At The Olde Mecklenburg Brewery in Charlotte, the beer isn’t the only thing that keeps customers coming back. It’s the people: the servers who create an atmosphere that’s fast-paced, fun, and completely dialed in.
But behind every great experience was a mystery the leadership team couldn’t quite solve: Why did some servers thrive while others fizzled out? The difference wasn’t on paper. It wasn’t in resumes or prior experience. It was something harder to measure.
That’s when The Metiss Group stepped in. We have helped hundreds of clients make better hiring decisions through the use of multi-science assessments, behavior-based interview questions and more.
In this article, we’ll discuss how we used our proven process to firm up hiring at The Olde Mecklenburg Brewery.
Moving Beyond Gut Instinct
Hiring had always been based on intuition. And to be fair, that can take you pretty far, especially in a people-centered business. But when the team at OMB realized they weren’t consistently hiring the kind of server who could perform under pressure and keep guests happy, they knew they needed a new approach.
Enter multiscience assessments: our not-so-secret weapon.
We used a blend of behavior and motivator assessments to identify what made their best servers so effective. Then we built a hiring profile grounded in data, not guesswork. What we found wasn’t just helpful; it was eye-opening.
The Four Traits of Their High-Performing Server
Here’s where things got interesting. After running assessments on OMB’s top performers, a clear pattern emerged. Four specific traits stood out across the board, none of which were visible on a traditional resume.
1. High Theoretical: The Knowledge Buff
OMB isn’t your average pub. Customers don’t just ask for a generic light lager — they want something specific, like a sour that isn’t overly fruity or a dark beer that doesn’t feel heavy. That means servers need to be true subject matter experts on everything on tap.
Top performers showed a high theoretical motivation: a genuine thirst for knowledge. These are the team members who take the time to learn the ingredients, brewing methods, and tasting notes. They’re curious. They ask questions. They geek out over beer like it’s their favorite Netflix docuseries.
Without this trait, a server might survive, but they wouldn’t thrive.
2. Low Steadiness (DISC): The Multitasking Machine
Working at a brewery during peak hours is not for the faint of heart. It’s noisy. It’s fast. It’s unpredictable. That’s why high-performing servers at OMB consistently showed lower scores in Steadiness, the “S” in the DISC profile.
Low Steadiness doesn’t mean someone is disorganized or chaotic. It means they’re flexible, energized by change, and comfortable juggling multiple tasks at once. They can adapt on the fly and still deliver a high-quality customer experience. In an environment where calm predictability just doesn’t exist, this behavioral trait is key.
3. High Influence (DISC): The Connector
People with high Influence scores on the DISC assessment are natural connectors. They’re outgoing, persuasive, and genuinely energized by engaging with others. In the brewery world, that means they don’t just take orders—they make conversation, offer suggestions, and instantly build rapport with new guests.
These are the folks who can recommend a beer like they’re introducing you to your new best friend. They're also the ones who turn one-time visitors into regulars. Their energy is contagious, and their ability to influence a customer’s experience is hard to teach.
4. Low Individualistic: The Team-First Mentality
One of the most surprising — yet crucial — findings was high performers had low scores in the Individualism motivator. That’s a big deal in a place like OMB, where tips are pooled and teamwork is non-negotiable.
High individualism can be great in the right context, like entrepreneurship or commission-based sales. But in a shared environment, it can backfire. Servers who are too focused on personal gain can struggle in a system where helping others directly impacts the group’s success.
At OMB, the best servers are team-oriented. They jump in to help a coworker without hesitation. They’re less concerned with “my section” and more focused on the overall guest experience.
Better Hiring, Backed by Science
With these traits identified, OMB created a custom benchmark for hiring. Every candidate is now assessed against this profile, allowing the team to make faster, more confident hiring decisions — and to do it with objective data rather than gut instinct.
The result? More consistent service, reduced turnover, and a front-of-house team who works together like a well-oiled machine (or maybe a well-poured pint).
Turning Insights Into Impact
This case study isn’t just about one brewery. It’s about what happens when organizations stop hiring based on vague impressions and start hiring based on proven traits. Whether you're running a craft brewery, a customer service team, or a sales department, the same principle applies: performance is predictable — if you know what to measure.
At The Metiss Group, we help companies figure out exactly what those measures are, and how to find people who fit them.
Now that you understand how hiring assessments could completely transform your success, the next step is to schedule a call with us. We’ll listen to your hiring challenges and see if there’s anything we can do to help. Just fill out the form to get started!
