How to Use the Sommelier Interview Template

Why structured sommelier interviews matter

A sommelier occupies one of the most specialist roles in hospitality. They're the person who transforms a wine list from an intimidating document into a revenue-generating tool, who turns a nervous diner into a confident wine explorer, and who manages what is often a restaurant's most valuable inventory. Get this hire right and you elevate every guest's dining experience while significantly improving your beverage margins. Get it wrong and you either intimidate guests, haemorrhage margin through poor buying decisions, or both.

The challenge with sommelier hiring is that wine knowledge alone doesn't make a good sommelier. The industry is full of people with impressive certifications who can't connect with guests, or who treat every table as an opportunity to demonstrate their expertise rather than enhance the dining experience. A structured interview that tests both knowledge depth and guest engagement skill reveals whether a candidate can translate their wine passion into commercial success for your restaurant.

This 50-minute template assesses four core competencies plus practical service: formal wine education and ongoing development, the ability to make wine accessible and enjoyable for all guests, commercial wine programme management, and food and wine pairing expertise. The practical trial - watching them interact with a table and handle wine service - reveals the truth behind the certifications.

Pre-Interview Preparation

Before the candidate arrives, prepare your environment for both discussion and practical assessment.

Review candidate's CV and wine qualifications - Note their certification level (WSET Level 3/4, Court of Master Sommeliers Certified/Advanced, Wine Scholar Guild). Look at where they've worked - a sommelier from a Michelin-starred restaurant has different experience than one from a hotel brasserie. Check whether their education is current or whether they qualified years ago without further development.

Prepare interview room - Use a space that allows for conversation and, ideally, tasting. If you can have a few wines available for discussion (not necessarily for tasting during the interview), it creates a natural environment for a wine professional.

Have scoring sheets ready - Sommeliers can be impressive communicators who overwhelm with knowledge. Structured scoring keeps you focused on whether their knowledge translates into practical ability and commercial awareness.

Review current wine programme and by-the-glass list - Understand your current wine list, pricing structure, margins, supplier relationships, and any areas you want to improve. This helps you assess whether the candidate's experience and approach align with your restaurant's wine ambitions.

Ensure 50 minutes uninterrupted time - Sommelier assessment covers knowledge, service, commercial thinking, and pairing skills. Rushing means you'll miss the nuance that separates a wine expert from a working sommelier.

Customisation tips:

• For fine dining restaurants, add "Prepare current tasting menu for pairing discussion"
• For restaurants building a wine programme from scratch, add "Note budget and ambitions for the wine list"
• For hotel restaurants with multiple outlets, add "Review wine requirements across all F&B operations"

Candidate Details

Record the candidate's full name exactly as they prefer to be called. This becomes your reference for all subsequent documentation.

Document when the interview took place. This is essential when comparing multiple candidates interviewed over several days and for any follow-up correspondence.

Wine Education Journey

Why this question matters:

Wine knowledge is the sommelier's foundation, but the journey matters as much as the destination. A sommelier who passed their WSET Diploma five years ago and hasn't studied since is working with outdated knowledge in a field where regions, styles, and trends evolve constantly. One who's currently pursuing the Master Sommelier exam or attending producer visits demonstrates the continuous curiosity that keeps a wine programme fresh and relevant. Their education journey also reveals whether they have genuine passion or just completed a qualification for career progression.

What good answers look like:

• Describes a clear progression of formal education ("I started with WSET Level 2 while working as a waiter, completed Level 3 with distinction, and I'm currently preparing for the Diploma - I've passed D1 and D3 so far")
• Shows ongoing informal education alongside formal qualifications ("Beyond WSET, I visit wine regions twice a year, attend trade tastings monthly, and I'm part of a blind tasting group that meets fortnightly")
• Demonstrates breadth beyond the obvious regions ("I spent time studying Georgian qvevri wines and Austrian Blaufrankisch last year because I noticed growing guest interest in lesser-known regions")
• References specific wine knowledge they've recently acquired and how they've applied it
• Discusses their areas of strength and honestly acknowledges areas they're still developing ("My New World knowledge is stronger than my understanding of Burgundy's village appellations, which is why I'm focusing on it this year")

