Purpose: This study aims to analyze what promotes the adoption of OI in the foodservice sector. Specifically, it seeks to shed light on the bottom-up mechanisms (the microfoundations) that allow a foodservice firm to organize for OI. Design/methodology/approach: The research design is an in-depth exploratory case study with 18 semi-structured interviews. The findings have been triangulated with documentation available on the corporate website, the project reports, and direct observation. Data were analyzed using an inductive approach, coding individual interview transcripts. Findings: This study identifies three categories of capabilities that have to be spread to different organizational levels: the capability to sense organizational triggers to change, to develop external collaborations and knowledge exchanges with different parties, and the management’s ability to be aware of organizational imperatives and the need to proceed with process adjustment. Results highlight the importance of sensing organizational triggers, allowing a quick switch between new strategies in implementing an OI approach. It was crucial for the company to co-develop new products and services with a large audience of stakeholders, not only limited to customers. The case remarks on the required ability of the organization and management team to activate mechanisms aimed at reconfiguring the competencies within each business unit, keeping an alignment with the needs of the stakeholders. Originality/value: The study emphasizes the multi-level characteristics of OI and provides a framework for microfoundations on how to organize for OI. Results contribute to the recent debate on the skills and routines an organization should design and promote within their employees.