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Executive Search: Strategies for Attracting and Retaining Talent

The CPG industry demands a nuanced approach to executive search and retention due to its intense competition.


Within the Consumer Packaged Goods (CPG) industry, finding and retaining top executive talent is more crucial than ever. With companies vying for a competitive edge, understanding the intricacies of executive search and retention strategies within the CPG sector is essential.


The Competitive Landscape of the CPG Industry


Operating in the CPG industry involves navigating a landscape that is constantly influenced by shifting consumer trends, advancements in technology, and economic ups and downs. This sector demands leaders who are not only resilient and adaptable but also capable of leading through innovation and pressure. A significant challenge here is the high turnover among top executives, especially CMOs, who now face ever-growing demands to leverage digital marketing and data analytics to drive business results. These challenges underscore the need for effective recruitment strategies that focus on both immediate and long-term needs.


Cultural Fit: The Heart of Successful Executive Search


Ensuring a strong alignment between an executive’s values and the company’s culture is crucial for sustainable success. When executives feel a profound connection with the company’s ethos, they are more likely to commit long-term and drive genuine change. Therefore, CPG brands need to articulate and demonstrate their culture clearly throughout the recruitment process, ensuring that it resonates well with potential candidates.


Specialized Executive Search Firms


Collaborating with specialized executive search firms can significantly enhance a brand’s ability to navigate the complex market landscape. These firms offer extensive expertise and access to a wide talent pool, facilitating the identification and recruitment of candidates who not only fulfill the skill requirements but also embody the company’s strategic and cultural aspirations.


Employer Branding


An effective employer branding strategy is critical in attracting top talent. This strategy should communicate the company’s commitment to innovation and its adaptability to market shifts. Showcasing elements such as a commitment to employee development, a forward-thinking approach to business, and a robust support system for new ideas and strategies can make a CPG brand highly attractive to potential executive hires.


How to Attract the Right Talent


Leveraging the right tools and technologies in the recruitment process can greatly enhance the efficiency and effectiveness of attracting top-tier talent. Tools like LinkedIn, industry-specific job boards, and advanced CRM systems can help tailor the recruitment experience to meet the specific needs of both the company and the candidates, ensuring a good match that benefits both parties.


Mastering the executive search in the CPG industry requires an intricate understanding of the sector’s unique challenges and the implementation of tailored recruitment strategies. By prioritizing cultural fit, leveraging specialized search firms, and enhancing employer branding, CPG brands can attract the visionary leaders necessary to navigate the complexities of the market.


Strategic Planning and Executive Involvement


A pivotal element in retaining top executives is involving them in the strategic planning process. By doing so, executives feel more connected to the organizational goals and are empowered to make impactful decisions. In the CPG industry, where market trends can shift rapidly, having executives who are deeply integrated into the company’s long-term strategy can be a game-changer. It ensures that they are not only prepared to handle immediate challenges but are also proactive in shaping the future direction of the company.


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Fostering a Culture of Innovation and Support


Retaining creative roles, especially like those of CMOs, requires a supportive environment that champions innovation and embraces risk-taking. This approach allows executives to experiment and innovate without the fear of failure, fostering a culture where new ideas can flourish. Such an environment is attractive to leaders who are naturally driven to pioneer change and can make a substantial difference in their willingness to stay with a company.


Commitment to Continuous Professional Development


Another critical strategy for retaining top talent is offering continuous professional development opportunities. Whether it’s through leadership training programs, workshops, or access to the latest industry research, providing avenues for growth ensures that executives not only update their skills but also feel valued and invested in by the company. This is particularly important in the CPG industry, where staying ahead of trends and technologies is crucial.


Implementing Effective Communication


Open and effective communication is another cornerstone of successful executive retention. Regular check-ins, feedback sessions, and open forums for discussing company issues not only help in resolving potential problems early but also reinforce the executives’ roles as key stakeholders in the company’s future. This type of communication must be two-way, offering executives a voice to share their insights and concerns, which helps in aligning personal goals with organizational objectives.