Red flags to watch for:

• Qualified years ago with no evidence of continued learning ("I did my WSET Level 3 in 2018")
• Cannot discuss recent wine discoveries, trends, or developments in the industry
• Knowledge seems entirely theoretical with no evidence of practical tasting experience
• Dismissive of particular wine regions or styles ("I don't bother with New World wines")
• Cannot explain wine concepts in accessible language - only uses technical jargon
• Claims expertise in areas they clearly don't have depth in (names regions but can't discuss producers, varietals, or styles)

Customisation tips:

• For fine dining: Probe deep knowledge of classic regions (Burgundy, Bordeaux, Barolo, Champagne) and vintage variation
• For restaurants with a New World focus: Assess breadth across Australia, New Zealand, South Africa, Chile, Argentina, and emerging regions
• For restaurants with natural wine programmes: Explore their understanding of biodynamic, organic, and natural winemaking and the controversies around these categories
• For casual dining: Focus less on certification level and more on breadth of accessible knowledge and genuine enthusiasm

How to score:

• 5 - Excellent: Advanced certifications with broad, current expertise; demonstrates continuous learning through formal and informal channels; can discuss wine with authority and accessibility
• 4 - Good: Solid qualifications with evidence of ongoing professional development; good breadth of knowledge with genuine passion
• 3 - Average: Basic certifications with some growing knowledge; shows interest but limited depth or currency in their learning
• 2 - Below Average: Limited formal training; knowledge is narrow or outdated with no evidence of continued development
• 1 - Poor: Insufficient wine knowledge for a sommelier role; cannot discuss wine regions, styles, or production with any depth

Guest Engagement

Why this question matters:

The sommelier's biggest challenge isn't knowing about wine - it's making wine approachable for people who don't. Most restaurant guests feel some level of intimidation around wine lists. They worry about pronouncing names wrong, choosing something too cheap or too expensive, or revealing their lack of knowledge. A sommelier who makes guests feel stupid - even unintentionally - drives them toward the house wine and kills any chance of an upsell. One who makes them feel confident and curious transforms the wine experience into a highlight of the meal and dramatically improves your average bottle spend.

What good answers look like:

• Describes their approach to the "I don't know anything about wine" guest with warmth and specificity ("I start by asking what they're eating and what they normally drink - even 'I like Pinot Grigio' gives me somewhere to start. Then I suggest two or three options at different price points and describe them in flavour terms, not wine jargon")
• Shows understanding that recommendation is about the guest, not the wine ("I'm not trying to educate them. I'm trying to find them something they'll love. If that's a glass of the house rosé, that's a success")
• Demonstrates reading the table - knowing when guests want engagement and when they want to be left alone
• References building confidence gradually ("I might suggest a glass of something they wouldn't normally try, and if they like it, they're more open to exploring next time")
• Discusses how they handle guests who think they know about wine but are wrong - diplomatically and without embarrassment

Red flags to watch for:

• Describes their approach in a way that sounds like a lecture ("I explain the terroir and the winemaker's philosophy")
• Shows impatience or condescension toward guests who don't know about wine
• Focuses on what they tell guests rather than what they ask them
• Cannot describe how they'd adapt their approach for different types of diners
• Prioritises selling expensive bottles over finding what the guest actually wants
• Uses the interview to demonstrate their own knowledge rather than showing how they'd help a guest

Customisation tips:

• For fine dining: Probe their experience with high-spending guests who expect expertise and personal attention
• For casual dining: Focus on making wine accessible to guests who might normally order beer or cocktails
• For restaurants with international guests: Discuss adapting recommendations across cultural attitudes to wine
• For restaurants with regular guests: Explore how they build wine relationships over time and encourage exploration

How to score:

• 5 - Excellent: Makes wine genuinely accessible without being condescending; demonstrates guest-first thinking, asks before telling, and describes building confidence through warmth and expertise
• 4 - Good: Engages guests well with a clear approach to making recommendations; builds confidence and shows genuine interest in matching wine to guest preferences
• 3 - Average: Adequate recommendation skills but lacks the warmth, adaptability, or guest-reading ability that elevates the experience
• 2 - Below Average: Can be intimidating, unclear, or overly focused on demonstrating knowledge rather than serving the guest
• 1 - Poor: Poor guest interaction skills; either too aloof, too pushy, or unable to communicate wine in accessible terms

