunities for career advancement and learning are highly valued. These benefits can sometimes be a deciding factor in accepting a job offer.

Common misunderstanding: It’s best to save benefit details for the interview.

Discussing benefits in the job description can increase the number of qualified applicants who are genuinely interested in what your company offers as a whole, not just the salary. This can lead to more engaged and motivated employees.