What should I include about my restaurant when writing 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
Answer here
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
Answer here
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 sommelier job description, it's important to provide a clear picture of your restaurant. Include details about the type of dining experience you offer, whether it's casual, upscale, or fine dining. Mention the size of your wine list and any special focus it might have, like local or international wines. Also, describe the atmosphere and customer base to give candidates a sense of the environment they'll be working in.

Common misunderstanding: It's enough to just list the job duties and requirements.

While listing duties and requirements is crucial, giving a sense of the restaurant's atmosphere and style helps attract candidates who are a good fit for your team and venue. This can lead to better job satisfaction and retention.

Common misunderstanding: Detailed descriptions of the restaurant are unnecessary in a job description.

Detailed descriptions not only help attract the right candidates but also set clear expectations about the work environment. This clarity can prevent misunderstandings and ensure that applicants are genuinely interested in the specific nature of your venue.

How do I explain my wine program effectively in a sommelier job description?

To effectively explain your wine program in a sommelier job description, highlight key aspects like the range of wines offered, any unique collections, or a focus on certain regions or types of wine. Mention how often your wine list is updated and any collaborations with wineries. If your program includes wine events or tastings, detail these to attract candidates who are keen to engage with customers and host events.

Common misunderstanding: All wine programs are similar, so detailed explanations aren't necessary.

Each wine program is unique, and detailing yours helps differentiate your venue from others. This attracts candidates who are specifically skilled in or enthusiastic about the types of wines or wine activities you offer.

Common misunderstanding: Only the size of the wine list matters.

While the size of the wine list is important, the quality, diversity, and how the program is integrated into the overall dining experience are equally important. Explain these aspects to attract sommeliers who can contribute to and expand on your existing offerings.

What makes my venue appealing for potential sommelier candidates?

Your venue can stand out to potential sommelier candidates by highlighting unique selling points such as a renowned culinary team, a prestigious location, or a well-regarded reputation in the industry. Include any awards or recognitions your restaurant has received. Also, mention the growth opportunities available, such as potential for career advancement and professional development in the field of wine and hospitality.

Common misunderstanding: High salary and benefits are all that matter to candidates.

While competitive compensation is important, many candidates are also looking for opportunities to grow, learn, and work in a supportive and dynamic environment. Highlighting these aspects can make your venue more attractive.

Common misunderstanding: The job itself is the only appealing aspect of the venue.

The culture, team, and work environment are often just as important to candidates as the job specifics. Describe your team's spirit, leadership style, and any communal activities that might appeal to someone looking for a collaborative and engaging workplace.