Wine Programme Management

Why this question matters:

A sommelier who can talk beautifully about wine but can't manage a commercially viable wine list is an expensive luxury. Wine programme management means balancing what you'd love to serve with what actually sells, managing stock that ties up significant capital, negotiating with suppliers, controlling waste from by-the-glass programmes, and ensuring the list supports the restaurant's positioning and profitability. A sommelier who buys based on personal taste rather than commercial sense will build an impressive cellar that nobody orders from.

What good answers look like:

• Describes managing a wine list with specific commercial metrics ("I maintained a 72% GP on wines, with the by-the-glass programme achieving 78% through careful portion control and rotation")
• Shows understanding of the balance between quality and commerciality ("I structure the list so there's something compelling at every price point. The £28 bottle needs to be as thoughtfully chosen as the £280 bottle")
• Discusses stock management practically ("I use a par stock system, review by-the-glass sales weekly to minimise waste, and negotiate sale-or-return on new additions until I know they'll sell")
• References supplier relationships and negotiation ("I work with six key suppliers and taste regularly with them. Having strong relationships means I get allocated wines that competitors don't")
• Demonstrates understanding of how the wine list supports the restaurant's overall identity and guest expectations

Red flags to watch for:

• Cannot discuss wine in commercial terms - only quality and taste
• Has managed a list but can't describe their gross profit targets or how they achieved them
• Dismissive of commercial considerations ("My job is to curate the best wines, not worry about margins")
• No experience with stock management, supplier negotiation, or waste control
• Has only worked in restaurants where someone else built the list and they just served from it
• Cannot explain how they'd approach building or restructuring a wine list for your restaurant

Customisation tips:

• For fine dining: Probe their experience managing high-value cellar stock, allocations from premium producers, and pricing for rare wines
• For casual dining: Focus on managing a compact, high-margin list that drives sales without overwhelming guests
• For hotel operations: Ask about managing wine programmes across multiple outlets with different positioning
• For restaurants building a wine programme: Explore their approach to starting from scratch - budget allocation, supplier selection, and list design

How to score:

• 5 - Excellent: Strategic approach balancing quality and profit; demonstrates stock management expertise, supplier negotiation skills, and clear commercial thinking
• 4 - Good: Strong list management experience with evidence of commercial awareness and effective supplier relationships
• 3 - Average: Some wine buying experience but limited depth in commercial management, stock control, or supplier negotiation
• 2 - Below Average: Limited programme management experience; primarily a server rather than a buyer/manager
• 1 - Poor: No wine programme management experience; cannot discuss the commercial aspects of running a wine list

Food and Wine Pairing

Why this question matters:

Pairing is where a sommelier's knowledge meets the kitchen. A great pairing elevates both the food and the wine - it's the difference between a good meal and a memorable one. But pairing badly can actively diminish the experience: a tannic Barolo overwhelming delicate sea bass, or a heavy Chardonnay clashing with a citrus dessert. Guests trust the sommelier to get this right, and the kitchen depends on the sommelier to complement rather than compete with their dishes. Poor pairing knowledge means missed revenue from tasting menus and wine flights, and a weaker connection between front-of-house and kitchen.

What good answers look like:

• Discusses pairing principles with specific examples rather than textbook rules ("With our salt-baked cod, I'd consider a white Burgundy for the weight and texture match, but I might also try a fino sherry - the salinity echoes the salt crust and the nutty character works with the fish")
• Shows understanding of multiple pairing approaches (complementary, contrasting, regional) and when each works best
• References working with chefs to develop pairings ("I taste every new dish with the head chef and we trial three or four wines before settling on the recommendation")
• Demonstrates thinking beyond classic pairings ("Everyone pairs lamb with Bordeaux, but a Nero d'Avola from Sicily can work beautifully because the warm fruit and soft tannins complement the richness without overpowering the herb crust")
• Discusses how they handle challenging dishes (very spicy food, heavily acidic dishes, desserts) and pairing with non-wine beverages where appropriate

