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Brewmaster Job Description

How to Hire a Brewmaster

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Brewmaster Job Description

Brewmasters use their comprehensive knowledge of brewing processes to craft creative recipes and produce the best, most exciting beers possible. They are involved with every step of the beer development process from the creation of the recipe to the tasting of the final product.

We are recruiting for a driven and creative individuals who have a passion for creating the best beers. Whether you’re putting a fresh spin on existing recipes or crafting the perfect seasonal or speciality brew, you understand that quality comes first. Key responsibilities include cleaning tanks and other equipment used in the brewing process, selecting ingredients, crafting recipes, and testing the product. Brewmasters will also need to be able to manage team members, build rapport with suppliers, keep accurate records, and complete necessary paperwork.

To succeed you must be communicative, passionate, thorough, and creative. We expect you to have an extensive knowledge about brewing processes and always put quality and safety first.

Brewmaster Duties and Responsibilities

  • Extensive experience in breweries.
  • Homebrew experience or education may be preferred.
  • Passion for beer.
  • Creativity and ability to develop quality recipes.
  • Strong written and verbal communication skills.
  • Attention to detail.

Brewmaster Skills and Requirements

  • Improve and create unique beer recipes.
  • Select quality ingredients.
  • Clean equipment.
  • Test beer and make corrections to processes or ingredients to improve taste.
  • Manage people and resources effectively.
  • Maintain accurate records and inventory.
  • Build relationships with venders.
  • Extensive experience in breweries.
  • Homebrew experience or education may be preferred.
  • Passion for beer.
  • Creativity and ability to develop quality recipes.
  • Strong written and verbal communication skills.
  • Attention to detail.

Personalising Your Brewmaster Job Description Advise

The hiring process and recruiting new employees to fill your key roles requires a degree of personalisation if you are to attract the best employees in a competitive employment market. The right person for a crucial role or more senior roles will likely have other employers targeting them. As your job description will be the first point of contact, you need to nail your pitch and provide the best possible service.

When creating your bespoke description and advert, you should cover and promote these points:

Job title: This should accurately reflect the role and include keywords that top talent might be using to search for jobs.

Job duties: The day to day duties, such as administrative tasks, which vary depending on the company and inform the candidate if they can complete the role.

Technical skills: These are the hard skills required through training, such as proficiency with Microsoft Office.

Soft skills: These include the interpersonal skills and general abilities the right candidates will possess. For example, the competency to prioritise multiple tasks, handle customer queries and customer complaints, work alone, or build a good relationship with coworkers.

The company’s culture: Highlighting your company culture and values ensures employees thrive and find outstanding job satisfaction. Candidates that are not the right fit won’t waste their time completing the application process, meaning you can focus on qualified individuals and hire in a more timely manner.

Career progression: Including the career path will entice candidates looking for career growth. 

Training and development programs: Smaller companies may need employees with previous experience or provide educational assistance over internal training offered by larger organisations with more significant resources. 

Employee benefits: Compensation and benefits often fail to appear in job ads and while you may want to hold your cards close to your chest, failing to include them is a mistake. Consider answering common questions, such as working hours and paid leave. Researching the average salary for the role in these early stages will ensure you don’t waste your interviewer’s and the candidate’s time.

Skill gaps: Your company may need to bring in new skills beyond those required to complete the key role and duties. Thinking on an organisational level can be beneficial when contemplating skills diversity.

Legal requirements: Ensure your job advert and description does not ask for inappropriate or discriminatory personal details, such as age, marital status, or religion.


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