There’s a moment in most interviews for beverage roles when you can tell if a job candidate understands the job – or just the product. They might talk about regions, producers, and vintages. They might have certifications, strong technical knowledge, and great experience on paper.  

But that’s not actually the job. The subtle craft of hiring top-tier beverage talent is very different and nuanced in today’s competitive hospitality and culinary industries. 

Insights from a food and beverage industry recruiter 

Having spent years as a sommelier and beverage director and now sitting on the other side of the table as a talent recruiter for this unique space, I’ve come to appreciate how specific and often misunderstood these roles really are.  

I’d like to share my perspective, expertise, and experience in placing beverage talent with a wide range of operators across the hospitality industry. 

The skills of strong beverage professionals go beyond food, wine, and service 

Whether guiding a memorable celebration, helping someone choose the right glass of wine or spirits for a casual evening, or hiring and training teams, strong beverage professionals know how to make the experience feel personal.  

Here’s what strong beverage professionals bring to the proverbial table: 

• They know how to translate offerings and choices – using a language of intuition, engagement, and connection, one that’s difficult to teach and nearly impossible to fake.  

• They have the ability to share knowledge with ease, in a way that informs others without feeling instructional or performative. Beverage professionals either have a feel for the art of their craft, or they don’t.  

• They’re able to read a table. They understand pace. They know when to step forward, when to give space, and how to meet a guest exactly where they are. 

That balance is hard to teach, and even harder to spot on a resume 

From an operator’s perspective, hiring for beverage roles can seem deceptively simple. You’re looking for deep industry knowledge, passion, and maybe credentials.  

But what often gets overlooked in the hiring process is how much of the role is directly tied to the overall flow of service, the concept, and the culture of the room. This is a huge consideration that should come into play when hiring beverage talent.  

Ensuring a great hire requires collaboration with other leaders in the organization. Here’s why… 

The best beverage leaders don’t operate in a silo 

They build programs that support a venue’s unique concept, train teams in a way that’s accessible, and contribute to revenue without losing sight of the guest experience.  

They also understand collaboration. A sommelier or beverage director should share a vision with the chef and executive leadership team. When beverage and culinary teams are in true conversation with one another, the result can be transportive, creating those rare dining experiences guests remember long after the meal ends.  

Not every food and beverage concept is chasing the same kind of magic 

Some places create destination experiences where every detail matters. Others want to be the neighborhood spot where guests feel comfortable, cared for, and know they’ll enjoy good food and a thoughtful drink. Both are valuable. Both require alignment.  

The right beverage professional knows the difference and how to support the concept. 

Beverage roles can be nuanced for job candidates, too  

Not every accomplished sommelier will thrive in every dining room. And not every polished program is the right fit for every personality, pace, or long-term career path.  

Again, collaboration with other leaders in the organization during the talent recruitment journey is key to identifying the desired skills and traits needed to fill a beverage role. The strongest talent matches happen when the role, the individual, and the food and beverage model and concept are aligned.  

A shift is happening in what beverage roles mean to operators and candidates 

Food and beverage businesses, from hotels to resorts, private clubs, restaurants, catering companies, retailers, wineries, event planners, and more, are looking for beverage professionals who can wear multiple hats – educator, salesperson, floor designer, and sometimes even part operator. 

In turn, today’s candidates are thinking more about balance, growth, and where they fit into a larger team dynamic.  

Hiring top beverage talent is no longer just about building a list of potential candidates. It’s about building something sustainable for a specific type of venue or business.  

Beverage recruiters must have the right conversations with candidates 

In recruiting for beverage roles in the hospitality, culinary, retail, and associated verticals, I find the most important hiring conversations to have with job candidates are not about what’s on the list of offerings or how many SKUs they have managed.  

While logistics, procurement, and the supply chain are important to discuss during the recruitment process, the real conversations are about how a qualified candidate leads, how they communicate, and whether they understand hospitality beyond their lane as a beverage sector professional.  

Because at the end of the day, no matter what role an organization plays in the market, beverages are an extension of service. And the people who do it well understand they’re not just selling wine or spirits – they’re shaping an experience.  

That’s what makes these hires so impactful when they’re right – and so noticeable when they’re not.  

Find top-tier talent through a recruiter with beverage industry expertise 

A beverage industry recruiter lends specific recruiting expertise and a nationwide network of exceptional candidates to your talent search. 

Connect with me today and let’s find the right professionals to answer your hiring needs. My name is Marion Walker-Linsky and I am a Recruiting Partner with Goodwin Recruiting, the U.S. leader in hospitality recruiting.