Conclusion


In conclusion, mastering executive search and retention in the CPG industry involves a holistic approach that spans from strategic recruitment to the nuanced retention of top talent. By focusing on cultural fit, strategic engagement, and a commitment to innovation and professional development, CPG brands can build a resilient leadership team. These leaders will not only navigate current market challenges but also drive the brand towards sustainable growth and innovation.


Implementing these strategies effectively ensures that CPG brands not only attract but also retain visionary leaders capable of steering the company through the evolving landscapes of consumer preferences and market dynamics. The ultimate goal is to foster a leadership cadre that is not only skilled and experienced but also deeply committed to the long-term success and vision of the company.

Our Impact

In 1995, our founders embarked on a journey that would disrupt the status quo of the executive recruiting industry. We have been transforming companies and lives ever since.

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9,395

First Round Interviews

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3,000+

Total Placements

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47%

Diversity Placements

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$700M

Economic Impact

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Brent Albertson

CEO, Zing Zang LLC

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Non-Alcoholic Beverages

“ Our experience with Protis Global has been very positive. They have strong multi-industry CPG experience and understand our business model and standards. They know the difference between an “A-player” and a “B-player” in several functions, and the honesty around that standard helps us move faster. Mike and team set up a great process, especially in early canvassing and vetting that helps our leaders engage at the right time and make decisions fast. ”

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Colin Nolan

Executive Vice President, Mark Anthony Brewing Inc.

Beer, Wine & Spirits
Beer, Wine & Spirits

“Protis Global’s approach to talent acquisition is marked by diligence, transparency, and a genuine dedication to client satisfaction. Their strategic insights and personalized service have made a substantial impact on our organization, ensuring that we always have the best professionals driving our initiatives forward. The team at Protis Global demonstrates a keen ability to identify individuals who not only possess the requisite skills but also align seamlessly with our company culture.”

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Hilal Tabsh

Chief Revenue Officer, Glass House Brands

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“Over the last 10+ years my experience with Michael Bitar and the Protis Global team has been exceptional across multiple industries. Michael and his team work to get to the true needs of my hiring plan and partner with us throughout the process. They understand our business, company culture, what success looks like, and then propose candidates that will produce results while also fitting into our team dynamic. Overall it’s a great team and experience and I would recommend to anyone looking to hire top-notch quality candidates reach out to Protis Global and Michael Bitar.”

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Peter Iglesias

Chief Executive Officer, Bespoken Spirits

Beer, Wine, & Spirits
Beer, Wine, & Spirits

“I highly recommend Protis Global as a top-notch recruiting agency. I have had the pleasure of working with them for the past 15 years, both as a candidate and employer in the Spirits and Wine industry. In my 25 years of experience, I have found Protis Global to be the most efficient and effective recruiting agency I have ever dealt with. Protis Global has consistently come through for me in the clutch, providing exceptional professionalism and execution in job searches and placements. Their dedication to finding the right fit for both candidates and employers sets them apart from other agencies. I have always been impressed by their ability to understand the needs of both parties and successfully connect them in a timely manner.”

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Soley Van Lokeren

SVP, People

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Non-Alcoholic Beverages

“I have been in the field of human resources for over thirty years, in executive level roles both in-house and in outsourced positions. Michael Bitar is my favorite talent acquisition professional with which I have ever worked. He cares deeply about building a relationship with his clients, learning their business, culture, challenges, and truly understanding the needs of a role requisition. His approach is mirrored by the rest of the Protis team, who are courteous, thorough, and who make you feel like you are their only client. Protis successfully delivered hires for our Chief Commercial Officer role and for three key challenging roles (in both Marketing and Sales). They are simply – the best!”

