Writing a head brewer job description that attracts the right people

Start with the real work

List what the person will do in a normal week: plan brews, mash in, boil, cool, pitch, monitor fermentation, crash, filter or condition, package, clean, order ingredients and keep records. Add the less glamorous parts, such as lifting 25 kg sacks of malt, cleaning tanks and working weekends. Honesty here saves a resignation later.

Say how large the brewhouse is and whether the brewer works alone or leads a team. A job on a 10 hectolitre system with two assistants differs from a job on a 200 litre pilot kit.

Name the beers the brewer will inherit. A brewer who loves hazy ales may not want to spend a year on pale lagers. A brewer who prizes consistency may not enjoy a rotating list of experiments. Say which one you need.

Skills to ask for

Separate must-haves from nice-to-haves. A head brewer needs to understand the brewing process, recipe design, yeast handling, cleaning and sanitation. They also need basic quality control such as measuring gravity, pH and dissolved oxygen. Many also need packaging experience, cost control and the ability to train others.

Qualifications help, but experience on a similar scale counts for a lot. Do not demand a qualification you will not check. Do ask for evidence of work: beers made, awards if any, processes run.

Add soft skills. A head brewer works with the owner, the bar team, the sales lead and sometimes a regulator. Clear writing, calm under pressure and willingness to teach are worth listing. A strong brewer who cannot keep a log or train an assistant leaves the brewery fragile.

If you want someone who can use data, say so. Measuring fermentation temperatures, yields and losses is now part of the job in many breweries.

Quality, safety and compliance

The head brewer is usually responsible for safety in the cellar: carbon dioxide, hot liquids, chemicals, working at height and confined spaces. Include a line on keeping records for the regulator, such as volumes brewed, packaged and lost. State who holds the licence and who answers to the authorities.

Include food safety and traceability, because a recall relies on batch records. See brewery licensing: the steps most countries share for how records tie in.

Say what happens when a batch fails. Does the brewer have authority to dump it? Who decides when a beer is fit to sell? A clear rule protects both the brewer and the brand. It tells applicants you care about quality.

Describe the brewery honestly

Tell applicants where the brewery is, how old it is, what kit it has and what beers you make and sell. Say where the business wants to go. Mention if the plant is new and still being commissioned, or old and temperamental. A brewer who knows the trade-offs will apply knowingly.

Mention the site conditions: climate, water, power reliability and cold chain, since they shape the job. See choosing a brewery site.

If the brewhouse is still being installed, say so and say who is commissioning it. A brewer who joins before the plant arrives can shape the layout and the process. Many will want that chance.

Pay, hours and growth

State the type of contract, the working pattern, probation and reporting line. Say how pay is set, even if you give a range rather than a number. Describe training budget, time off and how you will review performance. Do not promise a title you cannot deliver.

Skip invented claims about salary benchmarks. If you do not know the going rate, ask local brewers or a recruiter.

Be open about what the role will not offer. A small brewery may not have a big training budget, a lab or an assistant at first. Telling people early keeps good applicants who value the work.

Interview and trial

Ask applicants to describe a brew from grain to glass, a fault they diagnosed and what they changed. Offer a paid trial brew day if the law and your insurance allow it. Taste the beer they have made. Ask what they would change in yours.

Check references with people who have worked beside them. A brewer's reputation lives in the cellar. For the wider business questions behind the hire, read what investors ask a brewery founder and pricing a pint in a brewpub.

Set a first ninety days in the advert or the interview: learn the plant, brew the core beers, set up records and cleaning schedules. A new brewer who knows what success looks like starts faster.

Common questions

Should I require a brewing qualification?

It can help, but experience on a similar scale often matters more. State what you will accept and how you will check it.

Can a founder be the head brewer?

Yes, if the founder has the skills and the time. Be honest about whether one person can brew, sell and manage.

How do I find a head brewer abroad?

Use brewing associations, trade forums and recruiters. Check work permit rules. Be ready to explain the site and climate.