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How to Identify A-Players in the Beverage Industry

The beverage industry operates on razor-thin margins, a volume-driven business model, and faces ongoing funding challenges. Every decision counts, making it essential to have top talent who can drive results and navigate these unique pressures. Identifying A-Players—those standout performers who consistently deliver—is crucial. Here’s what you need to look for and how to spot these high performers in the hiring process. 

Identifying Key Traits of A-Players 

Industry-Specific Expertise and Adaptability 

A-Players in the beverage industry bring more than just skills; they have a deep understanding of market dynamics and the agility to adapt. They know the ins and outs of consumer preferences, regulatory requirements, and supply chain logistics. When interviewing, ask candidates about their experience with market expansion—specifically, how they have navigated regulatory challenges and entered new regions. Have they negotiated distributor relationships, and what were the results? This kind of background helps identify those who not only understand the industry but can drive strategic growth. 

Proven Problem-Solving Abilities 

Challenges like supply chain disruptions or sudden shifts in consumer behavior are everyday realities. A-Players excel at anticipating these challenges and creating solutions. During hiring, dig into past scenarios: “Can you describe a time when you had to quickly pivot a product strategy due to unforeseen market changes?” Their ability to recall specific instances and the outcomes they drove will give you clear insights into their problem-solving skills. 

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Relationship Management and Networking 

Successful navigation of the beverage industry often relies on strong relationships with distributors, co-manufacturers, and retail partners. A-Players are adept at building and leveraging these connections to advance the business. For instance, candidates should be able to discuss their past experiences working with co-manufacturers, highlighting the negotiation process, the operational efficiencies they achieved, or any cost benefits realized. Their stories should demonstrate both strategic thinking and execution. 

Using Data and Metrics to Identify Top Beverage Talent 

Impact on Revenue and Market Penetration 

Identifying A-Players isn’t just about soft skills—it’s about measurable impact. Use data-driven questions to evaluate a candidatespast performances. 

Ask about specific KPIs: “What was the market share impact of your last product launch?” or “How did you measure the success of distributor partnerships?” These questions help you gauge a candidate’s direct influence on revenue and market penetration, setting apart those who genuinely drive results. 

Leveraging Predictive Analytics 

To stay competitive, many beverage companies are using predictive analytics to identify potential A-Players. By analyzing historical performance data, such as sales figures and operational efficiencies, companies can forecast which candidates will likely excel. This approach isn’t just about reviewing resumes; it’s about making data-informed decisions to build a high-performing team.

Case Study: Red Bull’s Approach to Talent and Innovation 

Red Bull’s global success is not just a product of great marketing—it’s a testament to their ability to identify and nurture top talent. The company’s culture prioritizes innovation, agility, and a deep connection to the brand’s values. Red Bull looks for talent that not only excels in traditional roles but also embodies its adventurous and dynamic ethos. 

Red Bull Stratos Jump

 One example is Red Bull’s strategic use of the Red Bull Media House, a content powerhouse that produces high-quality media aligned with the brand’s high-energy image. This approach keeps the company at the cutting edge of digital engagement and cultural relevance, attracting A-Players who thrive in environments that value creativity and unconventional thinking . 

The Red Bull Stratos campaign, where Felix Baumgartner’s historic jump captured global attention, is another example of the brand’s commitment to pushing boundaries. It wasn’t just a marketing stunt—it was a showcase of how the company leverages talent that dares to think big. This campaign alone drew over 8 million live viewers, a testament to the brand’s ability to engage audiences on a massive scale and reflect the A-Player mindset throughout the organization. 

Conclusion: Building a Team That Drives Success 

In the beverage industry, where every decision impacts the bottom line, having A-Players is non-negotiable. These individuals bring industry expertise, a proactive approach to problem-solving, and the ability to build meaningful relationships that propel the business forward. By focusing on tangible achievements during the hiring process and leveraging data-driven insights, companies can better identify and attract the A-Players needed to lead in this competitive space. 

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“ 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.

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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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Chief Executive Officer, Bespoken Spirits

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Soley Van Lokeren

SVP, People

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“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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Chief Sales Officer

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“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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“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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President of Sales, Spindrift

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“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

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“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

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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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Chief People Officer at IJW Whiskey

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VP of Supply Chain at Lallemand

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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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VP of Product Technology & Innovation

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

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Don Stohrer Jr.

CEO, Arla Foods USA

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“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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