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Brian Kuz

Chief Sales Officer

Food & Snacks
Food & Snacks

“Protis is unique in their go-to-market strategy in that they not only find the right candidate for the role, but they find the right opportunity and company for the candidate. Protis Global looks for people who are ready to make a change...I will continue to recommend Protis Global as one of the best placement agencies in the World, as I have worked on every continent and have dealt with the big executive placement firms and the boutique ones. Protis shines above all, and as long as I am hiring, I will continue to go to Protis Global first, if not exclusively.”

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Chris Hall

CEO, poppi

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Non-Alcoholic Beverages

“Partnering with Protis Global has been a game-changer for poppi. They understood our vision and the unique challenges we faced as a rapidly growing brand. Their expertise in executive search helped us find the right leaders who not only fit our culture but also brought the skills and passion needed to drive accelerated growth. The Protis Global team actively took our feedback and adapted the search so that we could focus on what we do best – creating innovative, healthy beverages that our customers love. They’ve truly become an extension of our team, and we couldn’t imagine achieving our success without the team members they helped us to bring aboard.”

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Chad Palma

President of Sales, Spindrift

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Non-Alcoholic Beverages

“Michael Bitar and the Protis team have been such a pleasure to work with over the years. Not only do they do amazing work with recruiting but we have also developed a partnership between our two companies. Michael and his team provide a crucial role in reviewing my hiring needs at the beginning of each year. Once the review is complete, Michael begins searching for quality candidates that fit the role and culture for Spindrift. He and his team do an outstanding job of finding the right candidates for the position in need. I highly recommend Michael and the Protis team for your hiring needs.”

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John Sacksteder

President, Mark Anthony Brewing Inc

Beer, Wine & Spirits
Beer, Wine & Spirits

“From the start, the relationship with Protis Global was different than other recruiting firms.  The team had a deeper level of commitment and desire to learn about our business than I had experienced with other firms. Our company was experiencing a time of exponential growth and our staffing needs were complex. We needed very experienced people across every possible function in the Operation and Supply Chain Teams and we needed them in a hurry. The Protis Global Team mobilized quickly and established a methodology to identify strong candidates and work them through the interview process in a professional and timely manner. Their grit, determination, understanding our needs and culture, sense of urgency and drive to exceed our expectations set them apart from the pack.”

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Kathleen Hutchison

Senior National Account Manager at Arla Foods

Food & Snacks
Food & Snacks

Kayla was awesome and very thorough in her vetting of candidates. She understood our brief as we were looking for candidates and helped to weed through those who were not a good fit for the role. 

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Thomas Frisch

Chief People Officer at IJW Whiskey

Beer, Wine & Spirits
Beer, Wine & Spirits

“The team worked quickly and efficiently to find a unique position.”

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Kim Nguyen

VP of Supply Chain at Lallemand

Beer, Wine & Spirits
Beer, Wine & Spirits

Everyone involved was extremely helpful - Gary, Michael, Ben - thank you!! The team didn't only search for candidates based on the job description, but also the qualities that I look for in candidates. 

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Shashank Gaur

VP of Product Technology & Innovation

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Non-Alcoholic Beverages

The interview process was smooth and extremely professional. Ben and team represented me as much as they represented the company. 

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Jeremy Schulman

Regional Business Manager - Foodservice

Food & Snacks
Food & Snacks

Consistent communication, updates, and detailed knowledge of the client. The whole experience was top notch!

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Blake T. Bermingham

Supply Chain Manager

Beer, Wine, & Spirits
Beer, Wine, & Spirits

Very simplistic process finding the right role for the right candidate...keep up the great work! 

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Don Stohrer Jr.

CEO, Arla Foods USA

Food & Snacks
Food & Snacks

“We’ve been a Protis Global client for eight years, and during this time have always appreciated the thoroughness of the recruitment process, as the candidates brought to us have been well-vetted, not only from a competency perspective, but more importantly from a [cultural] fit dynamic. Mike and the team have always been highly engaged to ensure they bring us candidates that match our culture. That’s been critical to the success of the candidates that have landed here by way of our relationship with Protis.”

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