Red flags to watch for:

• Only knows textbook pairings ("Red wine with meat, white wine with fish") without nuance or creativity
• Cannot explain why a pairing works - just says "it tastes good together"
• Has never worked directly with a kitchen to develop pairings
• Dismisses challenging pairings rather than exploring solutions ("You can't pair wine with Indian food")
• Cannot discuss flavour components (acidity, sweetness, tannin, weight, texture) and how they interact with food
• Suggests pairings that would clearly clash, indicating theoretical rather than practical knowledge

Customisation tips:

• For restaurants with tasting menus: Present your current menu and ask them to propose a pairing flight with rationale for each choice
• For restaurants with diverse cuisines: Explore their experience pairing wine with non-European food traditions
• For restaurants with strong cheese or charcuterie programmes: Probe their depth of knowledge in these specific pairing areas
• For restaurants considering wine flight programmes: Discuss their approach to designing a commercially viable flight that enhances the dining experience

How to score:

• 5 - Excellent: Creative, thoughtful pairings with deep understanding of flavour interactions; can explain the logic behind choices and suggests unexpected but compelling combinations
• 4 - Good: Solid pairing knowledge with practical experience working alongside kitchens; confident across multiple cuisine styles
• 3 - Average: Understands basic pairing principles but limited creativity or practical experience developing pairings with a kitchen team
• 2 - Below Average: Limited pairing knowledge beyond textbook examples; cannot articulate why pairings work or don't
• 1 - Poor: Cannot discuss food and wine pairing with any meaningful depth or logic

Practical Trial

Why practical trials matter:

A sommelier's skill is ultimately expressed at the table. Watching them open and present a bottle, engage with a guest about wine, and handle the service mechanics reveals whether their knowledge translates into a polished, confident, and guest-focused experience. The practical trial shows you things the interview cannot: their physical service technique, their presence at the table, and whether their passion comes across as welcoming or intimidating.

What to observe:

Demonstrated proper wine service technique - Did they present the bottle correctly, open it cleanly and efficiently, taste (if appropriate), and pour with control? Did they handle sparkling wine and still wine appropriately? Service technique reveals training and practice.

Engaged guests with appropriate wine knowledge - In the role-play, did they share knowledge that enhanced the experience without overwhelming? Did they read the guest's level of interest and adjust accordingly?

Made compelling recommendations - Did they ask the right questions before recommending? Did they suggest options at different price points? Did they explain wines in flavour terms rather than jargon?

Showed passion without being pretentious - This is the critical balance. Did they communicate genuine enthusiasm for wine in a way that drew the guest in rather than pushing them away?

Worked well with service team - Did they show awareness of the broader service flow? Did they communicate wine selections to the rest of the team? A sommelier who operates as an island rather than part of the service team creates friction.

Setting up an effective trial:

• Have a colleague play a guest at a table with a menu
• Provide your wine list (or a sample if you're building one)
• Ask them to take the table through a wine selection, including opening and presenting a bottle
• Include a scenario where the guest isn't sure what they want ("I usually drink Sauvignon Blanc but I'm having the lamb")
• Observe their presence, confidence, and guest interaction from a natural distance

How to score the trial:

• 5 - Exceptional: Outstanding wine service combining flawless technique, genuine warmth, compelling recommendations, and a natural ability to make wine the highlight of the dining experience
• 4 - Strong: Good sommelier skills with confident service, effective guest engagement, and appropriate knowledge-sharing
• 3 - Adequate: Shows potential with development; basic service skills present but needs refinement in technique, confidence, or guest engagement
• 2 - Below Standard: Struggled with service technique, guest interaction, or knowledge application; would need significant development
• 1 - Inadequate: Not suited for a sommelier role; fundamental issues with service, guest engagement, or wine knowledge in practice

Cultural Fit Assessment

Beyond knowledge and skill, cultural fit determines whether a sommelier will enhance your restaurant's wine culture. Select all indicators that genuinely apply based on your observations throughout the interview and trial.

Shows genuine passion for wine - Did they talk about wine with authentic enthusiasm? Do they visit regions, attend tastings, and explore new wines because they genuinely love it? Passion drives the continuous learning that keeps a wine programme alive.

Demonstrates approachable expertise - Did they share knowledge in a way that included you rather than excluded you? The best sommeliers make everyone feel welcome in the world of wine, regardless of their starting knowledge.

Takes commercial approach to wine sales - Did they naturally consider profitability alongside quality? A sommelier who understands that wine sales fund their next vintage trip is more commercially sustainable than one who views commerce as beneath them.

Supports team training and development - Did they discuss sharing knowledge with colleagues? Great sommeliers build the wine culture of the entire front-of-house team, not just their own expertise.

Interest in continuous learning - Are they currently studying, tasting, or developing? Wine knowledge that stands still becomes obsolete.

Positive about diverse guest interactions - Did they show equal enthusiasm for helping a novice choose their first wine as for discussing vintage Burgundy with a collector? The best sommeliers find joy in every guest interaction.

Weighted Scoring

The weighted scoring system reflects what matters most for sommelier success. Wine knowledge and guest engagement share the highest weighting because a sommelier needs both in equal measure - knowledge without engagement is a lecture, and engagement without knowledge is just charm.

Wine knowledge is the sommelier's foundation. Rate 1-5 based on the wine education question, demonstrated depth during the interview, and practical trial knowledge, then multiply by 0.30.

Guest engagement determines whether knowledge translates into revenue and guest satisfaction. Rate 1-5 based on the guest engagement question and practical trial interaction, then multiply by 0.30.

Commercial acumen protects your restaurant's wine programme profitability. Rate 1-5 based on the wine programme management question and evidence of commercial thinking, then multiply by 0.25.

Cultural fit affects retention and team dynamics. Rate 1-5 based on the cultural fit assessment indicators and your overall impression, then multiply by 0.15.

Add all weighted scores together for the final result. Maximum possible is 5.0.

Interpretation:

• 4.0 and above: Strong hire - offer position with confidence
• 3.5 to 3.9: Hire with development plan - strong in some areas, may need support in commercial management or programme development
• 3.0 to 3.4: Consider second interview - potential but questions remain, perhaps around guest engagement approach or commercial awareness
• Below 3.0: Do not proceed - significant concerns that training cannot address

Customisation tips:

• Fine dining restaurants might increase Wine Knowledge to 0.35 and reduce Cultural Fit to 0.10
• Casual dining operations might increase Guest Engagement to 0.35 and reduce Wine Knowledge to 0.25, prioritising accessibility over depth
• Restaurants with new wine programmes might increase Commercial Acumen to 0.30 and reduce Guest Engagement to 0.25

Final Recommendation

Based on all assessments, select your hiring decision:

• Strong Hire - Offer position immediately: Exceptional sommelier who combines deep knowledge with genuine warmth and commercial awareness; these candidates are rare, so move quickly
• Hire - Good candidate, offer position: Solid wine professional who meets your core requirements and will develop well with exposure to your wine programme
• Maybe - Conduct second interview or check references: Knowledge is there but questions remain about guest engagement or commercial approach; consider a trial shift during service
• Probably Not - Significant concerns, unlikely to hire: Knowledge gaps too significant, guest engagement too intimidating, or commercial awareness too limited for your operation
• Do Not Hire - Not suitable for this role: Clear misfit for your restaurant's sommelier role; don't proceed regardless of hiring pressure

Additional Notes

Record any observations, concerns, or follow-up actions that don't fit elsewhere. This might include:

• Wine regions or styles where they need development
• Certifications they're currently pursuing and timeline
• Supplier relationships they could bring to your restaurant
• Ideas they mentioned for your wine programme
• Salary expectations and alignment with your budget
• Availability for service periods (evenings and weekends)
• References to check regarding guest engagement and commercial results

What's next

Once you've selected your sommelier, proper onboarding is essential for retention and rapid impact. See our guide on Sommelier onboarding to ensure your new hire masters your wine list, builds relationships with your kitchen team, and starts enhancing every guest's dining experience from their first service.